Case of Approval for Visa Issuance Confirmation Application for Hiring…
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1. Summary
Global company A, headquartered in the United States, operating subsidiaries in Russia and South Korea (“Client”), in pursuit of contemplating the dispatch of a worker employed by its Russian subsidiary to the South Korean one, reached out to KORUS LAW for Korean migration law advice – what is the most appropriate visa type for this Russian national.
Depending on whether the respective Russian employee would be dispatched on the inter-subsidiary level or be newly hired as an employee of the South Korean subsidiary, the applicable visa types may vary. Therefore, we assessed the precise corporate structure of the Client’s subsidiaries and verified the method of salary processing.
The Client wanted to pay the employee’s salary directly through the Korean subsidiary, so it had to proceed in the form of a new hiring by the Korean subsidiary, not a dispatch to the Korean subsidiary. Given that the Russian employee held a bachelor’s degree in tax and accounting and had more than one year of experience as a management support manager, we proceeded with the visa issuance confirmation application for an E-7-1 visa as a management support manager.
2. Our Role
We prepared a separate set of required documents for both the inviting party (Korean subsidiary) and the invited party (the Russian employee) for the E-7 visa issuance confirmation application, and enumerated all the specific documents that each party needed to prepare.
In particular, since the documents required to prove qualifications, such as the degree certificate and work experience certificate, needed to be issued in Russia and submitted with an Apostille or verification by the Korean consulate in the host country, it was anticipated that this would take some additional time. Therefore, we promptly provided the document templates and translations required for finalization at the Client’s end.
Despite the peculiar geopolitical circumstances, such as recent sanctions regime against Russia, the visa application was processed quickly without any requests for additional information. As a result, approval for the visa issuance confirmation was granted within three weeks from the initial submission date.
3. Significance
When a Korean entity hires a foreign worker, the type of visa that can be applied for varies depending on the worker’s background and experience, the form of their employment, and the type of inviting entity. Due to these complexities and differing approval criteria, it is crucial to address the visa issues of the foreign worker from the moment the decision to hire is made.
KORUS LAW is a law firm specializing in Eastern Europe and Eurasia. We can adapt flexibly to the changing visa applicant review standards or responses influenced by international geopolitical circumstances. By actively communicating with the Immigration Office, we consistently achieve positive outcomes.
Global company A, headquartered in the United States, operating subsidiaries in Russia and South Korea (“Client”), in pursuit of contemplating the dispatch of a worker employed by its Russian subsidiary to the South Korean one, reached out to KORUS LAW for Korean migration law advice – what is the most appropriate visa type for this Russian national.
Depending on whether the respective Russian employee would be dispatched on the inter-subsidiary level or be newly hired as an employee of the South Korean subsidiary, the applicable visa types may vary. Therefore, we assessed the precise corporate structure of the Client’s subsidiaries and verified the method of salary processing.
The Client wanted to pay the employee’s salary directly through the Korean subsidiary, so it had to proceed in the form of a new hiring by the Korean subsidiary, not a dispatch to the Korean subsidiary. Given that the Russian employee held a bachelor’s degree in tax and accounting and had more than one year of experience as a management support manager, we proceeded with the visa issuance confirmation application for an E-7-1 visa as a management support manager.
2. Our Role
We prepared a separate set of required documents for both the inviting party (Korean subsidiary) and the invited party (the Russian employee) for the E-7 visa issuance confirmation application, and enumerated all the specific documents that each party needed to prepare.
In particular, since the documents required to prove qualifications, such as the degree certificate and work experience certificate, needed to be issued in Russia and submitted with an Apostille or verification by the Korean consulate in the host country, it was anticipated that this would take some additional time. Therefore, we promptly provided the document templates and translations required for finalization at the Client’s end.
Despite the peculiar geopolitical circumstances, such as recent sanctions regime against Russia, the visa application was processed quickly without any requests for additional information. As a result, approval for the visa issuance confirmation was granted within three weeks from the initial submission date.
3. Significance
When a Korean entity hires a foreign worker, the type of visa that can be applied for varies depending on the worker’s background and experience, the form of their employment, and the type of inviting entity. Due to these complexities and differing approval criteria, it is crucial to address the visa issues of the foreign worker from the moment the decision to hire is made.
KORUS LAW is a law firm specializing in Eastern Europe and Eurasia. We can adapt flexibly to the changing visa applicant review standards or responses influenced by international geopolitical circumstances. By actively communicating with the Immigration Office, we consistently achieve positive outcomes.