US EB-1C Multinational Executive Green Card Attorney

The U.S. petitioning employer and the foreign entity must have a specific, qualifying relationship.

Affiliation: The U.S. employer must be the exact same corporation, a subsidiary, or an affiliate of the foreign company where the applicant worked.
Doing Business: The U.S. employer must have been doing business in the United States for at least one year prior to filing the petition.
Continuous Operation: Both the U.S. entity and the foreign entity must continue to operate and do business throughout the Green Card process.

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The applicant's role both abroad and in the U.S. must strictly meet the legal definitions of a Manager or Executive.

Executive Capacity: Directing the management of the organization or a major component, establishing goals/policies, and exercising wide latitude in discretionary decision-making.
Managerial Capacity: Managing the organization, a department, subdivision, or function, and controlling the work of other supervisory, professional, or managerial employees.
Functional Managers: Professionals who manage an essential function within the organization at a senior level, rather than managing staff directly, may also qualify.

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The applicant must have a specific employment history with the qualifying foreign entity.

One-Year Requirement: Must have been employed outside the U.S. for at least one continuous year in a managerial or executive capacity.
Timeframe: This one year of employment must have occurred within the three years immediately preceding the petition or the applicant's entry into the U.S. on a nonimmigrant visa (like L-1A).
Labor Certification Exemption: If these criteria are met, the U.S. employer can sponsor the Green Card without needing an approved PERM labor certification.

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EB-1C Green Card Legal Support: What It Covers
The PERM Exemption: The EB-1C's Biggest Advantage
From L-1A to EB-1C: From a Temporary Visa to Permanent Residence
Your Family and the Timing Advantage
Why Yellow Law Group?

Serdar Canpolat

Associate Attorney

Serdar Canpolat serves as an attorney at Yellow Law Group, specializing in corporate law, commercial transactions, and commercial litigation. He advises startups, founders, and mid-sized companies on...

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EB-1C Green Card Legal Support: What It Covers

Moving a manager from your company in Turkey permanently to your US office is a decision that reaches beyond a temporary work visa, straight to a green card. The EB-1C grants this permanent residence to the managers and executives of multinational companies. Yellow Law Group manages the process end to end, from proving the corporate link to approval of the I-140 petition; we translate the organic tie between the two companies and the manager's capacity into the evidentiary language USCIS looks for. We cover, in depth, how the process works step by step, how managerial capacity is proven, and the transition from L-1A in our guide to getting an EB-1C green card.

The PERM Exemption: The EB-1C's Biggest Advantage

The strongest legal advantage the EB-1C offers multinational companies is a full exemption from the Department of Labor's (DOL) long PERM labor-certification process. While standard EB-2 and EB-3 green cards force the employer to advertise locally and search for a US worker, the EB-1C skips that step: your company files the I-140 immigrant petition directly on your behalf. That cuts months, even years, from the process. For advanced-degree professionals who want to reach permanent residence without an employer tie, the national-interest-waiver EB-2 NIW service is a separate route.

From L-1A to EB-1C: From a Temporary Visa to Permanent Residence

The most common strategy among entrepreneurs is to start US operations on an L-1A manager visa and then convert to the EB-1C. Because the requirements of the two categories are nearly identical, an approved L-1A positions you strongly for the EB-1C; yet an L-1A approval does not guarantee the EB-1C, since the scrutiny for permanent residence is far stricter. We assess your L-1 eligibility in our L-1 intracompany transfer visa service. If you are an E-2 investor, we compare the routes to permanent residence in our E-2 to green card guide. You can review the legal framework on the USCIS EB-1 page.

Your Family and the Timing Advantage

When the EB-1C is approved, your spouse and unmarried children under 21 apply for their green cards alongside you; after approval, your spouse can work in the US without restriction and your children benefit from its educational opportunities. Turkish applicants also have a timing advantage: the EB-1 category is generally current for those born in Turkey; unlike India and China, there is no multi-year visa wait. That lets an applicant in the US run the adjustment of status (I-485) at the same time as the I-140.

