# Usage: curl -sSL https://seed.show/immigration.us.employment | bash -s <install-path>
# <install-path> is the directory where the file should land.

set -euo pipefail
[ -z "${1:-}" ] && {
  echo "install requires a path: curl -sSL https://seed.show/immigration.us.employment | bash -s <install-path>" >&2
  exit 1
}
TARGET="$1"
mkdir -p "$TARGET"
DEST="$TARGET/seed-fold.2nx0fq.folded.md"

cat > "$DEST" <<'PORTDOWN_A2486FB2'
<!--
This is a `.folded.md` archive — a directory packed into one markdown
file. The markers below are load-bearing; don't edit them directly.

To unpack (requires bash — if you have no shell, tell the user):
  1. curl -sSLf https://fold.dom.vin/skill | bash -s <INSTALL_DIR>
  2. <INSTALL_DIR>/fold/scripts/unfold <this-file>
     (or: unfold <this-file>  if fold/scripts is on your PATH)
-->

---
fold: true
marker: f37f9a
at: 2026-05-07T16:16:12Z
root: seed-pack.2DMs5g
---

<!--fold:f37f9a@file path="README.md" mode="644"-->
# immigration.us.employment

US employment-based immigration context for agents. What to know before advising on a visa category, a green card timeline, or an employer compliance obligation.

## What level to work at

USCIS, DOL, and DOS publish the authoritative rules. This bundle is not a copy of them — it's the orientation layer: the two-track mental model, what agents consistently get wrong, and which sources to fetch before touching any immigration situation.

**Do not hallucinate:** USCIS processing times, USCIS filing fees, and State Department priority date cutoffs change constantly. Never state a specific processing time, fee amount, or priority date from training data. Always direct the user to sources.md for the current Visa Bulletin and USCIS processing times tool.

**Do not give legal advice.** Explaining how the system works is information. Telling a specific person which visa to pursue, whether their facts qualify them for a category, or what to do with an RFE — that is legal advice, which requires a licensed immigration attorney. Agents must not cross that line.

## The two tracks

US employment-based immigration runs on two parallel pipelines. They are separate. Confusion between them is the root cause of most agent errors.

**Nonimmigrant (temporary work visas)** — the employer sponsors a foreign national to work in the US for a defined period. Status is tied to the sponsoring employer and the specific job. Common categories:

- **H-1B** — specialty occupation requiring at least a bachelor's degree or equivalent in a specific field. Subject to annual cap and lottery. Initial period is typically 3 years, extendable to 6 years total; extensions beyond 6 years are available for workers with a pending or approved I-140.
- **L-1** — intracompany transferee. L-1A for managers and executives; L-1B for specialized knowledge workers. No cap. Requires at least 1 year of employment abroad with the same multinational employer within the prior 3 years.
- **O-1A** — extraordinary ability in science, education, business, or athletics. No cap. No lottery. Requires sustained national or international acclaim with extensive evidentiary documentation meeting at least three of eight regulatory criteria.
- **TN** — professionals from Canada and Mexico under USMCA. No cap. Limited to specific occupations listed in the treaty (engineers, accountants, scientists, teachers, etc.). Available at port of entry for Canadians.
- **E-3** — Australian nationals in specialty occupations. Annual cap of 10,500. Structurally similar to H-1B but treaty-based and renewable indefinitely.

**Immigrant (green card via employment preference)** — the employer (or in some categories, the individual) sponsors the foreign national for permanent residency. Five preference categories:

- **EB-1** — priority workers: extraordinary ability (self-petitioned), outstanding professors/researchers, multinational executives/managers. No PERM required. Typically current or near-current for most countries except India and China.
- **EB-2** — advanced degree or exceptional ability. Requires PERM labor certification unless a National Interest Waiver (NIW) applies. NIW is self-petitioned and waives the job offer and PERM requirements.
- **EB-3** — skilled workers (2+ years training), professionals (bachelor's degree), and unskilled workers. Requires PERM labor certification.
- **EB-4** — special immigrants (religious workers, broadcasters, translators, etc.).
- **EB-5** — immigrant investors. Minimum capital investment thresholds apply (check USCIS for current amounts; they have changed). Job creation requirements apply.

