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Plants to Food - Benjamin Franklin (1706-1790) Loved Cranberries
Benjamin Franklin by David Martin (1736-1798)
Cranberries were native & growing in North America as Europeans began to explore the continent in the 16C. French explorer of Acadia (Maine & the Maritimes in Canada) Marc Lescarbot (c. 1570-1641) observed natives eating cranberry sauce with meats in the early 17C. He also came to the conclusion that cranberry jelly was excellent for dessert. "Everywhere there is life...wherever there is crack or cranny soil can gather in, with partridge-berry, blueberry, & mountain cranberry; penetrating the forest shade & profiting by the dense northern covering of leafy humus that it finds there..." Marc Lescarbot. Histoire de Nouvelle-France, 1609.
Long before colonists landed on the shores of New England, Native Americans harvested cranberries from peaty bogs & marshes. The Aquinnah Wampanoags still celebrate their most important holiday, Cranberry Day, on the 2nd Tuesday of October. Called sasemineash by the Narragansett and sassamenesh by the Algonquin & Wampanoag tribes, the tart berries were an important food source, as European colonists came to discover. "We proceeded to Cranberry Lake, so called from the great quantities of cranberries growing in the swamps … this was one inducement for settling here which was increased by the prospect of a plentiful supply of fish, rice and cranberries …" John Long in Voyages and Travels of an Indian Interpreter and Trader (London:1791)
Cranberries were among the favorite native American garden, farm, & bog foods enjoyed by Benjamin Franklin (1706-1790), author, publisher, scientist, inventor & diplomat. Franklin had his wife Deborah & their daughter, who remained in the British American colonies as he traveled across the Atlantic, ship him barrels of cranberries both to England & later to France.
Food historian Rae Katherine Eighmey writes of the nearly 2 decades Benjamin Franklin spent in London before the American Revolution. There he rented rooms from widow Mrs. Margaret Stevenson & her daughter Polly. They grew close to Franklin's wife Deborah & daughter Sally back home in Philadelphia. Goods were shipped back & forth across the Atlantic. Deborah sent her husband & the Stevensons Philadelphia biscuits, & barrels of apples & cranberries. The Stevenson's had never before tasted cranberries or experienced the tart richness of this native American fruit.
As agent for the British American colony of Pennsylvania, Franklin lobbied for colonial interests during his long London stay, He met with politicians, scientists & philosophers with whom he had corresponded for years. He spent many evenings at social & scientific gatherings & dinners. His correspondence gives a glimpse of his affection for (or obsession with) America's cranberries.
I have no Prospect of Returning till next Spring, so you will not expect me. But pray remember to make me as happy as you can, by sending some Pippins for my self and Friends, some of your small Hams, and some Cranberries. From Benjamin Franklin to Deborah Franklin, 10 June 1758. American Philosophical Society
I never receiv'd any Cranberry's from Boston. From Benjamin Franklin to Deborah Franklin, [c. 7 April 1759] American Philosophical Society
I received your kind Letter per Capt. Story, of Nov. 19, and a subsequent one per Capt. Falkner without date. I have received also the Indian and Buckwheat Meal that they brought from you, with the Apples, Cranberries and Nuts, for all which I thank you. From Benjamin Franklin to Deborah Franklin, 13 February 1768 American Philosophical Society
Thanks for the Cranberrys. I am as ever Your affectionate Husband B Franklin (Benjamin Franklin to wife Deborah, November 1770)
Franklin's Cash Accounts record that he purchased Fish and Cranberries from a "New Engld Vessell" in December of 1772, presumably for holiday entertaining. From The Papers of George Washington, Colonial Series, vol. 9, 8 January 1772 – 18 March 1774, ed. W. W. Abbot and Dorothy Twohig. Charlottesville: University Press of Virginia, 1994,
19C Picking Cranberries in Massachusetts
Capts. All, Osborne, and Sparkes, are arrived; and a Barrel of Apples with another of Cranberries are come, I know not yet by which of them. p.s. Have just opened the Apples and Cranberries, which I find in good order, all sound. Thanks for your kind Care in sending them. Mrs Franklin From Benjamin Franklin to wife Deborah Franklin, 1 December 1772
I am much oblig'd by your ready Care in sending them, and thank you for the Cranberries, Meal, and dry'd Apples. The latter are the best I ever saw. Benjamin Franklin in London to William Franklin, 14 February 1773 from a Letterbook draft at the Library of Congress
Perhaps Franklin had learned to make his own favorite delicacy in all those years away from home. I have lately received some Cranberrys from Boston … I will pick out enough to make you a few Cranberry Tarts" (friend Jonathan Williams, Jr. to Benjamin Franklin, March 9, 1782.
Massachusetts Cranberry Bog
The Unbound Blog of The Smithsonian Libraries & Archives, "Native Fruit: Cranberry for all Seasons" by Julia Blakely November 4, 2017
Rae Katherine Eighmey. Stirring the Pot with Benjamin Franklin: A Founding Father's Culinary Adventures. Smithsonian Institution Press. 2018.
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How Old Was Kate Winslet in Titanic? Latest Information 2022!
Kate Winslet Age in Titanic: One of those individuals who was destined to be a star is Kate Winslet. She had made the decision to follow this path in life from the beginning because she comes from a family of actresses.
Actress Kate Elizabeth Winslet CBE is from England. She has won multiple awards for her performance in indie movies, notably period dramas, and for portraying strong, complex women.
In both 2009 and 2021, Time magazine listed Winslet as one of the 100 most important persons in the world. In 2012, she received the designation of Commander of the Order of the British Empire.
In this Article, We Will Discuss the Age of Kate Winslet in Titanic. So we will just recommend you all go through the entire article and you will find all your answers.
How Old Was Kate Winslet in Titanic?
When the Titanic made its tragic maiden voyage in real life in 1912, Rose was 17 years old. Actress Kate Winslet, who played a teen, was 20 when filming started in 1996.
Winslet had her 21st birthday while filming Titanic, making her four years older than the character she was portraying. The $200 million production took 160 days to complete.
Gloria Stuart, who portrayed the elderly Rose in the modern-day frame used for Titanic, was 86 at the time of filming. Rose was 101 years old when the scenes were set in 1996, therefore the actress is actually 15 years younger than her.
Read More: How Old Was Jack in Titanic? Was Jack in Titanic a Real Person?
What is Leonardo Dicaprio Age in Titanic?
As the Titanic movie was being shot, we were all talking to each other during a little pause. During the conversation, it was learned that Leonardo Dicaprio was 22 years old when Titanic was being filmed. He was 22 years old when he appeared in the Titanic movie as an actor.
There is only one year between Kate Winslet and Leonardo Dicaprio. They both had successful performances in the movie, and Titanic still has a lot of fans. The Titanic hero Leonardo Dicaprio had more admirers, especially those who watched Titanic.
Read More: How Old Was Macaulay Culkin in Home Alone?
Titanic Trailer
After seeing the Titanic teaser, the vast majority of people turned into ardent fans of the movie before it was even released. The protagonist is from a middle-class family, while the hero is from a wealthy family in the novel about real-life couples from diverse backgrounds. When the protagonist was planning to commit suicide, they both met on a ship.
When the hero saves her from that, their romance begins and the heroine ignores the richest person in the relationship. She adores the hero and relishes her life aboard the Titanic.
The ship experiences an accident out of the blue, and it begins to sink into the water. Many people perish, including the hero. The heroine eventually gives birth to the hero's childhood and continues to share memories with him. The movie trailer is available below for those who have not seen the movie.
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SCRT's summer season splashes into "Fly By Night", a delightful production.
(Raul Andres Ramirez as Harold, in the delightful musical fable Fly By Night)
Cynthia Berresse Ploski Art Correspondent The Chronicle-News
(originally published in the 6/25/18 edition of The Chronicle-News)
This deeply meaningful and delightfully presented musical fable written by Will Connolly, Michael Mitnick and Kim Rosenstock, is like a refreshing swimming pool on a hot day. People can enjoy jumping in at whatever depth is appropriate to their comfort level.
By cannon-balling into the deep end, one can plunge into a thinly veiled metaphysical story about the Human Condition. But on the other hand, one can enjoy simply splashing in the delightful stories, songs, and comedy presented onstage.
The ideal, of course, is to jump into the middle, where the currents from both ends converge.
The story of dealing with the darkness is a fable, and as with every good fable, there are many lessons dwelling within the words on its page. [Kayla Ryan Walsh, Brian Kamps, Raul Andres Ramirez, Jamie Billings, Jacquie Jo Billings, Zachary Davidson, and Danny LeMache], This year's crop of summer SCRT cast members present the lessons with a professional skill that keeps one's mind entertained with the story at the same time as awarenesses of deeper meanings creep silently and softly into the depths of consciousness.
Fly By Night's peephole through the window of time occurs in 1965, during the year leading up to the great December New York Blackout that plunged the whole northeast United States into darkness.
During this year we meet many characters on stage, each with a personal story that intersects the others, in an invisible geometric pattern symbolic of the fabric of life.
There is a crabby old man who runs a delicatessen in New York. His helper is a dreamer that can't put his dreams into action. There are two sisters form North Dakota who come to New York to make their dreams become real – Daphne, an aspiring actress and Miriam, a repressed astronomer content to be a waitress. So we have a circle of static frustration around the crabby deli owner, whose name not surprisingly is Mr. Crabble, and a triangular love affair involving his helper Harold and the sisters.
There is also a grieving widower having a tangential relationship with his son, Harold, and an aspiring playwright who forms an intense bond with Daphne while Miriam seeks her true love with the help of a very unusual fortuneteller who also guides the play's action as the Narrator.
While the play consists of wonderful songs, dances and very funny moments, it is really about grief, sadness, love, ambition, hope, fear, joy and longing. In short, this musical production bespeaks our journey in life – and the conclusion is: those with whom we journey help create the scenery along the road we take. We should trust the connections to everything and everyone as we move along that path.
In the hands of Director Eli Carpenter, the fable is subtly enhanced with small touches that express deep meaning. As an example, flowers, tossed into Harold's mother's grave, are worn by the other characters to help us understand that grief lingers long after the event has passed. Words have double meaning, cleverly executed for those who are open to hear. "What does time look like when it stops?" is a persistent query throughout the play. Time does stop, or repeat itself onstage; yet it is not until we see a broken alarm clock that we get that connection between metaphor and reality.
Of course much more bubbles up from the deep end of that swimming pool. But there's plenty on stage to amuse and amaze. Take for instance the remarkable set conceived and brought to life by Scenic Designer Owen Nuss. Panels open up from building-like structures to become beds or a deli counter or table and chairs of a restaurant, sliding back out of sight once again when no longer needed, with the ease of closing a kitchen cabinet door.
Or enjoy the lighting designed by G. Austin Allen, emanating from both onstage and offstage sources that subtly illuminate the actors throughout the show; yet in the second act pierces total darkness with brilliant enlightening celestial showers of stars.
With music directed by Jolyne Antista and choreography by James F. Bruenger III, this is an enchanting production, appropriate for all ages. A delightful show!
Fly By Night will be presented at the SCRT Famous Performing Arts Theatre, 131 W. Main St in Trinidad, throughout the summer season at 7:30 pm on June 22 and 23; July 13 and 21; August 3 and 11.
Matinees will be at 2:30 pm on Sundays June 24, July 29 and August 19.
For further information or to purchase tickets call the Box Office 719-846-4765, stop by the SCRT Box Office at 131 W Main St, or go online at scrtheatre.com to see more about the actors and creators.
For more details about the SCRT, visit SCRTheatre.com and follow us on Facebook & Instagram @SCRTheatre.


