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From H-1B to Canada - Growing Concerns Over Cross-Border Remote Work Practices

There have been reports of some H-1B employees at CVS, particularly those approaching visa renewal periods, being encouraged to relocate to Canada after the company decided not to continue visa sponsorship or pursue employment-based green card processing. In certain situations, these contractors reportedly continue working remotely for CVS from Canada shortly after relocating.

This raises important questions regarding cross-border employment arrangements, immigration compliance, and tax obligations in both the United States and Canada. Remote work from Canada for a U.S.-based employer may require appropriate authorization and adherence to Canadian immigration and labor regulations.

Concerns have also been raised about whether all necessary Canadian work authorization and compliance processes are being consistently reviewed or monitored for individuals in these arrangements. Given the potential legal and regulatory implications, this is an area that may warrant greater transparency and oversight.

#H1B #Immigration #WorkVisa #RemoteWork #CanadaJobs #USImmigration #CrossBorderEmployment #VisaSponsorship #EmploymentLaw #GlobalWorkforce #ImmigrationCompliance #TaxCompliance #WorkAuthorization #CorporateCompliance #LaborLaw #GreenCard #TechWorkers #HealthcareIndustry #CVS #InternationalWorkers #SaveAmericanJobs

#H1B #RemoteWork #VisaSponsorship #Compliance #Canada

https://www.linkedin.com/posts/katherinekleyman_employmentlaw-severancenegotiation-californialaw-activity-7348020556132216833-ytUc?utm_source=share&utm_medium=member_ios&rcm=ACoAAABhB4MBcBHRibYSCOVJE9N6rfUeHc5O6F8

Employment Attorney, Katherine Kleyman sat with a VP who was fired after 12 years. During his exit interview, he made one offhand comment that cost him $50,000 in severance.

He thought it was just a final conversation.
It wasn’t.

The exit interview isn’t about your closure. It’s about protecting the company from liability.

Here’s what she tell her clients to do before walking into the most dangerous conversation of their career:

𝗕𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝗺𝗲𝗲𝘁𝗶𝗻𝗴:
• Prepare emotionally. This is a business transaction, not a therapy session
• Review your severance package ahead of time
• Know exactly what you’re legally entitled to, including wages, bonuses, PTO, commissions, stock, COBRA, and any vested benefits
• Understand the release of claims and non-disparagement language
• Speak to an attorney if the offer includes complex terms or exceeds $10,000

𝗗𝘂𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻:
• Say as little as possible. Be polite, but don’t overshare
• Never admit to performance issues or say you were “struggling”
• Don’t sign anything during the meeting
• If you’re caught off guard, say: “I need time to review this”
• Take notes about who was present and what was said

𝗪𝗵𝗮𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗮𝗿𝗲 𝗿𝗲𝗮𝗹𝗹𝘆 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿:
• Statements they can use to defend against wrongful termination claims
• Emotional outbursts that make you look unstable or reactive
• Comments that undermine your legal leverage
• Language they can spin to suggest cause for termination
• A signed agreement they can label “knowing and voluntary”

That VP I mentioned?
He casually said, “I was struggling with the new system.”

That one sentence gave the company enough cover to reclassify his termination as performance-based, not part of the layoff.

His severance? Gone.

Exit interviews are not neutral…they are designed to protect the company, not you.

Your best strategy is simple: say less, sign nothing, and get legal eyes on the agreement.

If they press you to talk, ask them to put their questions in writing.

Follow for more workplace protection strategies from a former corporate insider who now fights for employees.

#employmentlaw #severancenegotiation #californialaw #newyorklaw #humanresources

Disclaimer: This content is for educational purposes only and does not create an attorney-client relationship.