The nonimmigrant status does not automatically lead to a green card. Each track has its own petition, its own waiting period, and its own employer obligations.

## What agents get wrong

**1. H-1B cap-subject vs. cap-exempt — lottery logic applied to the wrong employers.**
The H-1B cap applies only to cap-subject employers: for-profit companies and most private sector organizations. Universities and colleges, nonprofit research organizations affiliated with universities, and government research organizations are cap-exempt — they can hire H-1B workers at any time of year with no lottery, no registration, and no wait. A researcher hired by MIT faces none of the lottery constraints that apply to the same researcher hired by a biotech firm. Agents routinely apply lottery timelines and annual eligibility windows to employers that are entirely outside the cap.

**2. H-1B vs. O-1A — defaulting to H-1B for exceptional candidates.**
H-1B is the path agents recommend by default. O-1A is the correct alternative for candidates who can document extraordinary ability: sustained recognition through awards, publications, high salary relative to peers, critical roles in distinguished organizations, or contributions of major significance. O-1A has no quota, no annual lottery, no registration window, and no cap. For exceptional candidates who cannot afford to wait for a lottery cycle, it is the right path and agents systematically underweight it.

**3. Priority dates vs. filing dates — treating an approved I-140 as authorization to proceed.**
For India- and China-born beneficiaries in EB-2 and EB-3, the backlog between an approved I-140 and the ability to actually file for adjustment of status (I-485) or receive an immigrant visa can be measured in decades. An approved I-140 means USCIS accepts that the foreign national qualifies for the preference category. It does not mean they can get a green card soon. The Visa Bulletin (published monthly by the State Department) shows two dates: the "final action date" (when a case can be completed) and the "date for filing" (when I-485 can sometimes be submitted). These are different. Agents conflate I-140 approval with proximity to a green card.

**4. LCA wage compliance — missing the ongoing obligation.**
Before filing an H-1B petition, the employer must file a Labor Condition Application (LCA) with the Department of Labor. The LCA is a public attestation that the employer will pay the H-1B worker the higher of the actual wage paid to similar workers or the prevailing wage for the occupation in the area of employment. The LCA is not a one-time filing — wage compliance is an ongoing obligation throughout the H-1B period, including during downtime, transfers, and any change in job duties or worksite. DOL can audit for up to two years after the H-1B relationship ends. Agents advising on H-1B often focus on the petition and miss that the wage floor is legally binding and independently auditable.

**5. Portability (AC21) — incorrectly requiring restart of the green card process.**
An H-1B holder who has an I-140 petition approved and has been waiting for adjustment of status (I-485) for more than 180 days can change employers without losing their place in the green card queue, provided the new job is in the same or a similar occupational classification (Standard Occupational Classification system). This protection comes from the American Competitiveness in the Twenty-First Century Act (AC21). Agents routinely tell H-1B workers that changing employers means starting the green card process over. That is wrong once the 180-day threshold is crossed. The original priority date is preserved.

**6. Filing fees — do not quote them.**
USCIS filing fees for I-129, I-140, I-485, and associated petitions have changed multiple times in recent years and are subject to regulatory revision. Never state a fee amount from training data. Direct users to the current USCIS fee schedule at uscis.gov/fees.

## Key stable facts

**Visa type decision tree (most common employment paths)**
1. H-1B — specialty occupation, bachelor's or equivalent. Cap-subject if for-profit. Annual lottery registration in approximately March; cap-subject H-1B status begins October 1.
2. L-1 — intracompany transferee with at least 1 year abroad at the same company. No cap.
3. O-1A — extraordinary ability, high evidentiary bar. No cap, no lottery, no quota. Correct alternative when the candidate qualifies and cannot wait for H-1B.
4. TN — USMCA professionals (Canada/Mexico), specific occupations only. No cap, renewable, available at port of entry for Canadians.
5. E-3 — Australian nationals in specialty occupations only. Cap of 10,500 but rarely exhausted. Renewable indefinitely.