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Arkansas Larry Benson - October 26, 2021
In Fayetteville, Ark., Amanda Dawn Rains, 39, pleaded guilty to one count of conspiracy to commit mail fraud, wire fraud, health care fraud, fraud to obtain federal employees' compensation, and illegal remunerations (paying kickbacks). (When fraud rains, it pours.) The former billing director for a...
Dependent on Fraud
Medicaid Fraud Larry Benson - April 27, 2017
Under the Arkansas Medicaid program, the Independent Choices Program offers in-home care services to eligible beneficiaries. This program supports a more independent lifestyle by enabling participants to have a wider range of personal choice over who they hire, while offering more financial control over...
Calif. Federal Grand Jury Indicts 55 in $250 Million Income-tax Fraud Scheme
Fraudsters will try just about anything to make a buck—even creating a fictional world in which the government is bankrupt, the country is owned by England, and that tax refunds are available through a secret government account. That's the latest according to a...
Selfish Betrayal
Immigration Fraud Larry Benson - October 23, 2013
Many immigrants to the United States seek assistance with legal citizenship through family connections or through jobs. If eligibility requirements are met, immigrants have to obtain an approved visa petition from the U.S. Citizenship and Immigration Services (USCIS) filed by a sponsor, such as...
Psyching Out Fraud
Identity Theft/Fraud Larry Benson - March 14, 2014
In modern terms, the phrase ''psyched out'' can refer to ''being excited'' about something. (Someone could be ''psyched out'' about an upcoming vacation to the Bahamas.) The term ''psyched out'' can also mean ''to be intimidated.'' (A sports team could be ''psyched out'' because...


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Q: Using materialize css with ember-cli I'd like to import materialize's files (installed via bower) in my ember-cli project;
I've tried almost all I've found googling around but I'm still not able to make it work;
materialize is in bower_components/materialize directory;
What I'm doing now is:
inside styles/app.scss
@import "bower_components/materialize/sass/materialize";

inside ember-cli-build.js
var EmberApp = require('ember-cli/lib/broccoli/ember-app');
var pickFiles = require('broccoli-static-compiler');

module.exports = function(defaults) {
    var app = new EmberApp(defaults, {

    });

    var materializeFonts = pickFiles('bower_components/materialize/font/roboto', {
        srcDir: '/',
        destDir: '/font/roboto'
    });

    return app.toTree([materializeFonts]);
};

Once I start with "ember server" I still get the errors in console 404 not found for roboto fonts;
Also I can't understand how to import the materialize's js;
can someone explain to me how to get rid of this?
(I've seen a package called ember-cli-materialize, but I'd like to understand how to make this work manually, since this can be helpful also with other libraries).

A: You're missing broccoli-merge-trees to merge the app tree and fonts tree together. I started using Broccoli Funnel instead of broccoli-static-compiler and broccoli-merge-trees to bring additional dependencies into the dist directory.
I'm using Materialize in a project and have it working as follows:
var EmberApp = require('ember-cli/broccoli/ember-app');
var Funnel = require('broccoli-funnel');

module.exports = function(defaults) {
    var app = new EmberApp(defaults, {});
    var materializeFonts = new Funnel('bower_components/materialize/font/roboto', {
        srcDir: '/',
        include: ['*.woff', '*.ttf', '*.woff2'],
        destDir: '/font/roboto'
    });

    return app.toTree([materializeFonts]);
};

And then in my styles/app.scss:
@import "bower_components/materialize/sass/materialize.scss";

A: Seems like you are using ember-cli-sass. So why not configure a new include path for additional scss files.

var app = new EmberApp({
  sassOptions: {
    includePaths: [
      'bower_components/foundation/scss'
    ]
  }
});

Now all your @import statements will work.
If you want to import fonts, use the app.import function.

app.import('bower_components/font-awesome/fonts/fontawesome-webfont.ttf', {
 destDir: 'fonts'
});

