USA Construction Worker Visa Program 2026: The $55,000 Relocation Guide

The United States construction industry in 2026 is operating at historic capacity. Fueled by unprecedented federal investments—including the ongoing rollout of the $1.2 trillion Infrastructure Investment and Jobs Act (IIJA), the CHIPS and Science Act, clean energy grid modernization, and a nationwide drive to address a multi-million-unit residential housing deficit—commercial, civil, and industrial contractors are breaking ground at record velocity.

Yet, this building surge faces a persistent challenge: an acute shortage of skilled, semi-skilled, and site-ready construction labor.

According to economic forecasts from the Associated Builders and Contractors (ABC) and the U.S. Bureau of Labor Statistics (BLS), the American construction sector must recruit hundreds of thousands of net new workers each year to meet project milestones. With domestic trade schools and local labor pools unable to keep pace, American contractors are increasingly turning to federally regulated immigration programs to recruit talent from abroad.

For international workers, this dynamic has created an exceptional career pathway: the opportunity to secure an entry-level to mid-tier construction role in the United States offering starting packages of $55,000+ USD per year, backed by legal employer visa sponsorship and structured relocation support.

Whether you are an equipment operator, a concrete specialist, a commercial framer, or an ambitious site laborer looking for a fresh start in the American economy, this comprehensive relocation guide details the legal visa pathways, salary and overtime mechanics, application strategies, credential requirements, and essential protections for 2026.

1. The 2026 US Construction Boom: Why American Employers Are Sponsoring Overseas Talent

For generations, American construction firms relied predominantly on regional labor markets and domestic recruitment networks. However, demographic shifts and economic factors have altered this dynamic:

• The Demographic Retirement Wave: A substantial portion of the American trade workforce—master carpenters, heavy plant operators, certified commercial pipefitters, and concrete superintendents—has reached retirement age. Domestic vocational pipelines are graduating apprentices at a slower rate than veteran craftsmen are exiting the field.

• Large-Scale Industrial Developments: Massive microchip semiconductor manufacturing plants in Arizona, Texas, and Ohio, alongside electric vehicle battery gigafactories throughout the Midwest and South, require thousands of workers on single job sites over multi-year building phases.

• Severe Financial Penalties for Project Delays: Commercial contracts feature strict liquidated damages provisions. When a general contractor fails to deliver a $200 million hospital wing, distribution warehouse, or highway bypass on schedule due to missing crews, breach-of-contract penalties can range from $10,000 to over $100,000 per day.

• Statutory Federal Immigration Mechanisms: To prevent critical infrastructure delays, federal regulations administered by the U.S. Department of Labor (DOL) and U.S. Citizenship and Immigration Services (USCIS) provide structured mechanisms allowing vetted enterprises to sponsor international talent once rigorous local recruitment criteria have been satisfied.

For international workers, this demand provides access to competitive American wages, occupational safety standards governed by federal law, and legitimate pathways to temporary or permanent U.S. residency.

2. Deconstructing the $55,000 Package: Base Pay, Overtime, and Allowances

When an American construction enterprise advertises an opportunity valued at $55,000 to $65,000+ USD, international applicants should understand how compensation is structured under United States labor law.

In the U.S. construction industry, site-based workers are rarely paid a flat, fixed annual salary. Instead, compensation is governed by hourly wage rates, statutory overtime multipliers, and per diem allowances.

┌─────────────────────────────────────────────────────────────────────────────┐
│                 U.S. CONSTRUCTION COMPENSATION ARCHITECTURE                 │
└──────────────────────────────────────┬──────────────────────────────────────┘
                                       │
         ┌─────────────────────────────┼─────────────────────────────┐
         ▼                             ▼                             ▼
┌─────────────────┐           ┌─────────────────┐           ┌─────────────────┐
│ BASE HOURLY PAY │           │FLSA OVERTIME PAY│           │PER DIEM & EXTRAS│
│ $21.00 – $26.00 │           │ 1.5x Multiplier │           │ Daily Lodging / │
│ Mandated by DOL │           │ All hours over  │           │ Food Stipends / │
│ Prevailing Wage │           │ 40 hrs/workweek │           │ Relocation Cash │
└─────────────────┘           └─────────────────┘           └─────────────────┘

The Fair Labor Standards Act (FLSA) and Mandatory Overtime

Under the federal Fair Labor Standards Act (FLSA), all non-exempt hourly construction workers must receive overtime pay at no less than 1.5 times their regular hourly rate for any hours worked beyond 40 hours during a single 7-day workweek.

