The E-2 visa allows foreign investors and their families to live and work freely in the United States, representing one of the earliest visa types in the country. The origin of the E-2 visa is rooted in treaties between the United States and specific nations, namely the Treaty of Friendship, Commerce, and Navigation. The first of these treaties was signed with United Kingdom in 1815, aimed at fostering trade between the two nations, which had previously been at war.
With the enactment of the Immigration and Nationality Act in 1924, the E Visa category was incorporated into United States law, introducing the E-1 Treaty Trader category to facilitate trade by foreign merchants. The attraction of substantial foreign investment led to the creation of the E-2 Treaty Investor category in the Immigration and Nationality Act of 1952, thereby incorporating the E-2 Visa into law.
Applicants who meet one of the following conditions are eligible to apply for the E-2 Visa:
Primary investor;
Individuals employed by companies owned by nationals of treaty countries, holding executive, managerial, or roles requiring essential skills for the company’s successful operation. Workers with ordinary skills or lacking specialized skills are ineligible.
※Note that a detailed explanation may be required, justifying why the applicant’s skills are indispensable to the company’s operations in the United States, or explaining why the applicant qualifies for managerial or executive positions.
For E-2 Visa holders, their spouses, and unmarried children under the age of 21 may apply for derivative E Visas, allowing them to accompany or join their spouse or parent. When applying for an E Visa, they are not required to hold the same nationality as the principal applicant.
The E-2 Visa is a non-immigrant visa, and holders cannot convert to a green card status. However, dependents may apply for work authorization upon obtaining permission from DHS-USCIS after arriving in the United States.
Kaizen offers a service for E-2 Visa applications, including complete business registration in the United States, establishment of corporate and personal bank accounts, document collection, submission of the I-129 application for E-2 approval, preparation for visa application and interview, submission of any necessary documents for visa extension, and applying for a visa at a United States consulate post-I-129 approval. If you require our services, please contact our professional consultants.
Disclaimer
All information in this article is only for the purpose of information sharing, instead of professional suggestion. Kaizen will not assume any responsibility for loss or damage.
The IRS Schedule C (Form 1040) is commonly utilized by individuals to submit their individual income tax returns, disclosing their annual income, and determining the taxable portion after accounting for tax deductions and credits. The following will talk about entities that are required to report on Schedule C, as well as the specific deductions applicable to Schedule C.
Maintaining accurate and organized records is a crucial obligation for small business proprietors, irrespective of the size of their workforce, the nature of their services, or the type of business entity. Recordkeeping involves the systematic and methodical storage of business documents. The subsequent section examines the significance of recordkeeping for small businesses and outlines the recordkeeping requirements stipulated by the IRS.
After an extensive search and evaluation process, you have identified a suitable candidate for the position. The next step in the hiring process is to extend an offer of employment to the selected candidate. At this stage, it is essential to act promptly, proactively contacting the chosen candidate, drafting an offer letter, considering a counteroffer if necessary, and conducting pre-employment checks. This is a complex process, and it is crucial to handle the offer with care.
The inquiries posed by HR during a job interview may lead to legal complications for the organization if specific protocols are not adhered to. Even seemingly benign questions have the potential to trigger a discrimination lawsuit. This article aims to provide a concise overview of the types of questions commonly asked by U.S. companies when interviewing job candidates.