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ICLG.com Practice areas Corporate Immigration United Kingdom
United Kingdom: Corporate Immigration 2018
The ICLG to: Corporate Immigration Laws and Regulations covers common issues in corporate immigration laws and regulations – including compliance, investment work permits and dependants – in 30 jurisdictions.
Read Online FREE
BUY PRINT EDITION - £ 295.00
BUY CHAPTER IN PDF - £ 100.00
Nicolas Rollason
Kingsley Napley LLP
Business Visitors
Immigration Compliance and Illegal Working
Corporate Immigration – General
Highly Skilled Visas
Investment or Establishment Work Permits
Temporary Work Permits
Group or Intra-Company Transfer Work Permits
New Hire Work Permits
Conditions of Stay for Work Permit Holders
Bars to Admission
1.1 What are the main sources of immigration law in your jurisdiction?
The main sources of UK immigration law are: primary legislation (including the Immigration Act 1971 and subsequent Acts of Parliament); delegated legalisation (known as Statutory Instruments or Regulations) which implements primary legalisation; and the UK Immigration Rules which set out in detail the ways in which individuals can qualify to obtain entry clearance (a visa), leave to remain (residence) and indefinite leave to remain (permanent residence) in the UK. The Home Office, which administers the immigration system for UK visas and immigration, also publishes extensive policy guidance on how the rules should be interpreted and implemented by Home Office caseworkers.
1.2 What authorities administer the corporate immigration system in your jurisdiction?
The corporate immigration system is administered by the Home Office. This is divided into three operational entities: UK Visas & Immigration ("UKVI"), which decides on applications for leave to enter, leave to remain, indefinite leave to remain and citizenship; Immigration Enforcement, which is concerned with enforcement; and Border Force, which carries out immigration and customs controls on people and goods entering the UK.
1.3 Is your jurisdiction part of a multilateral agreement between countries (EU/NAFTA/MERCOSUR) which facilitates the movement of people between countries for employment purposes?
The United Kingdom is currently a member of the European Union, having joined in 1973.
On 23 June 2016, a referendum on the UK's continued EU membership was held in which 52% of voters elected to leave the EU.
On 29 March 2017, the UK gave formal notice of its intention to withdraw from the EU in accordance with Article 50 of the Treaty on European Union. This triggered a two-year period for negotiations about the terms on which the UK will leave the EU. Unless all EU Member States decide to extend this period, the UK will leave on 29 March 2019. A proposed transitional period will operate from that date until 31 December 2020, during which time EU law will continue to apply.
There will be a significant impact on corporate immigration, not least as it is likely that the current free movement rules (see below) will be replaced or restricted after the end of the transitional period.
In the meantime, the UK currently gives effect to the rights of EU citizens from the 27 EU Member States and their family members to move freely, contained in the Treaty on the Functioning of the European Union ("TFEU") and in Directive 2004/38 (the Citizens Directive), and the decisions of the European Court of Justice ("CJEU"). Under the EEA agreement and a set of bilateral agreements with Switzerland, these rights are also extended to citizens of Norway, Iceland, Liechtenstein and Switzerland. The Treaty and relevant delegated legislation provide for the right of entry and residence for EU nationals coming as work-seekers, workers, self-employed persons, service providers, self-sufficient students or self-sufficient persons. EU nationals do not require permission to work or reside in the UK. They can enter the UK and start work without any specific authorisation. Restrictions currently exist on citizens from Croatia who require work authorisation. Non-EU family members of EU citizens, including spouses, civil partners, durable partners and children up to the age of 21 can accompany the EU citizen, reside and have a right to work as long as the main EU national qualifies for a right of residence as a worker, self-employed or self-sufficient. Children over the age of 21 and parents can also benefit from the right to reside and work where they are dependent on the EU citizen. Directive 2004/38 also provides for the right of permanent residence for EU citizens and their family members who have resided in another EU Member State for a continuous period of five years. Non-EU family members wishing to move to the UK with their spouses can obtain multiple entry visas (known as EEA family permits) which are free of charge and are valid for six months. They can then apply for five-year Residence Cards in the UK which are granted on proof that the EU citizen is exercising their free movement rights through employment, self-employment or self-sufficiency. Like all EU Member States, the UK is required to implement the decisions of the CJEU which clarify the TFEU or specific EU Directives or Regulations. In the field of corporate immigration, and in particular the right to provide services within the EU, the UK implements the decision of the CJEU in Vander Elst (and subsequent CJEU case law), which clarified that the rights of EU companies to send non-EU national employees to provide services within the EU could not be made subject to a prior work permit requirement, or indeed a certain prior period of employment, before the employee can be sent as a service provider. The UK will issue visas for those non-EU nationals who are lawfully resident and employed by EU companies in the EU, and who are coming to the UK for a temporary period to provide services. It is important to note that the UK is not part of the Schengen area and that visas obtained for the UK are not valid for entry into the Schengen area – a visa-free area with no internal border controls made up of 22 EU Member States and four additional European countries. In addition, the UK does not participate in many of the EU-wide legislative programmes in the field of immigration, including the Blue Card regime and the Long-term Residents' Directive.
2. Business Visitors
2.1 Can business visitors enter your jurisdiction under a relevant visa waiver programme?
The UK operates a visa waiver system through a designated list of nationals who require a visa. The current list of nationals who require a visa to the United Kingdom is set out in Appendix V, Appendix 2 of the Immigration Rules. In 2014, the UK introduced a new Electronic Visa Waiver ("EVW") which exempts citizens of Oman, Qatar and the United Arab Emirates from requiring a visa where they have obtained an EVW. The EVW scheme was extended to citizens of Kuwait in February 2016.
2.2 What is the maximum period for which business visitors can enter your jurisdiction?
Business visitors can be admitted for up to six months. If a business visitor arrives at a UK airport and seeks entry to undertake business visitor activities, they will be granted six months' entry (known as "leave to enter") with a prohibition on employment, even where they are only requesting entry for two weeks. Visit visas for visa nationals are also granted for six months and are usually multiple-entry. In practice, immigration officers will only normally admit visitors seeking to come for short periods consistent with their ongoing employment abroad. Requests to stay in the UK as a business visitor for several months will attract greater scrutiny both at the visa and entry stage. As business visitors are not permitted to base themselves in the UK, immigration officers will scrutinise visa and entry requests for frequent visitors more carefully and ask additional questions at the border. If a person is likely to exceed six months out of the last 12 months in the UK as a visitor, this may lead to refusal of entry.
2.3 What activities are business visitors able to undertake?
There is a wide range of activities which business visitors can undertake in the UK, subject to the caveat that a business visitor must not take employment, produce goods or provide services within the UK or intend to live in the UK for extended periods of frequent or successive visits. The Immigration Rules set out the "permitted activities" which business visitors can undertake, which include the following general business activities:
attending meetings, conferences, seminars and interviews;
giving a one-off or short series of talks and speeches provided these are not organised as commercial events and will not make a profit for the organiser;
negotiating and signing deals and contracts;
attending trade fairs, for promotional work only, provided the visitor is not directly selling;
carrying out site visits and inspections;
gathering information for their employment overseas; and
being briefed on the requirements of a UK-based customer, provided any work for the customer is done outside of the UK.
2.4 Are there any special visitor categories which will enable business visitors to undertake work or provide services for a temporary period?
There are a number of specific categories which allow individuals to provide temporary services, including:
Those working as drivers or tour group couriers on international routes delivering goods or passengers from abroad.
An employee of a foreign manufacturer or supplier coming to install, dismantle, repair, service or advise on equipment, computer software or hardware where it has a contract of purchase, supply or lease with a UK company or organisation.
Translators and/or interpreters supporting visiting business people, provided they will attend the same event(s) as the business person and are employed by that business person outside of the UK.
Personal assistants and bodyguards supporting an overseas business person in carrying out permitted activities, provided they will attend the same event(s) as the business person and are employed by them outside the UK. They must not be providing personal care or domestic work for the business person.
Film crew (actors, producers, directors or technicians) employed by an overseas company may visit the UK to take part in a location shoot for a film or programme that is produced and financed overseas.
An artist, entertainer, or musician giving performances as an individual or as part of a group, taking part in competitions or auditions, making personal appearances and taking part in promotional activities, or taking part in one or more listed cultural events or festivals. Personal or technical staff of the production team of artists, etc. who are employed overseas can support the activities of artists, etc. if attending the same event(s).
Journalists, correspondents, producers or cameramen gathering information for an overseas publication, programme or film.
Professors from overseas academic institutions accompanying students to the UK as part of a study abroad programme – they may provide a small amount of teaching to the students at the host organisation. However, this must not amount to filling a permanent teaching role for that institution.
Archaeologists taking part in a one-off archaeological excavation.
Scientists and researchers gathering information for specific projects related to their overseas employment or sharing knowledge/advising on a UK-led international project (but not carrying out research).
Academics taking part in formal exchange arrangements, carrying out their own research while on sabbatical from their home institution, or eminent doctors or scientists taking part in research, teaching or clinical practice which does not amount to filling a full-time post.
Sportspersons:
taking part in a sports tournament or sports event as an individual or part of a team;
making personal appearances and taking part in promotional activities;
taking part in trials, provided they are not in front of a paying audience;
taking part in short periods of training, provided they are not being paid by a UK sporting body; or
joining an amateur team or club to gain experience in a particular sport.
Employees of clients of a UK export company who are seconded to the UK company in order to oversee the requirements for goods and services that are being provided under contract by the UK company or its subsidiary company, provided the two companies are not part of the same group. These employees may exceptionally make multiple visits to cover the duration of the contract.
Expert witnesses visiting the UK to give evidence in a UK court and other witnesses summoned in person by a UK court to attend a court hearing in the UK.
Overseas lawyers coming to the UK to advise a UK-based client on specific international litigation and/or an international transaction.
Those coming to undertake preaching or pastoral work as religious workers.
Those coming as advisors, consultants, trainers or troubleshooters or to share skills and knowledge on a specific internal project with UK employees of the same corporate group, provided no work is carried out directly with clients.
Internal auditors carrying out regulatory or financial audits at a UK branch of the same group of companies as the visitor's employer overseas.
An employee of an overseas-based training company may deliver a short series of training events to employees of a UK-based company, where the trainer is employed by an overseas business contracted to deliver global training to the international corporate group to which the UK-based company belongs.
An academic who is highly qualified within his/her field of expertise may examine students and/or participate in or chair selection panels, if he/she has been invited by a UK Higher Education Institution or a UK-based research or arts organisation as part of that institution or organisation's quality assurance processes.
In addition to the above categories, there is a Permitted Paid Engagements ("PPE") category which allows individuals to come for up to one month and be paid for their work in the UK. The PPE route includes the following provisions:
An expert may give lectures in his/her subject area, if he/she has been invited by a UK Higher Education Institution, or a UK-based research or arts organisation provided this does not amount to filling a teaching position for the host organisation.
