For Employers & HR Teams
Immigration Counsel for Employers and HR Teams
Employers that hire foreign national workers take on two jobs at once: securing the right work authorization for each employee, and maintaining the records and processes that prove the workforce is authorized. Blasingame Law LLC advises Colorado Springs employers on both.
The firm works with business owners, HR directors, in-house counsel and hiring managers — from a first sponsorship through building a repeatable internal immigration process.
What employer immigration counsel covers
- Choosing between work visa categories for a specific role and candidate
- Preparing and filing petitions, extensions, amendments and transfers
- Employment-based green card sponsorship and PERM recruitment
- Form I-9 policy, audits, corrections and worksite compliance
- Responding to government inspections, notices and requests for evidence
- Onboarding and offboarding processes for sponsored employees
- Training HR staff on documentation and anti-discrimination rules
- Workforce planning around visa expirations and green card timelines
Sponsorship strategy before the offer letter
The most expensive immigration problems start with an offer letter written before anyone checked whether the role could be sponsored. A short conversation at the requisition stage — about the duties, the degree requirement, the wage and the start date — usually determines whether a filing is straightforward or impossible.
Worksite compliance and Form I-9
Every U.S. employer must verify identity and employment authorization for each new hire using Form I-9, retain those records, and treat all workers consistently. Errors are common, penalties are assessed per form, and audits often review years of paperwork at once.
Building an internal immigration process
- A single tracking calendar for expirations, extensions and green card milestones
- Standard intake questions for roles that may require sponsorship
- Written I-9 procedures with a named responsible person
- Document retention rules for petitions, public access files and PERM records
- A defined escalation path when an employee's status is at risk
- Periodic internal review before the government reviews it for you
Colorado Springs and Front Range employers
The firm's office is on North Academy Boulevard in Colorado Springs and serves employers across El Paso County and the Front Range, including technology and defense contractors, healthcare providers, engineering and construction firms, hospitality operators, higher education institutions and nonprofits.
Frequently asked questions
Is an employer required to sponsor a current employee?
Sponsorship is voluntary. An employer decides whether to file, and that decision should account for the role, the cost and the ongoing obligations.
What does sponsorship actually cost an employer?
Costs include government filing fees, legal fees and, in some categories, mandatory employer-paid recruitment expenses. Certain fees cannot be shifted to the employee.
How much notice does the government give before an I-9 inspection?
A notice of inspection typically gives a short window to produce records, which is why files should be maintained continuously rather than assembled after the notice arrives.
Can an employer ask about immigration status during hiring?
Employers may ask whether a candidate is authorized to work and whether they will require sponsorship, but they must avoid document demands and treatment that differs by citizenship or national origin.
What happens if an employee's work authorization expires?
Continued employment without valid authorization creates liability. Reverification and timely extension filings should be tracked well ahead of expiration.
Does the firm work with in-house counsel and HR teams?
Yes. The firm regularly supports HR and in-house teams, including training and process documentation alongside individual case work.
Primary government sources
Written by the Blasingame Law LLC team. Attorney reviewer: Amber L. Blasingame — [ATTORNEY REVIEW REQUIRED BEFORE PUBLISHING]. Last reviewed: [ADD LEGAL REVIEW DATE].
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