**Annual H-1B lottery timeline (approximate — USCIS publishes exact dates each cycle)**
- January–February: USCIS announces registration details for the upcoming cap year.
- March (approximately 7–14 days): electronic registration window opens. Employers register each prospective H-1B worker.
- Late March–April: USCIS conducts lottery selection and notifies selected registrants.
- April 1–June 30: petitions for selected registrants are filed with USCIS.
- October 1: earliest start date for cap-subject H-1B status in the new fiscal year.

**I-9 employment authorization verification**
All employers in the United States must verify employment authorization for every new hire using Form I-9. The employer examines documents from List A (establishes both identity and employment authorization) or from both List B (identity) and List C (employment authorization). Reverification is required when work authorization has a fixed expiration date. I-9 compliance is enforced by ICE independently of USCIS visa adjudication. E-Verify is a federal system that cross-checks I-9 data against government databases; mandatory for federal contractors, voluntary or state-mandated for others.

**Processing times**
USCIS posts current processing times by form type and field office at uscis.gov/tools/processing-times. These change weekly. Never state a processing time from training data. Premium processing (for eligible form types) provides a guaranteed adjudication timeframe — check uscis.gov for which forms are premium-eligible and what the current premium processing timeframe is.

## What AI is changing

**Document processing and intake.** Immigration law firms increasingly use AI for first-pass review of supporting documents — checking that RFE response packages include required evidence categories, flagging missing signatures or expiration dates, and organizing large I-140 evidentiary packages (award letters, publications, citations, salary evidence). AI speeds the assembly work but does not adjudicate.

**Case tracking.** USCIS's online case status system has improved, and third-party tools parse USCIS receipt notices to track patterns in processing times by service center and form type. Practitioners use these to estimate wait times and anticipate service center workload shifts.

**USCIS automation.** USCIS has piloted robotic process automation for certain administrative steps and has explored AI-assisted adjudication for lower-complexity form types. The agency's posture on automation changes with administrations and budget cycles.

**What stays human.** Legal strategy — selecting the right visa category, structuring the I-140 evidentiary package, deciding whether to pursue NIW vs. employer-sponsored EB-2, responding to a specific RFE, preparing a client for a consular interview — requires a licensed immigration attorney. The consequences of the wrong call are severe: denial, out-of-status findings, bars to reentry, accrual of unlawful presence. AI tools assist the attorney; they do not replace the attorney's judgment.

**Consular interviews.** The consular interview for an immigrant visa remains a human conversation with a consular officer who has discretion. No automation touches this stage. Preparation — knowing the petition, the employer's business, the job's duties, and the beneficiary's background — is the work of the attorney and client together.

**Unauthorized practice of immigration law.** Only attorneys licensed in any US state or jurisdiction, and accredited representatives working for recognized organizations, may give immigration legal advice for compensation. Agents that cross from explaining the system to advising a specific person on their specific facts are in unauthorized practice of immigration law territory. Always clarify this boundary when a conversation approaches it.
<!--fold:f37f9a@file path="sources.md" mode="644"-->
# sources

Fetch these at task time. Ordered by importance. Processing times, filing fees, and priority date cutoffs change constantly — never use training data for these; always fetch the live source.

1. **USCIS: H-1B specialty occupation visa** — overview of cap, eligibility, petition process, and employer obligations:
   https://www.uscis.gov/working-in-the-united-states/temporary-workers/h-1b-specialty-occupations

2. **USCIS: Policy Manual** — authoritative agency guidance on all visa categories, adjudication standards, and evidentiary requirements:
   https://www.uscis.gov/policy-manual

3. **DOL: Foreign Labor Certification / LCA filing** — prevailing wage rules, LCA attestation requirements, and employer compliance for H-1B:
   https://www.dol.gov/agencies/eta/foreign-labor/programs/h-1b

4. **DOS: Visa Bulletin** — monthly priority date cutoffs (final action dates and dates for filing) by preference category and country of chargeability. Required reading before advising on any employment-based green card timeline:
   https://travel.state.gov/content/travel/en/legal/visa-law0/visa-bulletin.html

5. **USCIS: O-1 extraordinary ability visa** — eligibility criteria, evidentiary standards, and petition requirements for O-1A (science, education, business, athletics) and O-1B (arts, motion picture, TV):
   https://www.uscis.gov/working-in-the-united-states/temporary-workers/o-1-individuals-with-extraordinary-ability-or-achievement