An overseas-designated pilot examiner may assess UK-based pilots to ensure they meet the national aviation regulatory requirements of other countries, if they have been invited by an approved training organisation based in the UK that is regulated by the UK Civil Aviation Authority for that purpose.
A qualified lawyer may provide advocacy for a court or tribunal hearing, arbitration or other form of dispute resolution for legal proceedings within the UK, if they have been invited by a client.
A professional artist, entertainer, musician or sportsperson may carry out an activity directly relating to their profession, if they have been invited by a creative (arts or entertainment) or sports organisation, agent or broadcaster based in the UK.
2.5 Can business visitors receive short-term training?
Employees of an overseas company or organisation may receive training from a UK-based company or organisation in work practices and techniques which are required for the visitor's employment overseas and not available in their home country.
3. Immigration Compliance and Illegal Working
3.1 Do the national authorities in your jurisdiction operate a system of compliance inspections of employers who regularly employ foreign nationals?
All UK employers, including those that are registered as Tier 2 licensed sponsors of non-EU national migrant workers, are required to comply with UK laws on the prevention of illegal working. UK employers that are registered as Tier 2 sponsors have additional compliance duties as sponsors and are subject to periodic visits from the Home Office, both announced and unannounced, to ensure that they are complying with their sponsor duties and with current legislation on the prevention of illegal working. The Home Office also undertakes significant enforcement operations in industries which are perceived to be high-risk, where illegal migrants may be more likely to be employed. The inspections are undertaken by enforcement teams often acting on intelligence.
3.2 What are the rules on the prevention of illegal working?
Employers are required to ensure that, before the start of any employment, they check that an individual is entitled to work in the UK. An employer must check specified documents such as passports or other combinations of documents and retain copies of these. If these documents are checked, copied and retained in the correct way, the employer will have a statutory excuse against liability for a civil penalty for illegal working, as long as they did not have reasonable cause to believe that an employee is disqualified from employment due to their immigration status. Companies and individuals who employ a person who is not permitted to work may face criminal liability if they have reasonable cause to believe the person had no entitlement to work. Comprehensive guidance is issued to assist employers to comply with their duties and to ensure that they do not discriminate in the checking process. In certain limited circumstances, employers are required to obtain a Positive Verification Notice from the Home Office Employer Checking Service before the employee can start work. Employers are also required to carry out follow-up checks for employees with limited permission to stay in the UK. These are conducted upon the expiry of their current visa or leave to remain.
3.3 What are the penalties for organisations found to be employing foreign nationals without permission to work?
There are two types of penalties for illegal working. The first is a civil penalty of a maximum of £20,000 payable for each employee found to be working without permission in the United Kingdom. The level of the penalty is determined according to the circumstance of the case, and a statutory code of practice sets out guidelines to decide how much the penalty will be. Employers may object to any civil penalty issued and appeal to a court against the penalty on the grounds that they are not the employer, that they have a statutory excuse (through undertaking the required document checks), or that the level of the penalty is too high (for example, where the employer has assisted with identifying an instance of illegal working and assisted the Home Office with their enquiries). The Home Office publishes regional lists of employers who have received civil penalties.
In addition to the civil penalty regime, there is a separate criminal offence of having reasonable cause to believe that a person has no right to work. Liability extends not only to the employer but also to individuals within the employer's organisation, including managers and those responsible for the recruitment of employees. An employer found guilty of this offence may be liable to imprisonment for up to five years and an unlimited fine, or both. Employers that are registered as sponsors under Tier 2 of the Points Based System may also have their sponsor licence revoked or downgraded. Revocation will mean that the employer is unable to continue sponsoring existing sponsored employees. Downgrading will also make the process of further sponsorship of non-EU employees much more complex.
4. Corporate Immigration – General
4.1 Is there a system for registration of employers who wish to hire foreign nationals?
Since November 2008 with the introduction of the Points Based System, all UK employers wishing to sponsor non-EU employees must first register as a sponsor under the main Tier 2 sponsor category. Organisations wishing to register as licensed sponsors must apply to the Home Office by submitting an online application, paying the relevant fee (depending on the size of the organisation) and submitting the relevant corporate documents to show that the business is active and trading in the United Kingdom and, where relevant, holds the appropriate regulatory authorisations or accreditations. The UK employer must appoint a UK-based Authorising Officer who will act as the person responsible for compliance with the sponsor duties. When applying, the organisation will request the number of "unrestricted" Certificates of Sponsorship which it requires in the coming year (April to April) to sponsor non-EU nationals. Employers can apply to register as sponsors under the Tier 2 (General) category, which covers new hires, and the Tier 2 (Intra-company Transfer) category, which covers employees being transferred to the United Kingdom within a group of international companies or organisations. Employers operating in the creative, sporting or religious sectors may also register under the Tier 5 category. The supporting documents submitted with the application will include such documents as the organisation's last filed financial statements, evidence of appropriate employer's liability insurance, evidence of registration with the UK tax authorities, bank statements, rental agreements or tenancies in relation to business premises and any other specified documents that relate to the specific industry that the organisation operates in. There are different documentary requirements for different types of businesses. Applications are assessed on eligibility criteria which aim to verify that the entity applying is genuine and has an operating or trading presence in the UK, and on suitability criteria, which assess whether the employer has adequate HR and recruitment systems which will enable them to meet their sponsor duties, that there are no previous immigration-related criminal convictions, and that there is no previous non-compliance.
Once the application is approved, the sponsor licence will be granted for an initial period of four years. Sponsors are awarded an A-rating unless the Home Office has identified an issue which needs to be resolved through an action plan, in which case they will be B-rated. All A-rated sponsors can apply to register for "Premium Customer Service" or "SME+" for an additional annual fee. The employer will be given access to the online Sponsor Management System ("SMS"). Access to the SMS can be given to the employer's representatives. The employer and their representatives then have the ability to access the system and assign a Certificate of Sponsorship, in compliance with the current Home Office guidance eligibility criteria, to an individual whom they wish to sponsor in one of the relevant categories. The Certificate of Sponsorship is an electronic document which is assigned to an individual to undertake a specific role in the UK sponsor organisation. "Unrestricted" Certificates of Sponsorship are allocated when the licence is first obtained, and at the start of each subsequent year. They will be available for sponsoring employees under the Intra-company Transfer route, for those prospective employees who are in the UK and who can switch into Tier 2 (General) as new hires, and for high-earners who will be earning more than £159,600 per year. These can be assigned without the need to obtain separate work authorisation from the Home Office. It is part of the employer's role as a sponsor to ensure that each certificate is issued in accordance with the guidelines. "Restricted" Certificates of Sponsorship are allocated under the Tier 2 (General) category to new hires through a monthly allocation process, operated by the Home Office, which is subject to an annual limit currently set at 20,700.
4.2 Do employers who hire foreign nationals have ongoing duties to ensure immigration compliance?
UK employers registered as licensed sponsors must ensure that they comply with their duties as sponsors, including the following:
Record-keeping – ensuring that they keep records of documents confirming the employee's right to work, the employee's contact details, and specified documents relating to the employee's employment in the UK.
Reporting duties – employers are required to report certain information to the Home Office using the Sponsor Management System within specified time limits. This includes reporting sponsored employees' non-attendance, early termination of employment, change of visa status, changes to the employment such as changes in job titles/duties, and corporate changes such as the location of the UK office or ownership of the business through a merger or acquisition.
Complying with the law – this includes assigning Certificates of Sponsorship for genuinely vacant roles which meet the minimum skills and income thresholds, ensuring that the employee is legally entitled to do the job and has the correct registration and professional accreditations, and complying with UK employment law or other regulations.
Co-operation – this includes allowing the Home Office to visit the employer's premises for the purpose of a compliance check and following any action plan for improvement set by the Home Office following any compliance visit.
4.3 Are employers who hire foreign nationals required to show a commitment to train or up-skill local workers?
The UK does not require this.
4.4 Are employers who hire foreign nationals required to pay government charges and fees which contribute toward the training or up-skilling of local workers?
Sponsoring employees wishing to sponsor new hires or intra-company transferees are required to pay the Immigration Skills Charge ("ISC"). Immigration Skills Charge (paid by sponsor when the certificate of sponsorship is assigned): £1,000 per year of intended work duration (medium or large sponsor); or £364 per year (small or charitable sponsor). According the Government announcements made at the time of its launch in April 2017, the ISC is specifically "designed to cut down the number of businesses taking on migrant workers and incentivise training British staff to fill those jobs". The Government has yet to confirm how it will spend the money raised by the ISC and it is currently seen more as a financial penalty for hiring non-EU staff than as a fund to be spent on up-skilling the UK workforce.
4.5 Do the immigration authorities undertake routine inspections of employers who sponsor foreign nationals, to verify immigration compliance?
Compliance visits are undertaken by the Home Office for any businesses applying to register as licensed sponsors or which already holds a sponsor licence. These visits can be undertaken by arrangement with the employer or can be carried out on an unannounced basis. Where an employer is extending their sponsor licence after four years, this will often trigger a visit from the Home Office. The compliance visit will normally involve an immigration official meeting the Authorising Officer responsible for overseeing immigration compliance within the UK organisation, and checking a number of HR files for sponsored employees to ensure that pre-employment documents checks have been undertaken, the correct documents are kept on the HR file, and that any changes in relation to sponsored employees have been reported. The visiting officers will also normally ask to interview at least one member of staff who is sponsored to ensure that they are complying with the terms of their Certificate of Sponsorship and are undertaking the duties indicated on their Certificate of Sponsorship were sponsored. Increasingly, Home Office visits include extensive scrutiny of recruitment processes and may include requiring the employer to justify why it discounted resident workers as not suitable for a role which was filled by a migrant worker. Where serious issues of non-compliance are identified, the Home Office may revoke or suspend the licence or downgrade the sponsor's rating and put an Action Plan in place to remedy any non-compliance within a specified time frame.
4.6 Do the immigration authorities maintain a list of skilled occupations which may be filled by foreign nationals?
The Home Office maintains a list of Standard Occupational Classification ("SOC") codes for skilled workers. These codes are regularly updated. The codes set out the relevant occupations which are skilled to Regulated Qualifications Framework ("RQF") Level 6, which is the minimum skill level under which individuals can be sponsored in the UK. Each occupation has a specific code with a description of the typical activities and duties related to the occupation, together with possible job titles. Each occupation specifies the minimum salary which must be paid to the individual undertaking the role. The salary rates are normally divided between "new entrant" salary rates, applicable to those who have graduated from a UK university and who are switching into the Tier 2 (General) category, and experienced worker rates. The SOC codes include over 80 occupation codes at the RQF Level 6 skills level. In addition, certain lower-skilled jobs at RQF Level 4 in the creative sector can also be sponsored.
