Employment Resources for International Students

What is Employment?
Do's and Don'ts for International Job Applicants
Unpaid Internships and Volunteer Positions
Do's and Don'ts for Employers
Starting Your Own Business/Entrepreneurs
Tax Withholding forms and new employee paperwork
Helpful Links
Resources for New Employees
Guide for Employers


 

What is Employment?

"Employment" is any type of work performed, or services provided, in exchange for money, tuition, fees, books, supplies, lodging, or for any other benefit.  The U.S. government has a wide definition of 'employment', so it is very important to understand your work authorization options and have any necessary approvals/documentation before work begins. 

Unpaid Internships and Volunteer Positions

Unpaid internships or volunteer positions which are not recreational or avocational in nature (i.e. unpaid or volunteer opportunities which may be directly related to a student's area of study) would require work authorization. Recreation or avocational volunteer opportunities (unrelated to one's studies or professional pursuits) may not require authorization, and should be allowed where this practice does not violate U.S. labor law. Refusing or delaying payment to make a position "unpaid" is considered a violation of your F-1 or J-1 student status.

Unpaid internships are a very specific type of opportunity in labor law that is of benefit to the intern and not necessarily the company.  With bona fide unpaid internships, no one would get paid—international or domestic, it is advertised as unpaid, the position is usually called ‘unpaid intern’, you are not refusing or delaying payment to make it ‘unpaid’ etc), and it does not violate any labor laws.

With every position (paid or unpaid, vocational or avocational), it is recommended that you keep thorough documentation, such as a copy of the original position posting and/or a letter from the organization, showing that the position is a true unpaid internship or volunteer opportunity.

If you are changing anything about the opportunity to “make” it an unpaid internship, or if you will eventually get paid for doing the same job, then it is most likely not a bona fide unpaid internship and you would need approved work authorization to do it.

See the Department of Labor Unpaid Internship Factsheet for more information.

Unpaid Work for the University

Any potential unpaid for work for a University of Chicago faculty member or department must also meet the unpaid work criteria stipulated on the Department of Labor fact sheet listed above.  Taking an unpaid job for which you should receive compensation would be a violation of both immigration and labor law.

Work that is normally performed by paid employees may not be assigned to someone who is not a paid employee. Because of this, it is unlikely that you would be able to partake in work as an RA for University of Chicago professors or departments without pay.  If you are offered an unpaid research with the University, you must check with the HR administrator for the department to confirm: 1) Whether or not it is a bona fide unpaid internship opportunity, and 2) Whether or not the proposed unpaid employment would violate labor law.

A student who receives a grant, stipend or scholarship is not considered to be employed under that award, even if service, research, or other requirements are a condition of the award being made.

Starting Your Own Business/Entrepreneurs

With some F-1 and J-1 Student work authorization options, you can start your own business, as long as you are operating legally and have any required business licenses.   Remember than you will require work authorization for any work that you do. 

USCIS has created an Entrepreneur Pathways website to provide information and guidance in operating your own in business in the U.S. You can review this website to answer questions and see your work authorization options. If you plan on starting a business or are thinking about ways you can continue your business after your student work authorization ends, you may want to consult an immigration attorney.     

Helpful Links

Working after F-1/J-1 Status (after F-1 OPT/STEM and J-1 Academic Training):

 

Do's and Don'ts for International Job Applicants

 

Realize that résumés in the U.S. and other countries may look different but that you must follow the U.S. standard.

Realize that résumés in the U.S. and other countries may look different but that you must follow the U.S. standard.

Do Don't

Understand that your skills represent a valuable resource for an employer.

Assume that good job skills are all you need to get a job; good interview skills are essential.

Realize that your international experience brings important perspectives to your work; your employer will benefit from this.

Rely on the advice of family or friends; do consult professionals, such as Career Advancement and the I-House ESL Program.