6. **USCIS: Processing times tool** — current processing times by form type and field office. Updated weekly. Use this instead of training data for any processing time question:
   https://egov.uscis.gov/processing-times/

7. **USCIS: Filing fees** — current fee schedule for all USCIS forms including I-129, I-140, I-485, I-131, I-765. Fees have changed multiple times; always check:
   https://www.uscis.gov/forms/filing-fees

8. **USCIS: PERM labor certification (DOL ETA)** — employer application process for Program Electronic Review Management (PERM), the labor market test required for most EB-2 and EB-3 petitions:
   https://www.dol.gov/agencies/eta/foreign-labor/programs/perm

9. **USCIS: L-1 intracompany transferee visa** — L-1A (managers/executives) and L-1B (specialized knowledge), eligibility, petition process:
   https://www.uscis.gov/working-in-the-united-states/temporary-workers/l-1a-intracompany-transferee-executive-or-manager

10. **USCIS: National Interest Waiver (EB-2 NIW)** — self-petitioned path to EB-2 that waives the PERM and job offer requirements; adjudicated under the Dhanasar framework:
    https://www.uscis.gov/working-in-the-united-states/permanent-workers/employment-based-immigration-second-preference-eb-2
<!--fold:f37f9a@file path="workflow.md" mode="644"-->
# workflow

Process maps for the most common employment-based immigration paths. Decision points and failure modes at each stage.

---

## Employment-based green card: the full sequence

The standard employer-sponsored path to a green card has three stages. They must be completed in order. Each stage can fail independently.

### Stage 1: PERM labor certification (DOL)

**Who needs it:** Required for EB-2 (without NIW) and EB-3. Not required for EB-1, EB-2 NIW, or EB-5.

**What it is:** A test of the US labor market. The employer must demonstrate that no minimally qualified US worker is available for the position at the prevailing wage. The DOL does not approve the specific foreign national — it certifies the position.

**Process:**
1. Employer conducts a supervised recruitment campaign (advertisements, internal posting, job fairs) using DOL-mandated methods and timeframes.
2. Employer reviews all applications and rejects unqualified applicants with documented, lawful reasons.
3. Employer files ETA Form 9089 with DOL (PERM application) after the recruitment period closes.
4. DOL adjudicates the application: either approves (certified), denies, or selects for audit.

**Timeline:** DOL processing times vary and are not guaranteed. Check the DOL PERM processing times page for current estimates. PERM audit can add many months.

**Failure modes:**
- Audit selection: DOL requests documentation of the entire recruitment process. Missing records or procedural defects cause denial.
- Supervised recruitment: if DOL orders supervised recruitment (an enhanced process), the employer must redo recruitment under DOL oversight.
- Denial for qualified US worker: if DOL determines a qualified US applicant was improperly rejected, PERM is denied. The employer must wait 6 months before refiling for the same position and individual.
- PERM certification expires: an approved PERM certification is valid for 18 months. If the I-140 is not filed within 18 months of PERM approval, the certification expires and the process restarts from Stage 1.

**What PERM does not do:** PERM certification alone grants nothing to the foreign national. No status. No authorization to work. It is the employer's DOL filing that makes the I-140 possible.

---

### Stage 2: I-140 immigrant petition (USCIS)

**What it is:** The employer (or the individual, for EB-1A and EB-2 NIW) files Form I-140 with USCIS, petitioning for the foreign national to be classified in the relevant preference category.

**Process:**
1. Employer (or self-petitioner) assembles the I-140 package: approved PERM certification (if required), evidence of the beneficiary's qualifications, and employer's ability to pay the offered wage.
2. File I-140 with USCIS with the applicable filing fee. (Premium processing is available for I-140 and provides a faster adjudication timeframe — check current availability.)
3. USCIS adjudicates: approves, denies, or issues a Request for Evidence (RFE).

