页内容:

• 选项
• Procedure for Recruitment and Hire

选项: Non-Immigrant or Immigrant

The proper status to use when hiring international faculty and staff depends, 在某种程度上, 根据所提供的职位类型. 国际项目 & 合作伙伴关系 must be contacted for 签证 verification before any international faculty and staff hire is initiated. 

For individuals hired to fill part-time or full-time appointments for a limited fixed term (a temporary position), a non-immigrant status is appropriate. Temporary appointments for the purpose of 签证 options would include positions outside the tenure system, e.g., temporary faculty/staff, post-docs, visiting scholars, visiting researchers, and exchange visitors. The 签证 status that is typically used for temporary or term-limited positions is non-immigrant status, 例如F-1 OPT, J-1, H-1B, O-1或TN. Temporary or term-limited appointments should not carry with them the expectation for BGSU sponsorship for legal permanent residency and hires in these positions should be informed of policy at the start of the employment period.

Hiring departments/schools/units should contact 教师 & 员工入境事务处 as the first point of contact for 签证/status options appropriate for internationals offered employment based on their individual circumstances and the position offered.

Immigrant status, the intention to pursue permanent residency in the U.S., is most appropriate for faculty appointed to a tenured or tenure-track position. It’s also appropriate for staff appointed to a continuing appointment even though staff contracts are annual. Until permanent residency can be obtained, a process that routinely takes up to two or more years, a foreign national employee can work in a non-immigrant status. An approved H-1B petition certifies work eligibility in three year increments with extensions beyond six years allowed if adjudication for legal permanent residency takes longer than that.

The H-1B 签证 is unique in that it allows for dual intent for both the H-1B petitioner (BGSU) and beneficiary (the employee). This means an H-1B employee has the option of either returning to the home country at the end of H-1B validation period or remaining in the U.S. while pursuing legal permanent resident status. The H-1B also allows for an international employee to begin the permanent resident process without jeopardizing work authorization or restricting travel outside the U.S.

J-1 Exchange 访问or/访问ing Scholar status is not an appropriate status for employees in the tenure system or other continuing appointments.

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Procedure for Recruitment and Hire

For any tenure-track position that could result in the hire of an international, a national recruitment strategy must be carried out. Documentation to establish that the search was national in scope and competitive in nature must be collected for presentation to the Department of Labor. This would include either print or web ad posted for at least 30 days, showing title of publication and date, in a national outlet common to the discipline as well as print-offs of all websites or other electronic means used to reach applicants. 

All letters offering positions to international candidates should include a phrase that “under the regulations of the Immigration Reform and Control Act of 1986, BGSU must verify your identity and employment eligibility within three (3) days of the start of work.”

到达波士顿州立大学后, newly appointed non-immigrant faculty and staff are to report to 国际项目 & 合作伙伴关系 to complete the Form I-9, 博天堂官方网站 Eligibility Verification. 经授权的BGSU工作人员, 代表雇主, is required to verify an international’s work authorization and identity, 并在I-9表格上作证, 以伪证罪处罚, that the information provided is true. 

国际 hires should be prepared to present their passport, Arrival-Departure Record (Form I-94), 签证, 含铅, or any other immigration documents necessary to complete the employment verification process.

国际项目 & 合作伙伴关系 must be contacted for 签证 verification before any international faculty and staff hire is initiated. 

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