Surpreendentemente vantajoso para profissionais da culinária!

Angelica Rice • April 25, 2024

Click here to read this article in English

       Os vistos P-3 são geralmente para pessoas que estão vindo temporariamente para os Estados Unidos para realizar, ensinar ou treinar como artistas, individualmente ou como parte de um grupo, sob um programa culturalmente único.


      Comumente, os vistos P-3 são pensados para serem destinados a artistas, dançarinos, escultores, treinadores atléticos, etc. Mas você sabia que os vistos P-3 podem ser especialmente atrativos para profissionais da culinária, como chefs, sous chefs ou até mesmo chefs de confeitaria?


Critérios de elegibilidade para o visto P-3


      Para ser elegível para um visto P-3, você deve estar vindo para os Estados Unidos individualmente ou em grupo com o objetivo de desenvolver, interpretar, representar, treinar ou ensinar uma apresentação ou performance única ou tradicional de natureza étnica, folclórica, cultural, musical, teatral ou artística. Além disso, você deve estar vindo para os Estados Unidos para participar de um evento ou eventos culturais que promovam o entendimento ou desenvolvimento de sua forma de arte. O programa pode ter natureza comercial ou não comercial.


       O período máximo de estadia para este visto é de um (1) ano e membros da família (cônjuge ou filhos solteiros menores de 21 anos) podem acompanhar o requerente do visto P-3 obtendo um visto P-4.


O que torna este visto atraente para profissionais da culinária?


      Muitos restaurantes em todo os Estados Unidos buscam destacar e desenvolver/promover o entendimento da herança cultural única de seu país por meio da comida. Como todos os países e regiões do mundo têm seu próprio estilo culinário especializado e perfis de sabor, trazer essas experiências para os Estados Unidos e expor os clientes americanos a essas culturas é uma maneira inestimável de promover a unidade global e nos conectar por meio de um interesse compartilhado, a comida!


       Esses restaurantes geralmente preparam receitas tradicionais e autênticas que demonstram o sabor, cheiro, sabor e apresentação únicos dos pratos culinários de sua cultura. Na maioria das vezes, os melhores profissionais da culinária para realizar isso são nativos ou cidadãos desse país específico, que foram treinados nos métodos culinários tradicionais e práticas de preparação desses pratos.


       Ter um Chef nativo na equipe destaca o restaurante e sua comida dos outros do setor que apresentam uma culinária similar. O domínio do Chef das técnicas culinárias de um país específico cria uma experiência culturalmente única, que promoverá a apreciação americana por uma culinária culturalmente diversificada e transcenderá o paladar do cliente do restaurante.


      Por exemplo, se você possui e opera um bistrô grego autêntico, exclusivamente cozinhando receitas gregas tradicionais, e busca trazer chefs ou cozinheiros nacionais gregos para fazerem parte de sua equipe e ajudá-lo a desenvolver a apreciação e entendimento da culinária grega na América, então o visto P-3 pode ser adequado para você!


      Este visto não é apenas benéfico para o Chef ou cozinheiro que o receberá (pois lhes permitirá uma oportunidade de vir para os EUA e aprimorar suas habilidades), mas também para o proprietário do restaurante que pode colher aumento de publicidade e benefícios financeiros por ter um profissional talentoso e único em sua equipe.


       Se esta opção lhe parecer intrigante para seu restaurante ou negócio culinário, entre em contato com a Dra. Angelica Rice, na Santos Lloyd Law Firm, P.C. para saber mais!


Este blog não se destina a fornecer aconselhamento jurídico e nada aqui deve ser interpretado como estabelecimento de um relacionamento advogado-cliente. Por favor, agende uma consulta com um advogado de imigração antes de agir com base em qualquer informação lida aqui.

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Angelica Rice

The 2026 RFE Surge

By Denice Flores • March 6, 2026
Recent data in 2026 shows a sharp increase in Requests for Evidence across employment-based visa categories such as EB-1, EB-2 NIW, O, and H-1B. Requests for Evidence (RFEs) are no longer reserved for borderline cases; even robust petitions for high-level talent are facing unprecedented scrutiny. The expansion of the USCIS Vetting Center means automated tools are cross-referencing every petition, triggering RFEs for even the smallest inconsistencies. For EB-2 NIW petitions, adjudicators are increasingly questioning the "National Importance" of a candidate’s endeavor. Even for those with impressive credentials, USCIS now demands evidence of how their work specifically benefits the U.S. on a prospective basis. For O-1A and O-1B visas, officers are applying narrower interpretations of "distinction" and "extraordinary ability," often mischaracterizing evidence already present in the record. Additionally, a troubling 2026 trend is the correlation between Premium Processing and RFEs . For discretionary categories like EB-1A and EB-2 NIW, Premium Processing has increasingly become a "fast track" to a poorly reasoned RFE. Reports indicate that adjudicators, pressured by 15-business-day timelines, may be relying on AI-assisted vetting tools that trigger automated RFEs with general and boilerplate language, rather than a thorough review and analysis of supporting documents and evidence filed. With USCIS employing more rigorous AI-driven vetting and a narrower interpretation of visa criteria, the margin for error has disappeared . As such, ensure you consult with an experienced immigration attorney before filing a petition. ' If you have any questions, please schedule a consultation with one of our experienced attorneys, and we will be more than happy to assist you.

