Immigration Program Risk Assessment

Question 1

How do you track and report on visa expiration and work authorization dates?

We track manually in email or spreadsheets and pull reports as needed.

We track in a shared tracker on a platform with recurring reminders but reporting requires manual effort.

We use a system of record with automated alerts and real-time dashboards.

Question 2

Has an employee's work authorization ever lapsed, even briefly?

Yes, or we are not sure.

No, but we have had close calls or last minute scrambles.

No, and we manage expirations proactively with an escalation process.

Question 3

How do you manage tasks and data requests from your immigration law firm?

Tasks and data requests live in email and follow through depends on individuals.

We manually convert some requests into tasks and re-enter data from our HRIS.

Every request becomes a tracked task with due dates, reminders, and data auto-populates from our HRIS.

Question 4

How do you track H-1B employee work locations across all your offices for LCA compliance?

We do not track systematically across locations; changes can happen without immigration review.

We track in HRIS or a spreadsheet, but updates are manual and we don't have visibility across all sites.

Location changes trigger a workflow to determine posting or amendment needs with a clear audit trail across all offices.

Question 5

How do you manage international travel for visa holders?

Employees self manage; we do not have an enforced process.

We share guidance like "check with counsel," but it is handled inconsistently.

We have a standard travel check in process with a status based document checklist and reminders.

Question 6

How do you communicate "want to hire" to "can start" timelines to recruiters and hiring managers?

We do not track it consistently; recruiters and managers often get surprised by delays.

We have expectations, but recruiters lack visibility and start dates often shift due to process or documentation delays.

We track timelines through a platform and provide recruiters with clear SLAs and reliable start date forecasts upfront.

Question 7

Can you forecast your immigration budget and report on spend to Finance and leadership?

Not really; we mostly react to invoices and scramble when asked for reports.

Roughly; we can forecast the big items, but reporting requires manual work and variance is common.

Yes; we can easily forecast by case type plus hiring plan and provide self-serve dashboards to Finance and leadership.

Question 8

How prepared are you for a surprise USCIS, DOL, or ICE visit or request?

We do not have a defined playbook; we would need to figure it out quickly.

We could respond, but it would rely heavily on a few people and take time to assemble materials.

We have a playbook and owners; we can produce core materials within hours.

Question 9

If you were audited tomorrow, how quickly could you produce PAFs, PERM recruitment files, and case support evidence?

It would be difficult; materials are scattered across inboxes, drives, and counsel.

We could produce most items, but it would take 1 to 3 days to assemble completely.

We have a centralized, standardized repository and can produce materials within hours.

Question 10

If your CEO asked, "Are we fully compliant and are employees informed?", what is the most accurate answer?

We could not answer confidently with evidence and employees frequently ask us for status updates.

We are confident in some areas, but not across everything, and employee communication is inconsistent.

We can answer with evidence, including defined controls, and employees have self-serve access to their case status.

Immigration Compliance Risk Assessment

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