Extension of L2 status for the spouse and child of an L1 Executive

Did you know that USCIS used to extend courtesy premium processing for the extension of status applications of dependents and applications for Employment Authorization Document concurrently filed with Form I-129? During the Trump administration, USCIS stopped extending courtesy premium processing for the applications of the dependents and this resulted in lengthy processing delays. Since January 25, 2023, USCIS resumed its practice of adjudicating L-2 applications for requests to extend status at the same time as the principal’s Form I-129 petition. This is based on a settlement agreement in Edakunni v. Mayorkas, a case pending in federal district court in Washington State. The change will be in effect for two years after the date of the settlement.

Looking for an US immigration lawyer? Request free consultation at Davies & Associates or find our closest location around the world. 

This article has been written by Verdie J. Atienza, Esq., Senior Immigration Attorney, Head of E-2 and L-1 Visas Practice Team at Davies & Associates, New York Office.

Verdie J. Atienza is a Senior Attorney in charge of the firm’s L-1 and E-2 visa practice. He is a dual qualified lawyer in New York and in the Philippines and is qualified to practice immigration law in any state in the United States. 

 


D&A at Vietnam expo April 2023

EB-5 & Global Immigration Expo in Vietnam: Insights on Expedited Options for Investors and Developers

EB5 Investors Magazine and Uglobal Immigration Magazine held an in-person EB-5 & Global Immigration Expo in Ho Chi Minh City, Vietnam, on April 4th and 5th. The event brought together migration agencies, immigration attorneys, global service providers, regional centers, project developers, and investors from all over the world to discuss the United States EB-5 Immigrant Investor program as well as a variety of global residency and citizenship programs.

Concurrent filing, adjudication trends, the E-2 road, and smart project selection are some of the expedited choices available to investors and developers.

Davies & Associates, an international immigration law practice, was one of the event’s sponsors. The firm’s founder and managing partner, Mark Davies, hosted a panel discussion on expedited options for investors and developers, concurrent filing, adjudication trends, the E2 road, and wise project selection. Alvin Wong of Manhattan Regional Center and Niral Patel of KLD LLP were among the panelists.

In addition to the panel discussion, Davies & Associates presented a business presentation with Zeenat Phophalia, an L1 lawyer from India, Matteo Tisato, an Italian Senior Immigration Analyst, Mark Agbuya, a Regional Operations Manager, Eric Dela Cruz, a corporate lawyer both from the Philippines, and Simon Nguyen, a lawyer and business development executive from Vietnam. The presentation highlighted Vietnam as one of the world’s major EB-5 markets, with the fastest growth rate of HNWIs.

The event provided an excellent opportunity for high-net-worth individuals, international migration agents, regional centers, project developers, immigration and securities attorneys, broker-dealers, and many other industries service providers to connect with EB5 and global industry influencers and expand their global business networks. Attendees were also able to learn from interactive educational panels and present their businesses to a large group of EB5 and worldwide stakeholders.

Vietnam’s GDP is predicted to rise to 5.5% in 2022, while the country’s UHNWI population increased by 320% between 2000 and 2016. As a result, Vietnam is the world’s second-largest EB-5 market, and the number of HNWIs in Vietnam is quickly increasing, with growth predicted to reach 170% by 2026, the highest pace in the world.

In conclusion, the EB-5 & Global Immigration Expo in Ho Chi Minh City, Vietnam, provided a valuable chance for industry participants to network, gain expertise, and present their firms to a global audience. Davies & Associates‘ involvement in the event demonstrates the firm’s dedication to meeting the global immigration needs of its clients while remaining at the forefront of the ever-changing RCBI market.

Looking for an US immigration lawyer? Request free consultation at Davies & Associates or find our closest location around the world.

This article has been written by Mark Agbuya, Operations Manager at Davies & Associates, Manila Office.


Immigration for Telecoms Professionals

The H-4 EAD as a Work Permit – What you Need to Know

U.S. employers use H-1B visas to employ foreign nationals in the U.S. in certain specialty occupations such as engineers, doctors, architects, software developers and so on. Dependents of an H-1B holder can accompany the H-1B worker to the U.S. on a H-4 visa. Under certain circumstances, spouses on a H-4 visa are permitted to work and often times, the eligible H-4 spouse may already have another employment visa such as the H1B Visa or L-1 and is faced with the question of whether to opt for the H4 work authorization (H-4 EAD) or H-1B Visa or L1 Visa. There is no definitive answer as to which work visa option is better since it depends largely on the individual’s specific circumstances. This article helps understand some of the requirements and nuances of the H4 EAD.