4.7 Is there a recognition that some occupations may be in short supply and do special exemptions apply to certain sectors and occupations?
The Home Office maintains a list of shortage occupations which is updated regularly through consultation with the Migration Advisory Committee, which advises the government and considers submissions from employers, organisations, industry bodies and government departments on the availability of skills in the UK workforce. Where an occupation is included in the shortage occupation list, the employer will not need to undertake advertising or a Resident Labour Market Test (see section 9 below) in relation to that role. The Home Office also maintains a list of Ph.D. occupations for which there are reduced requirements to undertake resident labour market testing through advertising.
4.8 Are there annual quotas for different types of employment-related work permits or visas?
There is currently an annual limit of 20,700 Certificates of Sponsorship under the Tier 2 (General) "restricted" category which covers new hires being hired from outside the United Kingdom who are paid less than £159,600. In addition, there are limits for some other categories, including the two-year Tier 5 (Youth Mobility Scheme) visas for nationals of Australia, Canada, New Zealand, Hong Kong, the Republic of Korea, Taiwan, Japan, and Monaco. Finally, Tier 1 (Exceptional Talent) visas for those who are internationally recognised leaders or emerging leaders in science, humanities, engineering, medicine, digital technology and the arts are limited to 2,000 per year, divided between the respective categories.
4.9 Are there restrictions on the number of foreign workers an employer may sponsor, in relation to a maximum percentage of foreign workers in the employer's workforce?
The UK does not operate such a system.
4.10 Are employees who are sponsored to work in your jurisdiction required to demonstrate language proficiency?
Employees who are sponsored to work for UK employers as new hires are required to demonstrate that they are proficient in the English language to Level B1 (intermediate) on the Common European Framework of Reference for Languages ("CEFR"). Employees being transferred to the UK under the Tier 2 (Intra-company Transfer) route do not need to meet this requirement either for the initial application or for the extension application. Any employee who is eligible to apply for indefinite leave to remain (permanent residence) at the end of a period of five years' sponsored employment in the UK will be required to demonstrate proficiency at B1 CEFR level.
4.11 Are employees who are sponsored to work in your jurisdiction required to undergo medical examinations before being admitted?
The UK does not require general medical examinations from all applicants coming to take up sponsored employment in the UK. However, where the individual is applying for their entry clearance (a visa) in a specified country, they will be required to undertake a tuberculosis test at a designated clinic.
4.12 Are employees who are sponsored to work in your jurisdiction required to have medical insurance or are they entitled to any free public medical services?
There is no requirement for those who are sponsored to work to hold medical insurance. They are generally eligible to use the UK's National Health Service. Since April 2015, all non-EEA nationals obtaining work visas to come to the UK for more than six months or who are extending their leave to remain in the UK are required to pay an Immigration Health Surcharge of £200 for each year of their visa. Those sponsored under the Tier 2 (Intra-company Transfer) visa category were initially exempt but have been required to pay since April 2017. The UK Government announced in 2018 that the IHS would increase to £400 per year of the visa.
4.13 Does the work permit system allow employees who hold work permits to be seconded to a client site?
Sponsored employees may be seconded to a client site where the UK employer has a contract to provide a time-bound service or project where a specific service is being provided to the end user client. The UK employer must retain responsibility for managing the employee including the employee's duties, functions and outcomes/outputs. The current rules do not allow the provision of staff only to other organisations. The Home Office can undertake visits to a client site and requests that sponsors whose sponsored staff are deployed to clients sites ensure that Home Office staff will be given access to these sits for compliance purposes.
5. Highly Skilled Visas
5.1 Is there an immigration category which covers highly skilled individuals?
The UK's Tier 1 (General) visa category, which awarded points to potential migrants based on academic qualifications and previous earnings, was closed in December 2010. The only category which now exists is the Tier 1 (Exceptional Talent) visa for those who have been officially endorsed as an internationally recognised leader or emerging leader in their field in science, humanities, engineering, medicine, digital technology or the arts. Applications for endorsements are first considered by relevant endorsing bodies such as the Arts Council, the Royal Academy, Tech City and the Royal Society. There are specific "eligibility in assessment" criteria for endorsement, depending on each endorsing body. Endorsement in the arts and sciences can be given to those who have demonstrated promise in their chosen field. The criteria for endorsement in the Exceptional Talent route are extremely high. There is a quota of 2,000 Tier 1 (Exceptional Talent) visas issued per year, divided between each of the endorsing groups.
6. Investment or Establishment Work Permits
6.1 Is there an immigration category which permits employees to be authorised to work based on investment into your jurisdiction?
There is no specific employer-based visa category which permits an individual to be authorised to work in the UK based on investment. However, where a capital investment of £27 million is made into the UK by an overseas headquartered business, or where the investment will create at least 21 new UK jobs, any employees being sponsored as part of the investment can be treated as "high value investment posts" where the usual resident labour market test is not required.
There are also a number of categories which enable companies to establish subsidiaries in the UK and individuals to come for the purposes of establishing or investing in a UK business or coming in as investors. These include:
Sole representatives of overseas businesses − senior employees of overseas businesses that wish to establish a branch or subsidiary in the UK can be sent to the UK under this category. They must have full authority to take operational decisions on behalf of the parent company overseas, must remain employed by the parent company or branch/subsidiary, and may not work for any other business in the UK.
Tier 1 (Entrepreneur) − for individuals with £200,000 in disposable capital of their own or from a third party wishing to establish a new business in the UK or invest in an existing UK business which must generate at least two jobs for British, EU or permanent UK residents. Successful applicants are limited to working for their own businesses and do not have access to the labour market.
Tier 1 (Investor) − for those with £2 million in disposable capital who wish to invest in UK government bonds, and share or loan capital in UK trading companies. These investors have strict requirements on the permissible investments under this category and all requirements for those investments are to be valued by a regulated financial institution in the UK. They have no restrictions on employment in the UK, other than working as professional sportspersons, or as doctors or dentists in training.
7. Temporary Work Permits
7.1 Is there an immigration category permitting the hiring of temporary workers for exchanges, career development, internships or other non-economic purposes?
The Tier 5 (Temporary Worker – Government Authorised Exchange) visa provides a route for work experience, training, research or fellowships. Under this category, there are four types of schemes which are approved under the GAE sub-category, which include:
Work experience programmes such as internships, approved work experience programmes, volunteering and job shadowing.
Research programmes.
Overseas government language programmes funded by overseas governments or government-sponsored organisations.
Training programmes − for those receiving formal practical training in the field of science and/or medicine, the UK armed forces or the UK emergency services, or those who graduated in the UK and are undertaking post-graduate professional training or work experience to obtain a related professional qualification or registration.
A number of organisations have been approved as overarching sponsors which include regulatory bodies, private companies, governmental organisations and UK universities. They will act as the sponsor and will assign a Certificate of Sponsorship to enable the individual to undertake their training, research or exchange at an organisation in the UK. The scheme allows for work experience and training programmes up to a maximum of 12 months, and research and training programmes up to a maximum of 24 months. These schemes are widely used by businesses to bring in short-term interns undertaking paid work experience in the UK. Those coming under these schemes must be coming for primarily non-economic reasons and should be taking supernumerary positions and not filling full-time vacancies in the UK.
7.2 Are there sector-specific temporary work permit categories which enable foreign workers to perform temporary work?
The UK has a number of specific categories, contained in Tier 5 of the Points Based System, which enable individuals to come to the UK to work in certain sectors. The Tier 5 categories which currently exist under the Temporary Worker category are as follows:
Creative and sporting – this covers those who are internationally established at the highest level in their sport as players or coaches and who are making a significant contribution to the development or operation of that sport in the UK, who have been endorsed by the relevant governing body for that sport, or for creative workers and their entourage operating in dance, theatre or film and television. This category is often used for internationally recognised performers coming for a series of performances or engagements in the UK for up to 12 months.
Charity workers – this category covers those wanting to undertake unpaid temporary voluntary work in the UK.
Religious workers – this category covers those coming to undertake temporary preaching, pastoral work and non-pastoral work.
8. Group or Intra-Company Transfer Work Permits
8.1 Does a specific immigration category exist for inter-company transfers within international groups of companies?
The Tier 2 (Intra-company Transfer) category of the Points Based System allows international groups of companies to transfer staff into the UK.
8.2 What conditions must an employing company or organisation fulfil in order to qualify as part of a group of companies?
To sponsor employees under the Intra-company Transfer ("ICT") sub-categories, the UK employing company or organisation must be able to show a direct link by common ownership or control with the overseas entities from which employees will be transferred to the UK. "Common ownership" or "control" has a broad definition and the current guidance specifies a number of situations in which this may be established. Examples include situations where: one entity holds more than half the issued share capital of the other entity; both entities have a common parent; one entity controls the composition of the other entity's board; or one individual has a majority shareholding in each of the entities. In addition, common ownership or control can be established where both entities are party to a joint venture agreement, or where entities are either accountancy or law firms which use the same firm name in the UK and the country in which the other entity is operating.
8.3 What conditions must the employer fulfil in order to obtain a work permit for an intra-company group employee?
The Tier 2 (Intra-company Transfer) category of the Points Based System exists for multinational businesses to transfer skilled employees to a UK branch or to a UK group company or linked company. Sponsors applying for their sponsor licence are required to register under Tier 2 (ICT) and to provide proof of the corporate link between the UK sponsoring entity and the overseas group company or organisation. This will typically be the head office's financial statements or annual report showing the linked entities, or an affidavit from a senior UK employee confirming the link. This is submitted with the initial sponsor licence application. If the UK sponsor did not apply under the ICT category when first applying for a sponsor licence, they can apply to "expand" the licence to include the ICT category.
The qualifying criteria and the period for which the employee can be transferred under the ICT route will depend on which of the two sub-categories the employee qualifies under. All employees must be filling skilled roles at RQF Level 6 (or Level 4 for certain creative roles). The current sub-categories are:
Long-term staff – this category enables employees of multi-national companies to come to the UK for up to five years. The employee must have been employed for a minimum of 12 months by a group company. If the salary is £73,600 per year or more, there is no minimum period for which the individual must have been employed by a group company. The employee must be paid at least £41,500 per year or the minimum salary as per the appropriate SOC code, whichever is higher.
Graduate trainee – this category is for employees who are recent graduates, have worked for the overseas group company for at least three months abroad, and are being transferred as part of a structured graduate training programme which will lead towards accelerated promotion to a managerial or specialist role in the organisation. Visas are granted for a maximum of 12 months and there is a limit of 20 Graduate Trainee visas per year per employer. They must be paid at least £23,000 or the minimum salary as per the appropriate SOC code, whichever is higher.