Navigating the Surge in Temporary Protected Status (TPS) Terminations and Litigation: What You Need to Know

By Juliana LaMendola • February 19, 2026
In recent weeks, the U.S. government has moved to terminate Temporary Protected Status (TPS) for multiple countries, sparking a wave of last-minute litigation and creating significant uncertainty for beneficiaries. This shift is having a profound impact on those who rely on TPS for lawful presence and work authorization in the United States. Across the country, federal courts have intervened to pause or block scheduled TPS terminations for several countries, including Burma (Myanmar), Ethiopia, Haiti, South Sudan, and Syria. In response to these court orders, USCIS has updated its webpages to indicate that TPS status and related Employment Authorization Documents (EADs) are extended for these populations. However, USCIS is intentionally not providing specific new end dates for EAD validity while the litigation remains in flux. The Department of Homeland Security (DHS) has prominently noted that it "vehemently disagrees" with these court orders and is actively working with the Department of Justice on next steps. This legal landscape remains highly unpredictable and varies drastically depending on the country of origin. For example, on February 9, 2026, the 9th Circuit Court of Appeals granted a stay allowing the government to proceed with the termination of TPS for Nicaragua, Honduras, and Nepal while the underlying legal challenges continue. Because of this ruling, the automatic extension of work authorization for these individuals has ended, and employers are now required to reverify the work authorization of affected employees, who must present alternative valid documentation to continue their employment. These rapid changes and the lack of clear end dates are causing complications beyond the workplace. Because driver's licenses often track the length of an individual's authorized stay, many DMVs are currently declining to issue or renew driver's licenses for impacted TPS populations. For employers, managing internal communications, avoiding onboarding errors, and navigating Form I-9 compliance has become increasingly complex. It is more important than ever to be well-prepared and proactive in monitoring these rapid changes. At Santos Lloyd Law Firm, P.C., our immigration attorneys are ready to guide you through this evolving process and ensure you are informed, and supported. Please contact us if you have questions or need assistance.

USCIS Changes H-1B Lottery to Wage-Based Selection

By Kris Quadros-Ragar • January 15, 2026
U.S. Citizenship and Immigration Services (USCIS) has announced a major change to the H-1B cap selection process. Under a final rule issued on December 29, 2025, USCIS will replace the long-standing random H-1B lottery with a wage-weighted selection system that favors higher-paid and more complex positions. The rule is scheduled to take effect on February 27, 2026 , just ahead of the fiscal year 2027 H-1B cap registration season, unless delayed by legal challenges. If implemented, USCIS is expected to release additional guidance explaining how employers must submit registrations under the revised process. This change marks one of the most significant reforms to the H-1B program in recent years. Up until 2025, all registrations were treated equally once the annual cap was reached. Under the new system, selection odds will be tied to wage levels based on the U.S. Department of Labor’s Occupational Employment and Wage Statistics data. All H-1B registrations will still be placed into a single selection pool, but registrations tied to higher wage levels will receive multiple entries into that pool, increasing their likelihood of selection. Lower wage levels will receive fewer entries, making selection less likely but not impossible. H-1B wage levels are not determined solely by salary. Each wage level reflects the complexity of the job, the level of responsibility involved, and the education and experience required . Entry-level positions involving routine duties and close supervision are generally classified at the lowest wage level, while positions requiring independent judgment, advanced skills, and significant responsibility fall into higher wage levels. The highest wage level is reserved for roles that involve expert knowledge, strategic decision-making, and substantial leadership or technical authority. USCIS is expected to closely scrutinize selected petitions to ensure that the wage level claimed during registration is supported by the job duties and salary offered in the petition. Any discrepancies between the registration and the petition may result in requests for evidence, denials, or enforcement action. With the elimination of the purely random lottery, employers should begin preparing early by carefully evaluating job descriptions, wage levels, and overall H-1B strategy. Accurate classification and thoughtful planning will be essential under this new wage-based selection system. If you are an employer considering H-1B sponsorship, or a foreign professional wondering whether your position may qualify under the new wage-based system, consulting with experienced immigration counsel is more important than ever. Santos Lloyd Law is actively advising clients on H-1B cap registrations and strategy under the new rules. To discuss your options or determine whether you may qualify, contact our office to schedule a consultation.
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