Eligibility and Advantages

An H-4 spouse may be eligible for an H-4 EAD only if: (i) the H–1B worker is the beneficiary of an approved I-140 petition (Immigrant Petition for Alien Worker); or (ii) The H-1B worker has extended H-1B status beyond six years based on the American Competitiveness in the Twenty-First Century Act (AC21). Under AC21, H-1B extension can be granted if the H-1B spouse has a labor certification or Form I-140 which is filed at least 365 days prior to the expiration of the sixth year limit of the H-1B, and remains pending (either labor certification or Form I-140 must not have been withdrawn, denied, or revoked).

Also, in order to be eligible for the EAD, the H4 spouse is required to maintain lawful status. Since the H-4 status is tied to the H-1B, it is essential that the H1B worker maintains lawful status as well. To engage in unlawful employment for example would tantamount to a violation of both H-1B as well as H-4 status.

Procedure

Eligible spouses as stated above can file Form I-765 along with requisite and supporting documentation to apply for the H-4 EAD. Processing of the application by the government takes up to 90 days; and the applicant can start working upon receipt of the EAD card. H-4 EAD allows unrestricted employment including self-employment and running one’s own business.

Eligible spouses as stated above can file Form I-765 along with requisite and supporting documentation to apply for the H-4 EAD. Processing of the application by the government takes up to 90 days; and the applicant can start working upon receipt of the EAD card. H-4 EAD allows unrestricted employment including self-employment and running one’s own business.

What are the advantages of an H-4 EAD?

Lower cost: The cost of applying for an H-4 EAD, in comparison with an H-1B is significantly lower. The government filing fee for H-4 EAD (Form I-765) is $410 whereas that for a H-1B is much higher.

No annual cap: Unlike the H-1B visa which comes with an annual quota (H-1B regular cap and H-1B master’s cap of 65,000 and 20,000 respectively), there is no quota or annual cap set for H-4 EADs.

No minimum wage requirement: H-4 EAD does not have a prevailing wage determination as in mandated under the H-1B program.

Unrestricted employment: The H-4 EAD comes with no restrictions on the nature of employment- unlike H-1B where an individual must be employed in certain ‘specialty occupations’ only. Employment on H-4 EAD can be full- time, part-time and the individual can be employed by multiple employers. Also, important to note here is that a H-4 EAD holder can work for an employer as well as run his or her own business.

More flexibility: H-4 EAD allows more flexibility in taking unpaid leave of absence or stopping employment, for example, between projects.

Less documentation: The documentation required in a H-4 EAD application is considerably less voluminous in comparison to what is required in an H-1B or L-1 application.

What are the Disadvantages of an H-4 EAD?

No Portability: Unlike the H-1B which provides portability meaning that an H-1B worker may begin working for a new H-1B employer as soon as the new employer files a petition, the H-4 EAD does not have any such provision. An individual can continue to work in the U.S. while his or her H-1B extension or transfer is pending even after the current H1B has expired as long as the H-1B extension or transfer petition is filed in a timely manner. In the case of H-1B extensions, a pending H-1B allows employment for up to 240 days past the expiration date of the current H-1B term. On the other hand, the H-4 EAD must be valid at all times without any breaks or gaps even if an H-4 EAD extension is pending. This requirement of maintaining continuous validity of H-4 EAD makes it difficult to ensure uninterrupted employment, especially since the H-4 EAD is linked to the spouse’s H-1B.

H-4 EAD tied to H-1B status: An H-1B worker is not dependent on his or her spouse to provide status and work authorization as H-4 spouses are. Therefore, the loss of H-1B status will result in immediate loss of H -4 status of his or her spouse. Hence, any unplanned or sudden termination of employment of H-1B worker may adversely affect employment of the H-4 EAD spouse as well.