8.4 What is the process for obtaining a work permit for an intra-company group employee?
Employers who have been registered as Tier 2 sponsors are given access to the online Sponsor Management System ("SMS") which they can use to assign a Certificate of Sponsorship ("CoS") to the relevant employee. Each sponsoring employer can request an allocation of Tier 2 (Intra-company Transfer) visas for each year which runs from April to April, and can use these Certificates of Sponsorship for transfers within international groups of companies or organisations. The employer will complete all of the relevant details in relation to the individual's employment, start date and the length of employment, salary and allowances, job title and job description required by the online SMS system. The employer is also given the opportunity to certify that they will cover the financial "maintenance" requirements for the individual employee. Certification of maintenance by the sponsoring employer confirms that an employer will maintain and accommodate the employee up to the end of their first month of employment in the UK if required. If the employer does not certify maintenance, the employee will need to meet the requirement by providing certain financial information (see below). The employer can then assign the Certificate of Sponsorship, which generates a unique reference number. A fee is payable through the online system for each Certificate. The employer will then notify the employee of the unique reference number so that the employee can use this in support of their Tier 2 (Intra Company Transfer) entry clearance (visa) application outside the United Kingdom.
8.5 What is the process for the employee to obtain a visa under the intra-company group transfer category?
The usual process for obtaining a visa under the Intra-company Transfer category is as follows:
The employee submits an online visa application form, providing full personal details and confirmation of the Certificate of Sponsorship number.
The employee pays an online visa fee and makes an appointment to attend a biometric appointment at a designated Visa Application Centre ("VAC"). The employee attends their appointment at the VAC and provides their biometrics (fingerprints and photographs).
The employee submits their supporting documents including the online visa forms, passport, passport photographs and supporting documentation. This is usually done at the VAC when providing biometrics.
The VAC will forward the application package to the relevant Embassy, Consulate or High Commission dealing with applications from the country in which the application is made. In an increasing number of cases, a copy of the application pack is sent to UKVI in the UK for a decision.
The British consular post (or UKVI in the UK) will decide the application and forward the decision to the VAC. The VAC will contact the individual to confirm that the application has been approved.
The employee is issued with a 30-day travel visa during which they must travel to the UK.
On arrival, they must visit a designated Post Office to collect their Biometric Residence Permit with 10 working days of arrival. Visa processing differs from country to country. The UK authorities have outsourced parts of the visa application process to commercial partners who manage the visa application centres and tracking of applications. The VAC may be in a different country to that in which the application is processed and decided (under the UK's "Hub and Spoke" visa processing model).
The following supporting documents are required:
Visa application form.
Biometric appointment confirmation.
Current passport.
Two passport photographs of the applicant (not required at all VACs).
Tuberculosis test certificate (if the employee is applying in a country in which tuberculosis testing is required).
8.6 How long does the process of obtaining the work permit and initial visa take?
Visa processing takes between one to four weeks to be completed depending on where the applicant is applying. Priority visa processing is available at a number of application centres.
8.7 How long are visas under the "initial" category valid for, and can they be extended?
Initial visas can be valid for up to five years in the Tier 2 (ICT) Long-term Staff subcategory. The visa cannot be extended beyond five years unless the individual is a high earner (paid at least £120,000 per year) in which case the visa can be extended for up to nine years in total.
Tier 2 (ICT) Graduate Trainee visas are valid for up to 12 months and cannot be extended.
When the visa expires, the employee must leave the United Kingdom and is subject to a "cooling off" period, which means that they cannot return to the UK on another Tier 2 visa for the next 12 months. It is therefore important that employees who are sponsored under the ICT category extend their visa in the UK (up to the maximum allowed) and do not allow it to expire while they are outside the UK.
There are certain circumstances in which the cooling off period does not apply to employees applying outside the UK for a new Tier 2 (ICT) visa. This will be where the employee:
is applying as a high earner – someone whose gross salary package is £120,000 or more.
is applying under the Tier 2 (ICT) Long-term Staff sub category and their last grant of Tier 2 leave was as an intra-company transfer migrant under the rules in place before 6 April 2011, or in one of the following intra-company transfer categories:
skills transfer;
graduate trainee;
short-term staff; or
was only in the UK as a Tier 2 migrant during the last 12 months for a short period(s) with a certificate of sponsorship which was assigned for three months or less.
8.8 Can employees coming under the intra-company transfer route apply for permanent residence?
Intra-company transferees do not qualify for indefinite leave to remain (permanent residence) after five years in the UK unless their initial Tier 2 (ICT) visa was granted before 6 April 2010.
8.9 What are the main government fees associated with this type of visa?
The 2017–2018 fees associated with a Tier 2 (ICT) visa application submitted outside the UK are as follows:
Certificate of sponsorship (paid by sponsor): £199.
Immigration Skills Charge (paid by sponsor when the certificate of sponsorship is assigned): £1,000 per year of intended work duration (medium or large sponsor) or £364 per year (small or charitable sponsor).
Visa application fee: £610 (visa valid for up to three years) or £1,220 (up to five years).
Immigration Health Surcharge: £200 per year.
The fees are increased in April each year.
9. New Hire Work Permits
9.1 What is the main immigration category used for employers who wish to obtain work permits for new hires?
The main immigration category used for employers who wish to sponsor new hires is Tier 2 (General). The key features of the Tier 2 (General) category are that:
The individual must be coming to do a skilled role at RQF Level 6 (or RQF Level 4 in designated creative roles).
The individual must usually be paid at least £30,000 per year or the appropriate rate specified for the relevant SOC code.
The employer must undertake a Resident Labour Market Test unless an exemption applies.
The individual must speak English to B1 level on the CEFR (intermediate).
The Tier 2 (Minister of Religion) category covers those who have been offered employment as pastors, missionaries or members of religious orders within the United Kingdom.
The Tier 2 (Sportsperson) category is available for elite sportspersons or coaches where their employment will make a significant contribution to the development of the sport in the United Kingdom at the highest level. The individual must first obtain an endorsement from the relevant governing body for the sport. The endorsement confirms that the individual is internationally established at the highest level and will contribute significantly to the relevant sport in the United Kingdom.
9.2 Is there a requirement for labour market testing, to demonstrate that there are no suitable resident workers, before a work permit can be issued to new hires?
Labour market testing is generally required, through following the Resident Labour Market Test ("RLMT") process, before a prospective employee may be offered sponsorship under Tier 2 (General). Employers registered as Tier 2 sponsors may only recruit a non-EU national where they have carried out the RLMT and can show that no suitable "settled" worker is available to fill the job, unless the job is exempt from the RLMT.
The RLMT must be conducted in the following way:
The position must be advertised in the Government's "Find a Job" website (or the regional variant), plus one other medium. The other medium can be a print or online newspaper, journal or publication or internet jobsite. Certain occupations or roles are exempt from the requirement to advertise on Find a Job.
The advert must comply with the strict requirements of the Tier 2 (General) guidance in terms of its content including job title, location, salary on offer, main criteria for the role and a closing date. An advert that does not comply with these requirements cannot be relied on to satisfy the RLMT.
The advert must appear for 28 calendar days.
The employer must consider all candidates and provide reasons for not shortlisting settled workers (generally British or EU citizens, or UK permanent residents).
Settled workers may only be rejected on the grounds that they are not suitable according to the criteria set out in the advertisement. The job cannot be offered to a non-EU national who requires sponsorship if there are suitable candidates from the resident labour market, even if the non-EU national is more skilled or experienced. The only exception to this rule is for jobs falling within the Ph.D. occupational codes, which generally cover scientists, research and development managers in the scientific field, and higher education teaching professionals. In these cases, the job can be given to the most suitable candidate.
9.3 Are there any exemptions to carrying out a resident labour market test?
There are exemptions to the Resident Labour Market Test. These include:
jobs which are on the shortage occupational list;
if the individual is transitioning from the Tier 4 (Student) category and has passed a B.A. or M.A. degree, a post-graduate certificate in education, a professional graduate diploma of education or has completed 12 months' study towards a Ph.D.;
jobs with a guaranteed salary of £159,600 or more;
High Value Investment posts;
certain supernumerary research positions where the employee has been issued with a scientific research award or fellowship; and
certain post-graduate doctors and dentists in "speciality" training sponsored by overseas governments under an agreement with the UK.
9.4 What is the process for obtaining a work permit for a new hire?
Where the Resident Labour Market Test is required and the employee is outside the UK, the sponsoring employer must apply for a "restricted" Certificate of Sponsorship under Tier 2 (General). Restricted certificates are subject to an annual limit of 20,700, which are made available on a monthly basis through an allocation panel administered by the Home Office. Once the Resident Labour Market Test is completed, employers can apply via the SMS for a restricted Certificate of Sponsorship. To be considered in each of the monthly panels, the employer must submit their restricted Certificates of Sponsorship request by the fifth day of each month. The Home Office allocation panel will decide the application by the 11th day of the month and, if satisfied that the Resident Labour Market Test has been undertaken correctly, will grant a restricted Certificate of Sponsorship. The employer can then assign the restricted Certificate of Sponsorship to the relevant employee for them to apply for their visa or for leave to remain. Where the number of requests for the Certificate of Sponsorship exceeds the number of available Certificates in the monthly limit, applications are ranked according to a points scoring system, with shortage occupations and Ph.D. positions scoring the highest points and additional points allocated on the basis of the proposed salary for the role. From December 2017 until May 2018, the cap was reached and a large number of requests where the proposed salary fell below £60,000 were rejected.
If the individual is already working in the UK on a Tier 2 (General) visa for another employer or if the individual holds a visa under a different category which permits them to switch into the Tier 2 (General) category, the employer can assign an "unrestricted" Certificate of Sponsorship to that individual after completing the RLMT. Once the Certificate of Sponsorship is assigned, the employee can apply for further leave to remain in the UK.
9.5 What is the process for the employee to obtain a visa as a new hire?
The process for obtaining a Tier 2 (General) visa is the same as the process described in question 8.5 for obtaining a Tier 2 (Intra-company Transfer) visa, except that there is an additional English language requirement.
The individual must show that they meet the English language requirement by enclosing the following document(s) with their visa application:
a passport showing that the individual is a national of a majority English-speaking country;
a certificate showing that they have passed an approved English language test with at least CEFR level B1 in reading, writing, speaking and listening; or
a degree certificate and an official statement from UK NARIC confirming that that the degree that was taught in English and is equivalent to a UK Bachelor's degree, Master's degree or Ph.D.
9.6 How long does the process of obtaining the work permit and initial visa for a new hire take?
The Certificate of Sponsorship, once obtained, can be assigned immediately through the SMS and will then be available to be used by the prospective employee for a visa application. The visa application process takes between one and four weeks depending on where the application is made.
9.7 How long are initial visas for new hires granted for and can they be extended?
