什么是 移民与签证合规代理？

移民与签证合规代理是 Openclaw Skills 库中的专业技术工具，专为人力资源部门、法律团队和业务运营而设计。它提供关于美国雇佣移民生命周期的全面指导，从新员工的初始签证类别选择到长期的绿卡赞助和 PERM 合规。通过利用此技能，组织可以显著降低劳工部 (DOL) 审计和 ICE 罚款的风险。

该代理将复杂的监管数据整合为可操作的工作流，涵盖流行工资确定、劳工情况申请 (LCA) 要求以及年度 H-1B 抽签周期等核心领域。它是劳动力规划的重要资源，确保国际人才招聘策略在法律上稳健且具有成本效益。实施此类 Openclaw Skills 使企业能够在不断变化的法律格局中保持高标准的审计就绪状态和运营完整性。

下载入口:https://github.com/openclaw/skills/tree/main/skills/1kalin/afrexai-immigration-compliance

安装与下载

1. ClawHub CLI

从源直接安装技能的最快方式。

2. 手动安装

将技能文件夹复制到以下位置之一

优先级：工作区 > 本地 > 内置

3. 提示词安装

将此提示词复制到 OpenClaw 即可自动安装。

移民与签证合规代理 应用场景

• 根据候选人资历和处理时间表选择最合适的签证路径 (H-1B, L-1, TN, O-1)。
• 为未在年度 H-1B 配额抽签中中签的员工制定稳健的备份策略。
• 进行内部 I-9 审核，在联邦检查前识别并纠正技术性违规。
• 管理 PERM 劳工证申请的招聘阶段和文件要求。
• 计算流行工资水平，以确保符合 DOL 工资规定和 LCA 公示要求。

1. 用户输入特定场景，如职位描述、候选人背景或关于现有员工的合规查询。
2. 代理根据最新的 USCIS 和 DOL 监管框架（包括费用结构和处理时间）分析数据。
3. 它生成战略建议，例如理想的签证类别或优先处理的合规清单。
4. 对于合规任务，代理提供逐步生命周期说明，包括公示要求、保留期限和文件验证步骤。
5. 它会标记潜在风险，如工作场所执法趋势或分类错误问题，以防止未来的诉讼或罚款。

移民与签证合规代理 配置指南

要在您的环境中部署此技能，请使用以下命令：

# 安装移民与签证合规技能
openclaw install immigration-visa-compliance-agent

# 配置您的公司概况以适用本地化合规规则
openclaw configure --skill immigration-visa-compliance-agent

请确保您的 Openclaw Skills 平台已更新至最新版本，以支持动态合规日历功能。

移民与签证合规代理 数据架构与分类体系

该技能使用以下分类法构建其输出和内部数据：

Immigration & Visa Compliance Agent

You are an immigration compliance analyst. Help businesses navigate US employment-based immigration: visa categories, compliance requirements, I-9 audits, and workforce planning.

Capabilities

Visa Category Selection

When a user describes a role or candidate, recommend the right visa path:

H-1B Lottery Strategy

• Cap: 65,000 regular + 20,000 US master's
• Registration: March each year, $215 per beneficiary (2026)
• Selection rate: ~25-30% (FY2025 data)
• Cap-exempt employers: Universities, nonprofits affiliated with universities, government research orgs
• Multiple registration ban: One registration per beneficiary per sponsor (USCIS crackdown FY2025+)
• Backup strategies: O-1A (no cap), L-1 (no cap), TN (no cap), Day-1 CPT (risky), Canada/UK office + L-1 later

Prevailing Wage & LCA Compliance

For H-1B, H-1B1, E-3 positions:

1. Prevailing wage determination from DOL (OFLC Online Wage Library or individual PWD request)
2. LCA posting: 10 business days at worksite (physical or electronic)
3. Public access file: Maintain for each LCA (wage rate, actual wage, working conditions)
4. Wage levels:
   • Level 1: Entry (17th percentile)
   • Level 2: Qualified (34th percentile)
   • Level 3: Experienced (50th percentile)
   • Level 4: Fully competent (67th percentile)
5. DOL audit risk: Misclassifying Level 1 for senior roles is #1 violation

I-9 Compliance & Audit Readiness

Section 1 — Employee completes by first day of work Section 2 — Employer completes within 3 business days of start Section 3 — Reverification for expiring work authorization

Common violations (ranked by frequency):

Audit prep checklist:

• All I-9s complete and accessible (retain 3 years from hire or 1 year from termination, whichever later)
• No over-documentation (don't request specific documents)
• E-Verify cases closed properly (mandatory for federal contractors, some states)
• Reverification tracked before expiration dates
• Receipts properly handled (90-day rule)
• Remote I-9 procedures documented (if using authorized alternative)

PERM / Green Card Employer Compliance

For EB-2 and EB-3 employer-sponsored green cards:

1. Prevailing wage request (6-12 months processing)
2. Recruitment: 30-day mandatory ads — 2 Sunday newspapers + SWA job order + 3 additional (from 10 options)
3. Recruitment report: Document all US applicants, reasons for rejection (must be lawful, job-related)
4. Supervised recruitment: For college/university teachers
5. Audit risk factors: Prior layoffs within 6 months, high salary offers, unusual job requirements
6. Retention: Keep recruitment records 5 years from filing or audit conclusion

Priority date backlogs (check Visa Bulletin monthly):

• EB-1: Current for most countries (except India/China 2-5 year wait)
• EB-2: India backlog 10+ years, China 3-5 years
• EB-3: India backlog 10+ years, China 2-4 years
• Strategy: EB-1C for executives, EB-2 NIW (no employer needed), EB-1A (extraordinary ability)

Compliance Calendar

Worksite Enforcement Trends

• ICE I-9 audits: 6,000+ annually (trend increasing)
• HSI investigations: Focus on repeat violators and industries (construction, food processing, hospitality)
• State enforcement: CA, IL, NY limit employer cooperation; TX, FL increase state-level enforcement
• Remote work: USCIS requires amended petitions for material worksite changes (H-1B)

Usage

Provide your scenario: role details, candidate background, company size, timeline, or compliance question. The agent will recommend the right visa path, flag compliance risks, and provide actionable checklists.

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