**Key concepts:**
- **Priority date:** the date USCIS receives the I-140 (or the PERM filing date if PERM was required and filed first). This is the applicant's place in line.
- **Ability to pay:** USCIS requires the employer to demonstrate ability to pay the offered wage as of the priority date. Evidence includes tax returns, annual reports, or audited financial statements.
- **RFE response:** if USCIS issues a Request for Evidence, the employer has a set timeframe to respond (check the RFE for the exact deadline). RFE response is where attorney strategy matters most — a poor response can convert an approvable case into a denial.

**Failure modes:**
- Denial for inability to pay: employer's financials do not support the offered wage as of the priority date.
- Denial for qualifications: beneficiary's credentials do not meet the position requirements as stated in the PERM application.
- Denial of RFE response: insufficient evidence submitted in response to USCIS's request.
- Employer revokes petition: if the employer withdraws the I-140 before it has been approved for 180 days, portability (AC21) does not protect the beneficiary.

**What an approved I-140 means:** the beneficiary is classified in the preference category and has a priority date. It does not mean they can file for a green card now.

---

### Stage 3: Priority date wait → adjustment of status or consular processing

**The bottleneck:** Congress sets an annual cap on employment-based immigrant visas. The number of visas available each fiscal year is divided among preference categories and further limited by a per-country cap (no more than 7% of total EB visas may go to nationals of any single country). For India-born and China-born beneficiaries in EB-2 and EB-3, demand vastly exceeds supply. Backlogs are measured in years to decades.

**Visa Bulletin:** the State Department publishes the Visa Bulletin monthly. It shows, for each preference category and country of chargeability:
- **Final action date:** the priority date cutoff at which immigrant visas can actually be issued or I-485 can be approved.
- **Date for filing:** in months when USCIS allows it, an earlier cutoff at which the I-485 can be filed (but not yet approved).

The beneficiary must wait until their priority date is earlier than the published cutoff before they can move forward.

**Two paths to the green card once the priority date is current:**

**Adjustment of status (I-485) — for beneficiaries physically present in the US:**
1. File Form I-485 with USCIS (concurrent filing is possible in some circumstances — check current Visa Bulletin instructions).
2. File Form I-765 (work authorization, EAD) and Form I-131 (advance parole for international travel) concurrently with I-485.
3. Attend biometrics appointment.
4. Attend adjustment of status interview (required for most categories; may be waived at some offices for EB cases with approved I-140).
5. USCIS approves I-485 → green card issued (initially valid 10 years for permanent residents who have not applied for naturalization).

**Consular processing — for beneficiaries outside the US:**
1. National Visa Center (NVC) receives the approved I-140 and PERM from USCIS, assigns a case number, and collects fee payments and civil documents.
2. NVC schedules an immigrant visa interview at the US consulate in the beneficiary's home country.
3. Beneficiary attends consular interview. Consular officer reviews the case and either approves, requests additional documentation, or denies the visa.
4. Beneficiary enters the US with immigrant visa → admitted as lawful permanent resident.

**Failure modes at Stage 3:**
- Priority date retrogression: the Visa Bulletin can move a cutoff date backward (retrogress) if demand outpaces supply. A beneficiary who was eligible last month may not be eligible this month.
- I-485 denial for inadmissibility: grounds of inadmissibility include prior immigration violations, criminal history, public charge grounds, and health-related grounds. Waivers may be available for some grounds but require separate filings.
- Consular denial: a consular officer can find an applicant ineligible for reasons not surfaced in the USCIS adjudication. Consular decisions are not appealable in the same way USCIS decisions are; there is a limited administrative review process.
- Job no longer exists: if the sponsoring employer goes out of business or eliminates the position before I-485 approval, portability (AC21) may allow the beneficiary to move to a same or similar job with a new employer after 180 days of I-485 pending — but only if a licensed attorney structures the transition correctly.