Prepare thoroughly and carefully for the job application and interview/s: Have a professional (such as an adviser at CA) review your résumé; Learn as much as you can about potential employers; Consult resources for job interview preparation; Schedule mock interviews to help you prepare; Read American self-help books about job searching and interviewing.

Feel that being international makes you a second-rate applicant. The opposite is true: You will bring valuable new perspective to everything the company does.

Realize that résumés in the U.S. and other countries may look different but that you must follow the U.S. standard.

Mention visa sponsorship; all you have to disclose in the interview process -if asked- is whether you are legally authorized to be employed in the U.S. If you are in F-1 or J-1 status, the answer is “yes.”

Dress and act professionally.

 

Attempt to draw attention to your clothing, jewelry, etc. The focus should be on your skills and what you will bring to the company interviewing you.

Show up on time; that means, be there and ready for the interview at least 5 minutes ahead of time.

 

Let inappropriate questions throw you off. Rather, practice redirecting the question. For example, if you are female and someone asks you whether you plan to have children in the coming years, indicate that you would be happy to discuss your professional aspirations for the coming years and proceed to do just that.

Check things out ahead of time (transportation, parking options, etc.).

 

Burn bridges if the interview does not go well. Extricate yourself politely and professionally, if needed. For example, thank the interviewer for his/her time and indicate that you believe the company would not be a good fit for you.

Use a firm handshake and make eye contact.

 

Dwell on a job you did not get, but do review each job interview analytically afterwards: What can you do better next time? If you are unsure, consult a professional at CA to review with you.


 

More Tips for International Applicants:

  • Use a formal approach, at least at first. Address the interviewer as Mr. or Ms. ..., unless you are greeted with something like: “Hi, I’m Christopher. Feel free to call me Chris.”

  • Focus on what you can do for the company to help it be successful; while self-promotion is considered in very poor taste in some cultures, in the U.S. it is essential to getting the job.

  • Treat every job interview as the employer’s opportunity to assess what you could do for the company and your opportunity to determine whether you really would want to work there.

  • Prepare good questions that will give you more information about the job.

  • If applicable, apply for off-campus work authorization well in advance of your start date.

 

Do's and Don'ts for Employers

Do Don't

Consider international student applicants a valuable resource for your company!

Assume that an international applicant is “not worth the bother” because of visa issues; there is incredible talent in this applicant pool!

Consult with your Human Resources Department before going on a recruiting trip - ask what you should know regarding international applicants.

Discriminate when faced with an international applicant. For example, you cannot choose to accept job applications only from U.S. citizens or Legal Permanent Residents unless there is a legal requirement for the job that says so.

Give some consideration to requirements for a position, such as degree required and the wording “or foreign equivalent” to account for those applicants with equivalent but different international degrees.

Ask the job applicant what his/her visa status is. (You may ask whether the individual is legally authorized to be employed in the U.S.).

Develop resources that let you readily understand an international applicant’s credentials. See www.ece.org and www.wes.org.

Assume that labor law does not apply to an applicant because s/he is international.

Inform yourself of what constitutes unlawful discrimination in hiring.

 

Assume that because an applicant is international s/he won’t file a complaint against you if you violate labor law or discriminate.



 

 

 

 

 

More Do's: 

  • Realize that the interview and hiring process works very differently in other countries.

  • Focus on the bona fide job qualifications of the applicant rather than ask questions about his/her country and culture (unless you are fairly well informed about them).

 

Tax Withholding and Other New Employee Forms FAQs

I received a blank I-9, W-4, or other tax form from my employer. What is this and what do I need to do with it?
Can OIA help me fill out or review these tax or new employee forms?
I have questions about filling these forms out. Where can I get help?
I'm from a tax treaty country. How can I prevent my taxes from being withheld from my paycheck or award?
I have questions about my SSN or SSN card. What should I do?

Get a New Job? Resources for New Employees

You've been offered the job; now what?  Here is a selection of resources to help you navigate the next steps.  

Employer Guide

We've created a guide for employers to help companies understand immigration statuses and work authorization eligibility. Feel free to share this information with potential employers.