Because civil infrastructure and commercial building projects regularly operate on 45- to 50-hour weekly schedules to take advantage of favorable seasonal weather, overtime represents a significant earnings accelerator:

• Baseline Hourly Wage: $22.50 per hour (a standard prevailing wage rate for semi-skilled site labor).

• Overtime Hourly Rate (1.5x): $33.75 per hour.

• Standard Hours (40 hours/week × $22.50): $900.00 weekly ($46,800 annually over 52 weeks).

• Consistent Overtime (8 hours/week × $33.75): $270.00 weekly ($14,040 annually over 52 weeks).

• Total Projected Gross Earnings: $60,840 USD (comfortably clearing the $55,000 threshold).

Per Diem Stipends and Relocation Support

Beyond direct hourly payroll, major civil engineering firms and industrial subcontractors frequently include supplemental relocation provisions to assist foreign hires:

• Inbound/Outbound Travel Reimbursement: Under federal regulations governing the H-2B guest worker program, sponsoring employers must provide or reimburse reasonable travel and subsistence expenses from the worker’s home country to the project site once the worker completes 50% of the contract period, as well as return travel upon contract completion.

• Per Diem Allowances: For remote, utility-scale, or interstate infrastructure projects, employers often provide non-taxable daily per diem rates (governed by General Services Administration – GSA tables) to cover temporary lodging and food expenses.

• Tool and Gear Allowances: Federal workplace safety regulations mandate that employers provide all required personal protective equipment (PPE)—such as certified hard hats, high-visibility outerwear, protective eyewear, and safety gloves—at zero cost to the employee.

3. Navigating the Visa Pathways: H-2B vs. EB-3

Securing employment in the United States requires sponsorship under an authorized federal visa category. For construction workers, international relocation is achieved primarily through two programs:

┌─────────────────────────────────────────────────────────────────────────────┐
│                 TEMPORARY VS. PERMANENT WORKER VISA PATHWAYS                │
└──────────────────────────────────────┬──────────────────────────────────────┘
                                       │
         ┌─────────────────────────────┴─────────────────────────────┐
         ▼                                                           ▼
┌─────────────────────────────────┐         ┌─────────────────────────────────┐
│            H-2B VISA            │         │            EB-3 VISA            │
│  (Temporary Non-Agricultural)   │         │    (Permanent Residence / PR)   │
├─────────────────────────────────┤         ├─────────────────────────────────┤
│ • Valid for 9–10 months/season  │         │ • Grants an official U.S. Green │
│ • Renewable up to 3 years max   │           Card immediately upon arrival   │
│ • Tied to temporary peak-load   │         │ • Year-round, permanent position│
│   or seasonal operational needs │         │ • Derivative Green Cards for    │
│ • Shorter processing timelines  │           spouse & unmarried children (<21│
│ • Statutory annual visa caps    │         │ • Requires multi-tier PERM audit│
└─────────────────────────────────┘         └─────────────────────────────────┘

A. The H-2B Temporary Non-Agricultural Worker Visa

The H-2B program allows U.S. employers to hire foreign nationals to fill temporary, non-agricultural positions where domestic labor is unavailable:

• The Temporary Need Requirement: The employer’s operational need must be temporary. In construction, this is established through seasonal need (e.g., roofing, paving, or exterior structural framing limited by cold weather) or peak-load need (e.g., scaling up an extra shift to complete a large multi-million-dollar commercial project).

• Length of Stay: Granted for the certified project period (typically 6 to 10 months). The visa can be extended in annual increments up to a statutory maximum of three consecutive years. After reaching the three-year limit, the worker must depart the U.S. for an uninterrupted 90-day period before applying for H-2B status again.