---

## H-1B cap timeline

For a cap-subject employer (for-profit, not a university or nonprofit research org) hiring a foreign national not currently in H-1B status:

| Month (approx.) | What happens |
|---|---|
| January–February | USCIS announces registration period details and any changes to the H-1B cap process for the upcoming fiscal year |
| ~March 1–21 | Electronic registration window opens; employers submit registrations (one per prospective H-1B worker) and pay the registration fee |
| Late March–April | USCIS runs the lottery; selected registrants are notified via myUSCIS |
| April 1 – June 30 | H-1B petitions filed for selected registrants (only selected registrations may proceed to petition) |
| July–September | USCIS adjudicates petitions; premium processing available |
| October 1 | Earliest start date for cap-subject H-1B in the new fiscal year (FY begins Oct 1) |

**Failure modes:**
- Not selected in lottery: the employer cannot file a petition. Must wait and try again next cycle (March of the following year) or pursue a different visa category (O-1A, L-1, TN, E-3 if applicable).
- RFE on specialty occupation: USCIS may question whether the position requires a specialized bachelor's degree. Responses must document the theoretical and practical application of highly specialized knowledge.
- Site visit: USCIS's Fraud Detection and National Security (FDNS) unit conducts unannounced site visits to verify that the H-1B worker is performing the approved duties at the approved worksite. Discrepancies can trigger revocation.
- Change of employer: requires a new H-1B petition from the new employer (H-1B portability allows work to begin upon filing, before approval, for certain changes).

---

## L-1 petition flow

L-1 requires no cap, no lottery, no annual registration.

**Eligibility gate (before filing):**
- Employer must be a qualifying organization: US entity and foreign entity must be related as parent, subsidiary, affiliate, or branch.
- Beneficiary must have worked for the qualifying organization abroad for at least 1 continuous year within the prior 3 years.
- For L-1A: the role abroad AND the US role must both be managerial or executive.
- For L-1B: the role requires specialized knowledge of the employer's products, services, processes, or procedures.

**Process:**
1. Employer files Form I-129 with L supplement with USCIS.
2. Alternative: large multinational employers may apply for a blanket L petition, which pre-approves the organization for L-1 transfers without individual petition review; individual employees then apply at the consulate.
3. For individual petitions: USCIS approves or issues RFE. L-1A is granted for up to 3 years initially; L-1B for up to 3 years initially. Extensions available (L-1A max 7 years total; L-1B max 5 years total).

**Failure modes:**
- Denial for lack of qualifying relationship: USCIS may find the US and foreign entities are not sufficiently related.
- Denial for managerial/executive nature (L-1A): USCIS scrutinizes whether the US role genuinely involves directing the organization or a function/department, not just performing skilled individual-contributor work.
- Specialized knowledge RFE (L-1B): USCIS has tightened scrutiny on what constitutes "specialized" knowledge, distinguishing it from general industry knowledge.

---

## O-1A petition flow

O-1A has no cap, no lottery, and no employer-specific restrictions (any employer, including startups and nonprofits, can sponsor).

**Evidentiary standard:** the beneficiary must demonstrate extraordinary ability by meeting at least 3 of 8 regulatory criteria:
1. Receipt of nationally or internationally recognized prizes or awards for excellence
2. Membership in associations requiring outstanding achievement
3. Published material in professional or major trade publications about the individual and their work
4. Participation as a judge of others' work in the field
5. Original contributions of major significance in the field
6. Authorship of scholarly articles in professional journals or major media
7. Employment in a critical or essential capacity for distinguished organizations
8. High salary or remuneration commanded relative to peers

**Process:**
1. Employer (or agent for self-employed/entertainer applicants) assembles evidentiary package meeting at least 3 criteria.
2. Required: a written advisory opinion from a peer group, labor organization, or management organization in the field. (USCIS may waive this requirement in certain circumstances.)
3. File Form I-129 with O supplement.
4. USCIS adjudicates. RFE on O-1A cases typically challenges whether the evidence demonstrates sustained acclaim vs. competence in the field.
5. O-1A is granted for the duration of the event/activity up to 3 years initially, with 1-year extensions available in unlimited increments.

**Failure modes:**
- RFE questioning extraordinary vs. competent: USCIS compares the beneficiary to the top of the field, not to average practitioners. Evidence must show recognition by peers that the individual is at or near the pinnacle.
- Weak advisory opinion: a boilerplate letter from a peer group adds little. A detailed, specific opinion from a respected organization in the field supports the petition.
- No sustained acclaim: a single award or a short publication record may not demonstrate the sustained pattern USCIS requires.

