Build the crew plan beyond the next schedule.

Role examples, not eligibility determinations

• Restaurant crew member
• Food preparation worker
• Counter service associate
• Dining-area and closing support

The operating reality

The schedule resets every week

Open, close, weekend, and peak-hour coverage all compete for the same dependable people. A workforce plan starts with the shifts and duties that need sustained coverage, not a generic headcount.

Training time is operational time

Every departure can mean repeating food-safety, station, and service training. Identify which routine tasks are teachable, consistently available, and suitable for a permanent full-time position.

Locations need a consistent standard

Multi-unit employers need role descriptions that reflect the actual work at each site while allowing for local operating differences and individual employee supervision.

From shift pressure to a considered role plan

Use a qualitative planning sequence with operations and HR before deciding whether an EB-3 role fits.

1. Map the shift

   Document opening, peak, closing, and weekend duties by station and location.

2. Define a real job

   Write stable, full-time responsibilities, required skills, worksite, schedule, and supervision.

3. Review the employment terms

   Discuss wage determination, recruitment obligations, and the employer’s responsibilities with qualified counsel.

4. Plan around uncertainty

   Treat the process as a long-term workforce decision; maintain a separate plan for immediate staffing needs.

What planning does—and does not—mean

EB-3 is a permanent-residence pathway tied to a permanent, full-time job; it is not temporary staffing. Employers should be prepared to define and support the genuine role, participate in required recruitment and documentation, and meet applicable wage, petition, and compliance responsibilities. Immilink does not charge an employer a placement fee. Employer wages, recruitment, and employer-required legal or compliance costs are separate and may apply. Review responsibilities and cost allocation with qualified immigration counsel.

Immilink coordinates role information, case updates, and document requests with your team and the legal professionals involved. The employer remains responsible for its hiring decisions and obligations; qualified counsel provides case-specific legal advice.

• USCIS: EB-3
• DOL: Permanent labor certification

Frequently asked questions

Is EB-3 temporary restaurant staffing?

No. EB-3 is an employment-based permanent-residence pathway. The employer role is intended to be permanent and full time; it is not a short-term placement or a way to fill an urgent shift.

Can an EB-3 plan solve a current crew shortage?

It should not be treated as an immediate-availability solution. Government processing, visa availability, and each person’s circumstances can affect timing, so employers should plan for present coverage separately.

Does the employer have no costs?

Immilink does not charge the employer a placement fee. That does not mean the employer has zero costs: wages, recruitment and other employer-required legal or compliance costs may apply. Have counsel review cost allocation and current requirements.

What does the employer need to do?

The employer defines and supports a bona fide permanent full-time role, participates in required labor-market recruitment and documentation, and meets applicable wage and petition obligations. Exact duties depend on the case and should be reviewed with qualified counsel.

Start a planning conversation

Start with the stations and shifts you need to keep consistently staffed.

Discuss your actual role and obligations

Talk with our employer team · Email our employer team

Create an employer account · Broad employer information

General planning information, not legal advice. No eligibility, availability, arrival date, or worker tenure is guaranteed.