Why Yellow Law Group?

In EB-1C files, the most common reason for a denial is weak proof of "managerial capacity"; the immigration officer scrutinizes closely whether the manager actually works like an ordinary first-line supervisor. Yellow Law Group, from its headquarters in Plano (Texas) and offices in Chicago (Illinois), Irvine (California), Alpharetta (Georgia), and Fairfield (New Jersey), structures your company's Turkey and US operations, organizational chart, and job descriptions to reduce the risk of an RFE. You can review our attorneys on our team page and schedule a free initial consultation through our contact page to discuss your situation.

Got Questions? We're on it.

US EB-1C Multinational Executive Green Card Attorney • Frequently Asked Questions

The L-1A is a temporary work visa, while the EB-1C grants permanent residence (a green card). Their requirements largely overlap: both need a qualifying company relationship and a managerial or executive role. An approved L-1A positions you strongly for the EB-1C, but does not guarantee it, because the scrutiny for permanent residence is far stricter. Most entrepreneurs start on the L-1A, then move to the EB-1C once the US company has completed a year and built its staff.

No. The EB-1C's biggest advantage is its exemption from the PERM process that is mandatory for standard EB-2 and EB-3. Your employer does not have to advertise locally and prove it searched for a US worker; the company files the I-140 immigrant petition directly on your behalf. That exemption saves a significant amount of time.

It can, but it needs more careful structuring. The EB-1C requires the US company to have been operating for at least a year and the manager to hold a genuine managerial role. In small companies, the immigration officer closely examines whether the manager actually works like ordinary staff. Managing personnel is not strictly required; a person who manages an essential function (a function manager) can also qualify, but that claim must be backed by concrete evidence. The organizational chart and job descriptions are decisive here.

The timeline depends on two components: the processing time of the I-140 petition and the availability of a visa number. Premium processing is available for the EB-1C I-140, so the petition can be acted on within a set number of business days. Because the EB-1 category is generally current for those born in Turkey, there is no long visa-number wait; an applicant in the US can, where conditions allow, run the I-485 adjustment of status together with the I-140. We cover the step-by-step timeline in our guide.

Yes. When the EB-1C is approved, your spouse and unmarried children under 21 receive green cards alongside you as derivatives. After approval, your spouse can work in the US without restriction, and your children can attend school and benefit from its educational opportunities. Timing the process matters so the children do not run into the age limit.

With our headquarters in Plano (Texas) and offices in Chicago, Irvine, Alpharetta, and Fairfield, we run immigration, personal injury, and corporate law under one roof. In the EB-1C, a denial usually arises from managerial capacity or the corporate relationship being weakly built; our team translates the organizational chart, job descriptions, and corporate-relationship evidence into the format USCIS looks for. We plan the L-1A-to-EB-1C transition and the family application as a whole.

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INVESTMENT & TRADE VISAS

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SPECIALIZED IMMIGRATION SERVICES

PERSONAL INJURY

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Table of Contents

Serdar Canpolat

EB-1C Green Card Legal Support: What It Covers

The PERM Exemption: The EB-1C's Biggest Advantage

From L-1A to EB-1C: From a Temporary Visa to Permanent Residence

Your Family and the Timing Advantage

Why Yellow Law Group?

Got Questions? We're on it.

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Check Your EB-1C Visa Eligibility

What is your current role at the foreign company (the company outside of the U.S)?

How long have you worked for the foreign company in a qualifying capacity?

What is the legal relationship between the foreign company and the U.S. entity?

Is the U.S. entity currently doing business — generating revenue and operating?

What role will you hold at the U.S. company?

Will the U.S. position be full-time and permanent?

Does the U.S. entity have (or plan to have) a clear management structure with staff or departments?

Is the U.S. company financially stable enough to support an executive-level position and petition?

Great! The EB-1C Visa could be right for you.

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