Conclusion

Since the EAD is dependent on H-4 status which is tied to the spouse’s H-1B status, in the event that the H-1B spouse loses his or her job and is rendered out of status, there is a consequent loss of H-4 status and of the EAD linked to it. The upside of H-4 EAD is that it offers great employment flexibility- one can work full time, part time or even for multiple employers and most of all, it allows one to set up his or her own business.

While H-4 EAD can be a great option to work, H-1B would be a better employment visa option when one is looking for uninterrupted employment period in certain job positions.

Looking for an US immigration lawyer? Request free consultation at Davies & Associates or find our closest location around the world.


This article has been written by Zeenat Phophalia, Esq. Of Counsel, Davies & Associates, India Office.

Zeenat Phophalia is qualified to practice law in New York, United Kingdom and India. She practices in the area of U.S. immigration law with a focus on business immigration, and has represented corporate clients including large and medium sized companies and startups across sectors such as IT, consulting, consumer goods, manufacturing and telecommunications.

Reference Links

You can find more information about H-4 EAD on Davies & Associates website:

We can answer these questions for you:

  • How to get a work permit
  • What is a work permit


EB-5 Source of Funds for Italians Webinar

New Consular Fees for Non-Immigrant Visas

The US Department of State published a Final Rule on March 28 regarding an increase in fees for certain categories of non-immigrant visa applications. The fee increase will be effective May 30, 2023.

The consular fee for employment-based categories such as the H-1B, L-1, and O-1 will increase from $190 to $205, and for the E-1 trader and E-2 treaty investor visa categories, the fee will increase from $205 to $315.

Other consular fees are not affected by this rule, including the waiver of the two-year residency required fee for certain exchange visitors. Current fees will continue to apply until May 30.

Fee information can be found on the Bureau of Consular Affairs website, travel.state.gov, and on the websites of U.S. embassies and consulates


EB-5 petitions visa

Immigration Implications Arising Out of Corporate Transactions

Whenever a corporate transaction involves a business whose employees include foreign nationals, an immigration due diligence is strongly recommended. Corporate transactions in the form of stock or asset acquisitions, mergers, consolidations, restructuring, etc. could trigger immigration implications. Most work visas for foreign nationals are employer specific, changes in an entity’s structure could jeopardize an employee’s work authorization and inadvertently violate immigration regulations. It’s important to ensure that employees are not rendered out of status and understand requirements and nuances of various work visas in order to analyze how a corporate transaction could affect foreign workers, and potentially the interests of a company.

In the United States, there are two separate visa categories for a foreign worker: (i) non-immigrant; and (ii) immigrant. Non-immigrant workers usually fall under the H-1B, 1, TN and E-2, E-3 visa categories, while immigrant workers are those who have obtained lawful permanent status or are in the process of doing so.

This article covers some of the implications of mergers and acquisitions on H-1B, L-1 and green card applications and I-9 compliance.

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v Impact on H-1B Filings:

Arguably, the most popular and commonly used temporary work visa is the H-1B. For a company with H-1B employees, questions to consider are whether the merger and acquisition will result in a new employer and to what extent will the new entity assume the interests and liabilities of the target company. Where the new employer is a “successor-in-interest” that assumes the interests and obligations of the prior employer which includes the assertions the prior employer made on their labor condition application, filing a new H-1B petition is not necessary. This may therefore allow H-1B workers to continue employment without any interruption. That said, any material changes accompanying corporate changes will require action steps, for example, relocation of the employee and/or a substantial change in the employee’s duties will require filing a revised labor condition application (LCA) and an amended H-1B petition.

An issue likely to come up and affecting a small percentage of companies is the loss of eligibility of H-1B cap exempt status. Certain employers such as governmental research organizations, non- profits, certain colleges and universities are exempt from the H-1B cap quota. Depending on the corporate change, the cap-exempt status could be lost by the new employer, for example when a non-profit entity is replaced by a for-profit entity as a sponsoring employer. This loss of status could render an employee unauthorized to work going forward whose H-1B was granted on the basis of the cap-exempt status. Issues like these should be taken into account and addressed prior to closing.