• Annual Allocation Caps: Congress sets an annual statutory quota of 66,000 H-2B visas per fiscal year, divided equally between the fall/winter and spring/summer hiring seasons. The Department of Homeland Security (DHS) and the Department of Labor regularly release tens of thousands of supplementary H-2B visas to accommodate severe labor shortages in heavy industry.

B. The EB-3 Immigrant Visa (Permanent Residence / Green Card)

For workers and employers seeking a long-term, permanent solution, the EB-3 Employment-Based Immigrant Visa offers permanent settlement:

• Green Card Status Upon Arrival: Unlike temporary visas, entering the U.S. on an approved EB-3 visa grants the worker an official Permanent Resident Card (Green Card), conferring unrestricted, lifelong domestic work authorization.

• Two Relevant Subcategories:

  1. EB-3 Skilled Workers: For trades requiring at least two years of documented vocational training or professional experience (e.g., licensed commercial electricians, structural welders, heavy crane operators).

  2. EB-3 Other Workers (Unskilled): For positions requiring less than two years of training (e.g., general construction laborers, concrete form helpers, site prep crew).

• Family Inclusion: Your legal spouse and unmarried dependent children under 21 years of age are automatically granted immigrant visas as derivative beneficiaries, giving your spouse full employment authorization and your children access to public schooling and domestic university tuition rates.

• The PERM Waiting Window: Because EB-3 visas confer permanent residency, the employer must complete the permanent PERM Labor Certification process with the Department of Labor. Applications are governed by the monthly U.S. Department of State Visa Bulletin, which tracks priority date movement based on country of birth.

4. Top In-Demand Construction Trades Sponsoring at $55,000+ in 2026

U.S. employers invest substantial capital to sponsor international candidates. As a result, hiring is focused on trades where domestic shortages are most acute and where reliable personnel are essential to site operations:

1. Concrete Laborers, Form Setters & Finishers

• Prevailing Wage Range: $20.00 – $26.50/hr (Overtime: $30.00 – $39.75/hr).

• Primary Scope of Work: Assembling modular timber and steel formwork, securing structural reinforcement grids (rebar), operating mechanical concrete vibrators, and finishing slabs with power trowels.

• Why Employers Sponsor: Concrete placement is time-sensitive. Once ready-mix concrete trucks arrive on site, the material must be poured, screeded, and finished within precise chemical curing windows. Having reliable crews prevents costly structural failures.

2. Commercial Rough Carpenters & Framers

• Prevailing Wage Range: $22.00 – $28.00/hr (Overtime: $33.00 – $42.00/hr).

• Primary Scope of Work: Structural lumber and light-gauge steel stud framing, erecting roof trusses, laying floor decking, and installing exterior thermal sheathing.

• Why Employers Sponsor: High-density multi-family residential developments and commercial logistics warehouses require large, synchronized framing crews to meet rapid structural turnover targets.

3. Heavy Equipment & Earthmoving Operators

• Prevailing Wage Range: $24.00 – $34.00/hr (Overtime: $36.00 – $51.00/hr).

• Primary Scope of Work: Operating 20- to 50-ton hydraulic excavators, GPS-guided bulldozers, trenchers, backhoes, and articulated dump trucks for site preparation and utility trenching.

• Why Employers Sponsor: Earthmoving machinery represents millions of dollars in capital investment. Sponsoring experienced, safety-conscious operators minimizes machinery wear and reduces site utility strike risks.

4. Commercial Roofing Assistants & Waterproofing Technicians

• Prevailing Wage Range: $20.50 – $26.00/hr (Overtime: $30.75 – $39.00/hr).

• Primary Scope of Work: Hoisting insulation boards, heat-welding single-ply commercial membranes (TPO/EPDM), applying modified bitumen, and waterproofing foundation structures.

• Why Employers Sponsor: Roofing requires working at heights in diverse weather conditions, leading to high turnover among local crews and steady demand for international workers.

5. Highway, Paving & Traffic Control Specialists

• Prevailing Wage Range: $19.50 – $25.00/hr (Overtime: $29.25 – $37.50/hr).

• Primary Scope of Work: Operating asphalt paving machinery, running pneumatic rollers, setting up temporary civil lane closures, and managing highway traffic safety corridors.

