Guidelines for Faculty Visas

H-1B Application Fees

When processing an H-1B visa for a faculty member who is being sponsored by Brandeis University, there are fees that need to be paid by the sponsoring institution. For initial H-1B applications, the fees are as follows:

Category Fee
I-129 H-1B application fee $460
Antifraud fee* $500
Premium processing fee $2,500

* Only required for initial H-1B or new employer; extension at same employer does not require the antifraud fee.

The above fees will be paid by the Office of the Dean of Arts and Sciences for Arts and Sciences faculty. The hiring department should initiate the payment request noting that the check be sent to the International Students and Scholars Office when ready, and forward the paperwork to DAS to complete the chartstring information.

For H-1B extensions, the H-1B application fee will be paid by the Office of the Dean of Arts and Sciences for Arts and Sciences faculty. The ISSO will determine if the premium processing fee is required due to current conditions at USCIS processing centers. We recommend that faculty members and departments start the visa renewal process at least seven months before the current visa expires. If the premium processing fee is needed because the process was not started at least seven months in advance, the fee will be paid by the department. (This is for extensions only, and does not apply to first-time faculty hires.)

H-1B Process and Timeline

J-1 Visa Fees

Non-tenure track faculty may work at Brandeis under a J-1 visa. The costs associated with the J-1 visa are borne by the faculty member and not the institution. Departments may consider paying or reimbursing the Student and Exchange Visitor Information System fee ($220) from their own department funds. The SEVIS fee is required of J-1 applicants prior to their application for the J-1 entry visa stamp at the U.S. consulate or embassy abroad. 

The SEVIS fee is only required when the scholar is coming to Brandeis in J-1 status for the first time. Costs associated with obtaining the J-1 entry visa stamp at the U.S. Consulate (which is in addition to the SEVIS fee) are also the responsibility of the faculty member, though each department can decide if it wishes to reimburse the faculty member for any costs associated with obtaining the visa (or visa renewal) to come to Brandeis.

J-1 Overview

Legal Permanent Residence "Green Card" Fees

The Provost’s Office may contribute up to $6,500 of the costs associated with a faculty member’s application for Legal Permanent Residency (LPR) that is sponsored by Brandeis University for tenure-track teaching faculty positions. Please note that the Provost's Office contribution is not for researcher positions, one-year contract or multiyear contract positions. These funds cover what may be a required institution portion of the LPR petition that includes a labor certification process or attorney fees.

LPR Overview

Additional Information for Faculty

  • EB-1B Outstanding Researcher or Professor: This category is meant for full-time tenure track faculty or permanent researchers who : (1) can demonstrate international recognition for their outstanding achievements in a particular academic field (2) have at least 3 years of experience in teaching or research in that academic area beyond the Ph.D. and (3) are entering the United States (or are currently present in the U.S.) in order to pursue tenure or tenure track teaching or a comparable research position at a university, institution of higher education, or private employer.
  • EB-2 PERM Special Handling for Faculty: This process is best suited for a full-time tenure-track faculty who have little to no experience or limited publications. Sometimes due to processing times of the Adjustment to Status to permanent residency, this can be advantageous for faculty who would otherwise qualify for EB-1B.

Faculty pursuing a LPR should be in touch with the International Students and Scholars Office directly to inquire about the availability of this support. All other costs will be the responsibility of the employee, unless the hiring department wishes to provide additional financial support for the LPR application process from their own department funds (note that such funds should not be designated as part of an employee’s salary, but rather a separate allocation).