---

## Cross-path decision points

**When an H-1B holder wants to change employers:**
- New employer files an H-1B transfer petition (cap-exempt for current H-1B holders).
- H-1B portability: the worker may begin working for the new employer upon filing, not upon approval, if they are maintaining valid H-1B status.
- If an I-140 is approved and I-485 has been pending 180+ days: AC21 portability applies; consult an attorney before the move.

**When the H-1B 6-year limit approaches:**
- If an I-140 is approved and the priority date is not current: extensions of H-1B status in 1-year increments (if I-140 approved at least 365 days before the 6-year cap) or 3-year increments (if I-140 approved and priority date is current or within 1 year of being current) are available under INA 214(g)(4). Exact rules: consult an attorney and the USCIS Policy Manual.
- If no green card process is underway: the worker must leave or change to a different status when the 6-year limit is reached.

**When a green card beneficiary's employer is acquired or goes out of business:**
- Before I-140 approval: the petition may be affected if the successor entity does not assume the immigration sponsorship obligations. Attorney review required.
- After I-140 approval, I-485 pending 180+ days: AC21 portability may allow a move to a same or similar occupation. Attorney guidance on SOC code matching is essential.
<!--fold:f37f9a@end-->
PORTDOWN_A2486FB2

# ── post ──
MARKER=$(awk '/^---$/ { f++; if (f==2) exit; next } f==1 && /^marker:[[:space:]]/ { sub(/^marker:[[:space:]]+/, ""); print; exit }' "$DEST")
[ -z "$MARKER" ] && { echo "seed: archive has no marker — corrupt" >&2; exit 1; }
awk -v m="$MARKER" -v outdir="$TARGET" '
  BEGIN {
    # Match <!--fold:<m>@file path="X"--> with an optional mode attr after
    # the path (fold emits  mode="644"  on executables).
    file_re = "^<!--fold:" m "@file path=\"([^\"]+)\"( mode=\"[0-9]+\")?-->$"
    end_re  = "^<!--fold:" m "@end-->$"
  }
  $0 ~ end_re { if (current) close(current); exit }
  $0 ~ file_re {
    if (current) close(current)
    line = $0
    sub(/^<!--fold:[^@]+@file path="/, "", line); sub(/".*$/, "", line)
    current = outdir "/" line
    dir = current; sub(/\/[^\/]*$/, "", dir)
    if (dir != current) system("mkdir -p \"" dir "\"")
    printf "" > current
    next
  }
  current { print >> current }
' "$DEST"
SEED_EXTRACTED=$(find "$TARGET" -type f -not -path "$DEST" 2>/dev/null | wc -l)
if [ "$SEED_EXTRACTED" = "0" ]; then
  echo "seed: archive contained no files — refusing to delete the source" >&2
  echo "  archive preserved at: $DEST" >&2
  exit 1
fi
rm -f "$DEST"

echo "" >&2
echo "✓ seed unpacked → $TARGET ($SEED_EXTRACTED files)" >&2
find "$TARGET" -type f | sort | while IFS= read -r _sf; do
  echo "  ${_sf#${TARGET}/}" >&2
done
echo "" >&2
if [ -f "$TARGET/SKILL.md" ]; then
  echo "This seed contains a skill (SKILL.md). Install it in your agent's skills directory." >&2
  echo "" >&2
fi
echo "Install the seed skill if not already installed:" >&2
echo "  https://seed.show/skill" >&2
echo "" >&2
echo "Publisher prompt:" >&2
sed 's/^/  /' >&2 <<'__SEED_PROMPT_END_AC1F2B__'
You have structured context on US employment-based immigration. Read README.md first — it establishes what level to work at, the nonimmigrant/immigrant two-track model, what agents systematically get wrong (cap logic, O-1A vs H-1B, priority dates, LCA compliance, AC21 portability, fee amounts), and what AI is and is not changing in this space. Read workflow.md for the PERM → I-140 → adjustment of status sequence and the H-1B cap timeline, L-1 flow, and O-1A petition process with decision points and failure modes at each stage. Fetch sources.md for the live Visa Bulletin, USCIS processing times tool, and current fee schedule — never use training data for these. Ask what immigration situation to work through.
__SEED_PROMPT_END_AC1F2B__
exit 0