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v Impact on L-1 Visas:

For an L-1 visa, the law requires the existence of a qualifying relationship between the US entity and the foreign entity from which the employee will be transferring or has been transferred, and the relationship must be that of either a “parent, branch, affiliate or subsidiary.” A merger or acquisition resulting in change in the ownership structure of either entity could terminate the qualifying relationship as required under the regulations, thereby invalidating the L-1 status of an employee. It’s important to perform a thorough analysis of the transaction to determine whether the qualifying relationship has been terminated or retained. For example, if a US subsidiary of a Japanese parent is acquired by a US company, in this situation, the qualifying relationship will have terminated and the L-1 Japanese executive working in the US will have lost work authorization. In cases where it can be proved that the qualifying relationship remains intact, only an amended petition is required.

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v Impact on Green Card Applications:

A lawful permanent residency (green card) application can be broken down into 3 steps in modt cases – labor certification, I-140 petition and adjustment of status application. Companies that fall within the successor-in-interest requirements generally are allowed to continue the green card application filed by the predecessor company.

For a labor certification that is filed by the former employer, as long as the new employer assumes all rights, duties, liabilities and obligations of the former employer, the labor certification will remain valid, provided the job position and/or location of the employee remain unchanged. However, if there are any changes in job position or location, or if the new employer does not qualify as a successor-in-interest, the pending labor certification will be invalidated and the new employer will have to file a new labor certification. This could affect the lawful status of a foreign worker who has relied on a pending labor certification in order to extend his or her H-1B visa. An employee could lose his priority date thereby significantly delaying the already lengthy green card process.

During the I-140 stage, if the I-140 is pending, but the adjustment of status application is not filed at the time of the corporate change, the new employer will have to file an amended I-140 demonstrating the successor-in-interest relationship. This would also be the case if the I-140 has been approved but no adjustment of status application has been filed yet.

On the other hand, when a corporate change comes into effect after the I-485 application is filed, an amended I-140 may not be required. This is because the American Competitiveness in the 21st Century Act (AC21) allows a foreign national to change employers if the I-140 has been approved and the adjustment of status application has been pending for 180 days or more, as long as the new position is in the “same or similar occupational classification.” The new employment must be in

the same or similar job category as the one initially sponsored and filing of an amended I-140 is not needed and neither is the demonstration of successor-in-interest relationship

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Key Concerns: I-9 Compliance

One of the most important (but often overlooked) factors that an employer should take into account at the time of a restructuring is the I-9 compliance. All employers in the U.S. are prohibited from hiring unauthorized employees. One of the fundamental reasons in creating the Form I-9 form was to get employees to establish that they are authorized to work in the U.S. (based on certain prescribed documentation) and to obligate employers to verify and confirm their work authorization. Under the I-9 compliance, each employer is required to verify the identity and employment authorization of all employees.

To ensure that employers comply with the above, the law imposes some harsh penalties. These penalties are not only restricted to employing unauthorized workers but also extend to the failure to properly execute and retain records of employees, whether U.S. citizens or not. These penalties can range from $110 – $1,100 per record for not maintaining proper documentation with additional sanctions that may include bars to filing for any immigration benefit.

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Immigration Due Diligence and Best Practices

Any immigration related issues should be addressed and incorporated into the representations and warranties of the key transaction documents. It is a good practice to identify all employees on non-immigrant visas or in the process of applying for green cards and understand future action steps if any to ensure continuation of their lawful status.

Corporates should adopt a best practice checklist for a corporate immigration program – immigration policies should be in writing and ensure that extension of visas and transfer of employees across borders is done in a timely manner. Tone from the top matters; corporate policy should state clearly that the company will remain compliant with all immigration laws, such as timely completion of employment verification and provision of appropriate employment benefits

Reference Links

L1 Visa Attorney | L1 Visa USA | L1 Visa (usimmigrationadvisor.com)

EB1c Visa | EB1c US Lawyer | Davies & Associates (usimmigrationadvisor.com)

EB3 Visa | Permanent Residency for Skilled Workers | Davies & Associates LLC (usimmigrationadvisor.com)


This article has been written by Zeenat Phophalia, Esq. Of Counsel, Davies & Associates, India Office.

Zeenat Phophalia is qualified to practice law in New York, United Kingdom and India. She practices in the area of U.S. immigration law with a focus on business immigration, and has represented corporate clients including large and medium sized companies and startups across sectors such as IT, consulting, consumer goods, manufacturing and telecommunications.

Looking for an US immigration lawyer? Request free consultation at Davies & Associates or find our closest location around the world.


