Most HR and legal teams know that laying off an H-1B worker triggers specific obligations, the 60-day grace period, the return transportation requirement, and the back-wage liability if the worker was benched. Those are the well-documented risks. The less-discussed risk runs in the other direction. When a company lays off US workers and continues to sponsor H-1B employees for similar roles, it faces a separate set of USCIS obligations and scrutiny that most employers have not fully internalized
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