• Why Employers Sponsor: Infrastructure modernization projects funded by federal highway grants frequently operate round-the-clock night shifts, requiring dependable staff willing to work irregular schedules.

5. Construction Trades Salary, Visa & Requirements Matrix

To assist in evaluating prospective job offers, the table below provides a comparative overview of pay rates, projected earnings with overtime, visa compatibility, and common credential requirements across key construction roles:

6. The Step-by-Step Legal Roadmap: From PWD to Consular Interview

Securing a U.S. work visa requires strict compliance with federal administrative procedures. Sponsoring employers must complete sequential filings across multiple government agencies:

[ Step 1: Prevailing Wage Determination (Form ETA-9141 filed with DOL) ]
                                   │
                                   ▼
[ Step 2: Mandatory U.S. Domestic Labor Market Recruitment Campaign ]
                                   │
                                   ▼
[ Step 3: Labor Certification Granted (ETA-9142B for H-2B OR ETA-9089 for EB-3) ]
                                   │
                                   ▼
[ Step 4: Petition Adjudication with USCIS (Form I-129 OR Form I-140) ]
                                   │
                                   ▼
[ Step 5: Consular Processing & Biometrics Appointment at U.S. Embassy ]
                                   │
                                   ▼
[ Step 6: Visa Stamped -> U.S. Port of Entry Admission -> SSN Issued ]

Step 1: Prevailing Wage Determination (PWD)

The sponsoring contractor submits Form ETA-9141 to the Department of Labor’s National Prevailing Wage Center. The DOL determines the mandatory minimum hourly rate for that specific occupation and geographic county. Under federal law, the employer must offer at least this prevailing wage to ensure foreign recruitment does not undercut domestic pay scales.

Step 2: Mandatory Domestic Recruitment Campaign

Before hiring an international candidate, the contractor must prove that no qualified domestic workers are available:

• Placing job orders with the relevant State Workforce Agency (SWA).

• Running public recruitment advertisements in local newspapers of general circulation and on major digital employment boards.

• Interviewing all domestic applicants who meet minimum qualifications.

• Only when domestic recruitment yields an insufficient number of qualified U.S. applicants will the Department of Labor certify the petition.

Step 3: Labor Certification Adjudication

• For H-2B Visas: The DOL issues an approved Temporary Labor Certification (Form ETA-9142B) verifying that the seasonal or peak-load need is genuine.

• For EB-3 Visas: The DOL issues an approved Permanent Labor Certification (Form ETA-9089) under the permanent PERM framework.

Step 4: USCIS Petition Filing

The contractor files the formal petition with U.S. Citizenship and Immigration Services:

• H-2B: The employer files Form I-129 (Petition for a Nonimmigrant Worker).

• EB-3: The employer files Form I-140 (Immigrant Petition for Alien Worker), submitting audited financial statements proving their continuous financial ability to pay the offered wage.

Step 5: Consular Processing and In-Person Interview

Once USCIS approves the petition, the case file is transferred to the National Visa Center (NVC) and the U.S. Embassy or Consulate in the candidate’s home country:

• The candidate completes the online visa application (Form DS-160 for temporary H-2B visas, or Form DS-260 for permanent EB-3 Green Cards).

• The applicant completes a medical screening with an authorized embassy panel physician to screen for communicable diseases and verify standard vaccinations.

• The applicant attends an in-person visa interview at the U.S. Embassy or Consulate, presenting identity documents, police certificates, and proof of qualifications.

• Upon approval, the visa stamp is affixed to the passport, authorizing entry into the United States.

7. Vital Certifications That Strengthen Your Application

While entry-level roles do not require university degrees, holding recognized vocational safety and trade credentials distinguishes your profile from thousands of international applicants:

A. The OSHA 10-Hour & 30-Hour Construction Safety Cards

The Occupational Safety and Health Administration (OSHA) sets and enforces safety standards on American job sites:

• OSHA 10-Hour Construction: Covers fundamental site safety principles: fall prevention, personal protective equipment (PPE), hazard communication, ladder safety, and electrical hazard awareness.

