Immigration Attorney in New Jersey Eb-3 Approval

The employer maintained consistent revenue, a clear organizational structure, and documented operational activities supporting the need for an additional skilled worker. 

Financial documentation, internal workflow descriptions, and organizational charts were reviewed to confirm that the offered position aligned with the company’s long term growth strategy rather than being created solely for immigration purposes.

Early classification of the position was critical, as the role required ongoing professional judgment and responsibility rather than routine assistance. 

By clarifying the scope of authority and operational relevance, the case avoided mischaracterization risks that often trigger scrutiny during the labor certification process.

The position included responsibilities such as coordinating overseas partner communications, monitoring cross border operational performance, assisting with market specific compliance considerations, and supporting strategic planning for international business activities. 

Each duty was described as part of an ongoing workflow rather than isolated tasks, demonstrating the professional nature of the role.

Rather than listing disconnected tasks, the job description emphasized how responsibilities built upon one another over time, requiring accumulated knowledge and sustained engagement. 

This approach reinforced that the position demanded consistent professional involvement rather than intermittent or entry level assistance.

The employer required a combination of relevant education and practical experience directly tied to international operations and market coordination. Importantly, the requirements did not exceed what was necessary to perform the duties, reducing the risk of denial based on overly restrictive criteria.

By avoiding unnecessary credential inflation, the case minimized the possibility of challenges during later PERM or immigrant petition stages. 

The focus remained on demonstrating that the beneficiary’s background was logically and professionally connected to the role rather than tailored solely for immigration eligibility.

The position was classified under an SOC code that accurately reflected its professional scope, industry context, and level of responsibility. 

The worksite location, industry sector, and job requirements were carefully matched to ensure that the prevailing wage reflected real labor market conditions.

As a result of this structured approach, the prevailing wage was issued without complication, confirming that the job description and requirements were properly aligned with Department of Labor expectations. 

This outcome established a strong foundation for the subsequent PERM labor certification and immigrant petition stages, illustrating how early strategic planning can significantly reduce risk in employment based immigration cases.