L1 Visa India

How to get L1 Visa for usa from india

To obtain an L1 visa to work in the United States, your employer outside the US must first have a qualifying relationship with a U.S.-based employer based on ownership and control. The qualifying relationship can be parent-subsidiary, affiliate or branch relationship. You must also prove qualifying employment, which means that you have to an executive, manager, or specialized knowledge employee of a multinational company for at least one full year in the past three years. Your employer must also file a petition on your behalf with the United States Citizenship and Immigration Services (USCIS).

Here are the general steps to apply for an L1 visa from India:

1. Check your eligibility: Ensure that you meet the eligibility criteria for the L1 visa category. You must have worked for a qualifying multinational company for at least one continuous year within the past three years.

2. Obtain a job offer: You must have a job offer from a U.S.-based employer with a qualifying relationship with your current employer.

3. File a petition: Your employer must file Form I-129, Petition for Nonimmigrant Worker, with USCIS on your behalf. This includes providing evidence of the qualifying relationship between the two companies, as well as your qualifications and job duties.

4. Attend an interview: Once the petition is approved, you will need to attend an interview at the U.S. Embassy or Consulate in India. You will need to bring all relevant documentation, such as your passport, visa application, and supporting evidence.

5. Wait for a decision: After the interview, you will need to wait for a decision on your L1 visa application. If approved, you will receive your visa and be able to travel to the United States.

It’s important to note that the L1 visa application process can be complex and may require the assistance of an experienced immigration attorney.


L-1 Visa for Spouses

Can a spouse work on L1 Visa

Yes, the spouse of an L1 visa holder can work in the United States. An Employment Authorization Document used to be required, but USCIS has updated the guidance in the USCIS Policy Manual to address the documentation that certain E and L nonimmigrant spouses may use as evidence of employment authorization based on their nonimmigrant status.

On November 12, 2021, USCIS clarified that L spouses are now considered employment authorized based on their valid L nonimmigrant status. Since the November 2021 announcement, the Department of Homeland Security added new Class of Admission (COA) codes to distinguish between L spouses and children. As of January 30, 2022, USCIS and CBP began issuing Forms I-94 with L-2S code for L spouse. An unexpired Form I-94 reflecting one of these new codes is acceptable as evidence of employment authorization for spouses.

It’s important to note that the L1 visa holder’s spouse can only work in the United States for the duration of the L1 visa holder’s authorized stay in the United States.

To obtain an L1 visa to work in the United States, your employer outside the US must first have a qualifying relationship with a U.S.-based employer. This means that you must either be an executive, manager, or specialized knowledge employee of a multinational company that has a subsidiary, branch, affiliate, or parent company in the United States. Your employer must also file a petition on your behalf with the United States Citizenship and Immigration Services (USCIS).


Eb-5 Visa Investment Level Increase

Deciding between an E-2 visa and an L-1 visa

Deciding between an E-2 visa and an L-1 visa depends on your individual circumstances and business goals.

The E-2 visa is a non-immigrant visa that allows foreign investors to live and work in the United States based on their investment in a U.S. business. To qualify, you must make a substantial investment in a U.S. business, and you must own at least 50% of the business. The E-2 visa is typically valid for up to five years and can be renewed indefinitely as long as the investor maintains their investment in the U.S. business.

On the other hand, the L-1 visa is a non-immigrant visa that allows multinational companies to transfer executives, managers, or specialized knowledge employees from a foreign branch to a U.S. branch. To qualify, the foreign employee must have worked for the foreign company for at least one year in the three years preceding the transfer and must be coming to the U.S. to work in a managerial, executive, or specialized knowledge capacity. The L-1 visa is typically valid for up to three years and can be extended up to a maximum of seven years for executives and managers, and five years for specialized knowledge employees.

If you are an investor who wants to start a new business in the United States, the E-2 visa may be the better option for you. If you are an executive, manager, or specialized knowledge employee of a multinational company with a U.S. branch, the L-1 visa may be the better option for you.

It is important to note that both visas have their own requirements and limitations, and it is recommended to consult with an immigration attorney to determine which visa is best suited for your individual circumstances.