• OSHA 30-Hour Construction: Designed for lead hands, foremen, and experienced tradespeople. Covers trenching and excavation, scaffolding safety, material handling, and job hazard analysis (JHA).

• Holding a verifiable OSHA 10 or 30 credential shows hiring managers that you understand U.S. safety protocols and helps contractors manage site insurance risk.

B. NCCER Credentials (National Center for Construction Education & Research)

The NCCER provides standardized trade assessments and certifications recognized across the American industrial construction market:

• Completing accredited modules in commercial carpentry, electrical work, plumbing, or heavy equipment operations provides standardized proof of technical competency, validating foreign experience for U.S. employers.

C. Basic Functional English for Job Site Safety

International workers do not require academic English fluency, but they must demonstrate functional workplace comprehension. Site supervisors and consular officers evaluate whether a worker can:

• Understand critical verbal safety instructions (e.g., “Crane blind lift underway—clear the radius!”).

• Read chemical safety labels, danger placards, and site evacuation routes.

• Report safety incidents and communicate with project team members.

8. Regional Analysis: Sponsoring States, Cost of Living & Real Take-Home Pay

Where you work in the United States directly influences your purchasing power and net savings. In the construction industry, relocation destinations are concentrated in states with high infrastructure activity, favorable business climates, and manageable regional living costs.

┌─────────────────────────────────────────────────────────────────────────────┐
│             REGIONAL TAKE-HOME COMPARISON ON A $56,000 GROSS WAGE           │
├─────────────────────────────────────────────────────────────────────────────┤
│  TEXAS / FLORIDA (0% State Tax)              OHIO / INDIANA (~3.5% Tax)     │
│  ├── Gross Salary: $56,000                   ├── Gross Salary: $56,000      │
│  ├── Federal Income Tax: ~$4,650             ├── Federal Income Tax: ~$4,650│
│  ├── FICA (Social Security/Med): ~$4,284     ├── FICA: ~$4,284              │
│  ├── State Income Tax: $0.00                 ├── State Income Tax: ~$1,960  │
│  └── Net Take-Home: ~$47,066 / year          └── Net Take-Home: ~$45,106 /yr│
│                                                                             │
│  *NET DIFFERENCE: ~$1,960+ MORE DISPOSABLE CASH IN ZERO-INCOME-TAX STATES!  │
└─────────────────────────────────────────────────────────────────────────────┘

1. Texas (The Gulf Coast & Sun Belt Industrial Corridor)

• Economic Drivers: Petrochemical refinery expansions, highway modernizations, high-density residential subdivisions, and data center developments.

• Tax Profile: Texas levies 0% state personal income tax.

• Cost of Living: Modest housing costs outside major metropolitan centers like Austin and Dallas allow relocated workers to maximize net savings.

2. Florida (Civil Infrastructure & Residential Developments)

• Economic Drivers: Highway interchanges, bridge retrofits, commercial hospitality projects, and coastal residential communities.

• Tax Profile: Florida levies 0% state personal income tax.

• Cost of Living: Year-round warm weather ensures continuous construction schedules with minimal weather-related shutdowns.

3. Ohio & The Industrial Midwest (EV Gigafactories & Civil Upgrades)

• Economic Drivers: Advanced microchip fabrication plants, electric vehicle battery facilities, and municipal utility rehabilitation projects.

• Tax Profile: Modest state income taxes (typically 2.75% to 3.75%), offset by lower rental housing and grocery costs compared to coastal states.

Illustrative Monthly Budget: Construction Worker Earning $56,000 in Texas

9. Avoiding Visa Scams & Understanding US Labor Protections

Because global demand for U.S. work opportunities is high, fraudulent recruiters and deceptive brokers often target international job seekers. Protecting yourself requires understanding your statutory rights under U.S. law:

• The Anti-Kickback Rule (20 CFR § 656.12 & 20 CFR § 655.9): Under federal law, it is illegal for an employer, staffing agency, or recruiter to demand or accept payment from a prospective worker for job placement or visa sponsorship fees. Legitimate corporate contractors cover all Department of Labor certification costs and USCIS petition fees out of their own operating budgets. Anyone demanding thousands of dollars upfront to “secure your visa sponsorship contract” is violating federal labor regulations.