Initial visas can be granted for up to five years. If they are granted for less than five years, they can be extended up to a maximum of six years without the need for any further Resident Labour Market Test. It is important that individuals are able to qualify for indefinite leave to remain (permanent residence) within those six years, as they will not be able to extend beyond this if they have entered the UK in this category on or after 6 April 2011. In particular, those on this route must ensure that they do not disqualify themselves from applying for indefinite leave to remain by having excessive absences outside the UK in the five-year qualifying period (see question 9.9 below).
9.8 Is labour market testing required when the employee extends their residence?
No further labour market testing is required where the employer extends the Tier 2 (General) sponsorship and the employee applies for an extension of their permission to stay. However, if the Tier 2 (General) employee is changing the sponsoring employer in the UK, a Resident Labour Market Test will be required subject to the exemptions set above.
9.9 Can employees coming as new hires apply for permanent residence?
Those who are admitted under the Tier 2 (General) route will be eligible to apply for indefinite leave to remain (permanent residence) once they have completed five years' continuous residence and employment under the Tier 2 (General) category. In order to qualify, they will need to meet the following conditions:
They have been continuously employed throughout the five years with breaks between employment of no more than 60 days at any time.
They have not been absent from the United Kingdom for more than 180 days in any rolling 12-month period within the five year qualifying period.
They have passed a Life in the UK test – this is an integration type test which is undertaken online and tests applicants on their knowledge of UK history, politics, society and living in the UK.
They speak English to Level B1 on the CEFR.
They do not have any criminal convictions which would prevent them from applying.
They provide confirmation from their current employers that they are still required for their role for the foreseeable future and that they continue to receive the appropriate rate of pay for that role.
9.10 What are the main government fees associated with this type of visa?
The fees are the same as for a Tier 2 (ICT) visa as set out in question 8.9.
10. Conditions of Stay for Work Permit Holders
10.1 What are the conditions of stay of those who obtain work permits and are resident on this basis?
Those coming under the Tier 2 categories are permitted to work for the employing sponsor in the role described in their Certificate of Sponsorship. They are able to undertake "secondary" employment in the same sector and at the same level as their main job for up to 20 hours per week. They are also entitled to study as long as this does not interfere with the job that they are sponsored to undertake in the UK. Those sponsored under the Tier 2 rules cannot have any access to "public funds", which are the main welfare benefits available in the UK. In addition, those who are under Tier 2 (General) visas cannot own more than 10% of the shares in their sponsoring company, unless they earn more than £159,600 per year.
10.2 Are work permit holders required to register with municipal authorities or the police after their arrival?
Certain nationals are required to register with the police within seven days after the date of their arrival. A list of nationalities is set out in Appendix 2 of the UK Immigration Rules, and those who are required to register within seven days will have an endorsement on their entry clearance visa confirming this. Registration takes place at the Overseas Visitors' Registration Office in London or at a local police station if the person is resident outside Greater London.
11. Dependants
11.1 Who qualifies as a dependant of a person coming to work on a sponsored basis?
Employees coming to work in the UK are entitled to bring their spouses, partners and children under 18 with them. There is no provision for any other family members or children over 18 to accompany the employee, and any applications will normally be refused unless there are exceptional compassionate reasons.
11.2 Do civil/unmarried or same-sex partners qualify as family members?
For civil partners with overseas civil partnerships, the civil partnership will need to be recognised as equivalent to a UK civil partnership or marriage in order to qualify. For unmarried partners or for those whose overseas civil partnerships are not recognised as equivalent to UK marriage or civil partnership, the partner will need to demonstrate that they have cohabited in a relationship akin to marriage or a civil partnership for at least two years. Significant documentary evidence of cohabitation such as bank statements, utility bills and other official evidence addressed to the partner and/or the employee at the same address must be provided.
11.3 Do spouses and partners have access to the labour market when they are admitted as dependants?
Spouses and partners who are admitted to the UK as dependants have full access to the labour market and are not required to obtain further permission or authorisation to work in the UK.
11.4 Do children have access to the labour market?
Children who are admitted as dependants have access to the labour market and can work in the UK in accordance with UK employment law.
12. Permanent Residence
12.1 What are the conditions for obtaining permanent residence?
They have not been absent from the United Kingdom for more than 180 days in any of the 12-month periods making up the total five years.
They provide confirmation from their employer that they are still required for their role for the foreseeable future and that they will continue to receive the appropriate rate of pay for that role.
The rules for obtaining indefinite leave to remain in other immigration categories vary but all generally require the applicant to meet the residence, Life in the UK and language requirements in addition to continuing to meet the relevant category-specific criteria.
12.2 Is it possible to switch from a temporary work visa to a work visa which leads to permanent residence?
The circumstances in which employees can switch from a temporary to a permanent visa are very limited. Switching from Tier 2 (Intra-company Transfer) to the Tier 2 (General) route within the UK is only generally possible if the person came to the UK under the Immigration Rules in place before 6 April 2011 and they are changing their employing sponsor in the UK. In addition, they cannot leave the UK and seek fresh admission under the Tier 2 (General) route as they will be caught out by the "cooling off" provisions which require them to be outside the UK for 12 months before being able to re-enter under that route. The only exception to this is where they are sponsored as high earners paid at least £159,600 per year. It is therefore extremely important to ensure that whenever there is a possibility that an employee will be transferred for an extended period, careful consideration is given to the most appropriate category of entry under Tier 2. There are special situations where those admitted as temporary workers may switch − this includes footballers admitted under the Tier 5 (Creative and Sporting) route (usually because they may not meet the Tier 2 (General) language requirements) who can then switch to the long-term category once they can speak English to the appropriate level.
13. Bars to Admission
13.1 What are the main bars to admission for work?
The main bars to admission to the UK (other than criminal convictions which are set out below) are contained in the General Grounds for Refusal in the UK Immigration Rules, which contains the provisions on mandatory refusals (visa bans) and discretionary refusals. The main grounds are:
The person is subject to a UK deportation order.
The person's exclusion is, or has been, personally directed by the UK Secretary of State as being "conducive to the public good".
Medical grounds − where the person's medical condition is a significant risk to public health.
The person has made false representations, submitted false documents or failed to disclose material facts in relation to the current application.
There are also a number of mandatory visa "bans" which exclude a person from returning to the UK for certain periods. These are where:
The person has overstayed their previous visa for more than 30 days (or 90 days if the overstaying began before 6 April 2017).
The person used deception in an application.
The person breached a condition of their previous stay or entered illegally.
Where the above situations occur, the period of the visa ban will depend on when and how they left the UK. The bans will apply for:
One year if they left the UK voluntarily (not at public expense).
Two years if they left the UK voluntarily, at public expense, no more than six months after the date on which they were given notice of their removal decision, or no more than six months after the date on which they exhausted their appeal rights against that decision, whichever is the later.
Five years if they left the UK voluntarily, at public expense, more than six months after their removal decision or more than six months after they exhausted their appeal rights against that decision.
10 years if they were removed from the UK at public expense.
10 years if they used deception (which includes using false documentation) in support of a previous application for entry clearance. In addition to the above bars, it should be remembered that an employee who has previously been sponsored in the UK under the Tier 2 route may be subject to a "cooling off" period which may prevent them from returning to the UK under Tier 2.
13.2 Are criminal convictions a bar to obtaining work permission or a visa?
Criminal convictions may be a bar to obtaining a visa to work in the UK. In particular, it is important to note that there are discretionary and mandatory grounds for refusal. The mandatory grounds, under which an immigration application must be refused where they have received a custodial sentence, are that the person:
has been convicted of an offence for which they have been sentenced to a period of imprisonment of at least four years − visas or entry will normally always be denied;
has been convicted of an offence for which they have been sentenced to a period of imprisonment of at least 12 months but less than four years − visa or entry will be denied for 10 years from the end of the sentence; or
has been convicted of an offence for which they have been sentenced to a period of imprisonment of less than 12 months − visa or entry will be denied for five years from the end of the sentence.
It is important to note that although application must be refused, there is scope for making representations in defined circumstances; for example, where the offence happened a significant time ago and there have been significant changes, or where a person is making a significant investment into the UK.
The discretionary grounds for refusing entry based on a criminal convictions are where the person:
has received a non-custodial sentence − they may be refused entry or a visa if the person was convicted within the last 12 months; or
where a person's offending has caused serious harm or where the person is a persistent offender who has shown particular disregard for the law. Criminal convictions will also affect a person's ability to obtain extensions of leave to remain and indefinite leave to remain (permanent residence) in the UK.
Those applying for indefinite leave will be prevented from applying if:
they have been convicted of an offence for which they have been sentenced to imprisonment for at least four years − they will not be able to apply;
they have been convicted of an offence for which they have been sentenced to imprisonment for between 12 months but less than four years − they will be prevented from applying for 15 years from the end of the sentence;
they have been convicted of an offence for which they have been sentenced to imprisonment for less than 12 months − they will not be able to apply for seven years from the end of the sentence; or
they have been convicted of, or admitted, an offence for which they have received a non-custodial sentence or other out-of-court disposal that is recorded on their criminal record − they will be prevented from applying unless 24 months have elapsed between the conviction and the date their application is decided.
For the first three points above, these will rarely come into play as the individual would normally be refused entry to the UK in any event or, if convicted in the UK, with a custodial sentence of 12 months or more, would be subject to the UK's automatic deportation provisions. However, the issue of non-out-of-court disposals is an issue, as this can include a range of "sentences" which are included in a person's criminal record, including cautions − these are often issued by the police in the street in place of a formal charge and conviction by a court. It is important that any criminal offence, including drink driving and traffic offences and cautions, are disclosed in visa applications and applications for leave to remain and indefinite leave, as failure to mention them may result in refusal of the application, a significant visa ban on the grounds of deception or failure to disclose material factors where applying for a visa, and possible criminal prosecution for providing false information in an immigration application.
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Thank you very much for sending me a copy of the International Comparative Guide to Product Liability which I continue to find extremely useful. The general chapters provide a concise overview of key areas of law and the calibre of contributors to the comprehensive country Q&A section is extremely high. I have passed on your website address to our global network of GSK lawyers, who I know also find the ICLG series of great practical use. Indeed, we have instructed an number firms around the globe on the back the information provided in your guides.
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text:
George Hincapié Garcés, conhecido internacionalmente como George Hincapie (Queens, Nova Iorque, ) é um ciclista profissional estado-unidense.