US Government Proposes Major Fee Increases for Visa Applications

The United States Citizenship and Immigration Services (USCIS) has published a proposed rule in the federal register that seeks to increase fees for certain immigration benefit requests which includes H-1B visas, L-1 visas and EB-5 visas.  At this stage the fee revision is only a proposal and will go through a period of public consultation through March 6, 2023.  Given the length of the review process, the proposed fee rule will not be applicable for at least several months.

USCIS’s proposed fee schedule represents a 40% weighted average increase. The fee increase, as justified by the agency, is essential for cutting down processing times and backlog and increasing overall efficiency. 

Some key fee revisions are:

Employment Visa Categories

The proposed fee for filing an: L-1 petition is $1,385, an increase from the current $460; H-1B petition is $780, an increase from the current $460 (H-1B cap registration fee would increase to $215 per registration from $10).

EB-5 Investor Visa

Form I-526 & Form I-526E fees (Immigrant Petition by Alien Entrepreneur/Regional Center Investor) would be increased from $3,675 to $11,160. Fee for Form I-829 (Petition by Investor to Remove Conditions on Permanent Resident Status) would be increased from $3,835 to $9,525.

New fee of $600

USCIS has also proposed a new Asylum Program fee of $600 to be paid by employers who file either a Form I-129, Petition for a Non-immigrant Worker, or Form I-140, Immigrant Petition for Alien Worker.

Proposed Fee Increases in Key Visa Classifications  
FormCurrent FeeProposed FeeDifference
Asylum Program FeeN/A$600N/A
I-129 Petition for H-1 Non-immigrant Worker$460$78070%
I-129 Petition for L Non-immigrant Worker$460$1,385201%
I-129 Petition for O Nonimmigrant Worker$460$1,055129%
I-129   Petition for E & TN Non-immigrant Worker$460$1015121%
I-129 Petition for Nonimmigrant Worker: H-3, P, Q or R Classification$460$1015121%
I-140 Immigrant Petition for Alien Worker$700$7152%
I-765 Application for Employment Authorization —
Online | Paper
$410 |
$410      
$555 | $650  35% |
59%
Form I-526, Immigrant Petition by Standalone Investor$3,675$11,160204%
Form I-526, Immigrant Petition by Regional Center Investor$3,675$11,160204%
Form I-131, Application for Travel Document575$63010%
Form I-130 Petition for Alien Relative (Online) (Paper)      $535 $535      $710 $820      33% 53%

*The entire list of all proposed fee changes is available at 2022-27066.pdf (federalregister.gov) (page 18)

The proposal also includes provisions to lengthen the premium processing timeline from 15 calendar to 15 business days.

By Zeenat Phophalia, Of Counsel, Davies & Associates


This article is published for clients, friends and other interested visitors for information purposes only. The contents of the article do not constitute legal advice and do not necessarily reflect the opinions of Davies & Associates or any of its attorneys, staff or clients. External links are not an endorsement of the content.


L-1 Visa petition for Indian

DOS Extends Interview Waiver for Certain Employment Visa Categories

On December 23, 2022, the US Department of State extended the in-person interview waiver for certain non-immigrant visa categories by another year, i.e., through December 31, 2023.  Consular officers will be authorized to continue to waive in-person interviews on a case-by-case basis for certain first-time and/or renewing applicants. 

Under this new policy, the following applicants will continue to remain eligible for an interview waiver through December 31, 2023:

  • Individual petition-based H-1, H-3, H-4, L, O, P, and Q applicants who were previously issued any type of visa, and who have never been refused a visa unless such refusal was overcome or waived, and who have no apparent ineligibility or potential ineligibility; or
  • Individual petition-based H-1, H-3, H-4, L, O, P, and Q applicants who are citizens or nationals of a country that participates in the Visa Waiver Program, provided they have no apparent ineligibility or potential ineligibility and have previously traveled to the United States using an authorization obtained via the Electronic System for Travel Authorization (ESTA).

Applicants renewing a visa in the same classification within 48 months of the prior visa’s expiration also remain eligible for interview waiver until further notice.

Note that consular officers may still require an in-person interview on a case-by-case basis, Applicants are advised to check embassy and consulate websites for more detailed information and specific procedures.


This article is published for clients, friends and other interested visitors for information purposes only. The contents of the article do not constitute legal advice and do not necessarily reflect the opinions of Davies & Associates or any of its attorneys, staff or clients. External links are not an endorsement of the content.