Biografia
Hincapie foi durante vários anos um dos principais auxiliares de Lance Armstrong na disputa da Volta da França, tendo vencido uma etapa dessa competição.

Seu pai, um colombiano admirador do ciclismo, o introduziu ao esporte. Seu primeiro local de treinamento foi o Central Park.

Até 2008, competiu pela equipe US Postal Service. Entre 2008 e 2009, correu pela Team High Road. De 2010 a 2012, sua equipe passou a ser a BMC Racing Team.

Em 11 de junho de 2012, Hincapie anunciou que abandonaria o esporte profissional, no fim da temporada ciclística, depois de 19 anos presente no "pelotão".

Ciclistas dos Estados Unidos
Ciclistas olímpicos dos Estados Unidos
Ciclistas nos Jogos Olímpicos de Verão de 1992
Ciclistas nos Jogos Olímpicos de Verão de 1996
Ciclistas nos Jogos Olímpicos de Verão de 2000
Ciclistas nos Jogos Olímpicos de Verão de 2004
Ciclistas nos Jogos Olímpicos de Verão de 2008
Naturais do Queens
Casos de doping no ciclismo
Desportistas dos Estados Unidos em casos de doping

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Please use our Pricing Guide below to search for a price per pallet and delivery days for your area. This should be read in conjunction with our Terms and Condition of Carriage and Storage.
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Trail use for members only. Join us for just one day or for the season!
Please show your online purchase record and FILL OUT A PAPER WAIVER at 2428 Victory Hill Rd., and pickup your day membership wristband. This online purchase entitles you to member riding privileges for one day. If you will be booking here and bringing more than one rider in a vehicle you will be eligible for a *CARBON EMISSIONS REDUCTIONS DISCOUNTS (See below) Collect your per rider reimbursement by presenting all of yourselves at 2428 Victory Hill Road when you sign your waivers and pickup your wristbands.
Buy Season Memberships ONLINE HERE $65 for Regular Members $50 for Vermont Mountain Bike Association (VMBA) members - Book a $65 regular membership here, then show your VMBA card to Carol at 2428 Victory Hill Road for your $15 reimbursement. Or buy your membership there onsite. ALL SEASON MEMBERS MUST FILL OUT A PAPER WAIVER AND PICKUP THEIR 2019 MEMBER BAND at 2428 Victory Hill Rd. ON YOUR FIRST VISIT.
VH member fees support our 501 (c) (3) non-profit organization by directly paying for trailbuilding and maintenance. The Victory Hill trail community needs and values your membership fees and support to keep the trails open. Reminder: Victory Hill is NOT part of Kingdom Trails. Separate memberships are required.
You can pay onsite in Victory at 2428 Victory Hill Rd. for your DAY AND SEASON MEMBERSHIPS by stopping at 2428 Victory Hill (Carol Easter's house with the American flag).
If you can't find anyone at 2428 Victory Hill or forget to stop, please fill out the waiver and leave cash or check in an envelope marked with your names at the trailhead in the cash box.
Please remember, VH is an independent trail network. We are not KT. Considerable financial debt has been incurred in order to build our trails. Membership fees and event proceeds are keeping our trail network alive.
VIOLATORS and TRAIL POACHERS (Those who feel entitled to ride with out memberships) will be fined, humiliated on social media and banned from the trails when they are caught by our secret trail and parking police! The trees have eyes.. don't be foolish and skip this step. You will regret it and earn bad karma.
3) Oh….I have my Kingdom Trails Pass.Oh.. what this isn't Kingdom Trails?
VH has NO regular trail crew: We rely on our member base to help us by removing sticks and debris along the trails, as well as any garbage you see. Carry in, carry out!
VH has NO emergency bike patrol: Ride within your capabilities. Ride at your own risk. Always scout out jumps before attempting them. Call 911 if you get hurt. Mountain bike riding is dangerous and can result in the loss of life or limb. Don't ride alone.
BOOK CAMPSITES (There are only 3 sites) for $25/night For two cars. Additional cars at a campsite should pay $10 extra at 2428 Victory Hill Road.
No running water or electricity. Camping elsewhere isn't allowed.
Campers who wish to ride should buy day or season memberships as well- assuming they are riding as well. Make a separate booking for each night you stay in the campsite (3 night max) and for each day you ride . NO camping elsewhere on land.