• Verify Certified Openings on SeasonalJobs.dol.gov: The U.S. Department of Labor maintains an official, publicly accessible search portal (SeasonalJobs.dol.gov) where every approved, active H-2B job order is listed. Candidates can review the employer’s corporate name, certified worksite locations, approved hourly wage rates, and official contact information directly without paying intermediaries.

• Official Visas Are Issued Only by U.S. Embassies: No private agency or travel coordinator has the legal authority to grant an American work visa. Visas are issued exclusively by consular officers following an in-person biometric appointment at an official U.S. Embassy or Consulate.

• Workplace Safety and Non-Retaliation Protections: Under the Occupational Safety and Health Act, every worker in the United States—regardless of nationality or immigration status—has the statutory right to a safe working environment, employer-provided safety gear, and legal protection against retaliation for reporting unsafe site conditions.

10. Frequently Asked Questions (FAQs)

Do I need a formal university degree to qualify for a U.S. construction visa?

No. Neither the H-2B non-immigrant visa nor the EB-3 “Other Workers” immigrant visa requires a college or university degree. These categories are designed for skilled tradespeople, equipment operators, and general site laborers who possess physical stamina, mechanical aptitude, basic safety awareness, and reliable work ethic.

Can I bring my family with me on a construction visa?

• On an EB-3 Immigrant Visa: Yes. Your legal spouse and unmarried children under age 21 receive immigrant visas as derivative beneficiaries. They receive Green Cards alongside you, granting your spouse unrestricted work authorization and your children access to public schooling.

• On an H-2B Temporary Visa: Your family can accompany you on H-4 dependent visas. However, family members on H-4 visas tied to an H-2B principal are not permitted to work in the United States, though children are permitted to attend school.

What happens if bad weather halts construction on an hourly contract?

Legitimate H-2B contracts are subject to the three-fourths guarantee (20 CFR § 655.20). Under federal regulations, the employer must guarantee to offer the worker employment for a total number of work hours equal to at least three-fourths of the workdays in each 12-week period (or 6-week period if the contract is shorter). If weather interrupts operations, the employer must still meet this statutory hours threshold or compensate the worker accordingly.

Can an H-2B construction worker transition to an EB-3 Permanent Green Card?

Yes. While the H-2B is a temporary non-immigrant visa that does not lead automatically to a Green Card, an employer who values your performance can choose to sponsor you for permanent residency through the EB-3 PERM process while you are working in the U.S., provided all statutory requirements and Department of Labor recruitment criteria are met.

11. The 12-Month Relocation Action Blueprint

Securing a sponsored U.S. construction job requires methodical preparation and execution:

[ Months 1–2: Documentation Audit & Passport Renewal ]
                             │
                             ▼
[ Months 3–4: Safety Training (OSHA 10) & U.S. Resume Drafting ]
                             │
                             ▼
[ Months 5–6: Employer Search via SeasonalJobs.dol.gov & Direct Portals ]
                             │
                             ▼
[ Months 7–8: Virtual Interviews & Job Offer Verification ]
                             │
                             ▼
[ Months 9–10: Employer Labor Certification & USCIS Petition Filing ]
                             │
                             ▼
[ Months 11–12: Consular Processing, Medical Screenings & U.S. Deployment ]

1. Months 1–2: Documentation Audit & Foundational Paperwork

   • Ensure your international passport has at least two years of remaining validity.

   • Gather verified records of past construction, mechanical, or trade employment, including signed reference letters on company letterhead, tax stubs, and apprenticeships.

   • Secure certified police clearance certificates from every jurisdiction where you have lived for six months or longer since age 16.

2. Months 3–4: Safety Certification & Resume Optimization

   • Complete an accredited online OSHA 10-Hour Construction Safety training program to secure your official completion card.

   • Format a clean, one-page U.S.-style resume. Highlight concrete metrics (e.g., “Assembled modular concrete formwork on a 60-unit residential build with zero safety infractions”), specific equipment models operated (Caterpillar, Komatsu, Bobcat), and eliminate personal photos, marital status, or age to comply with U.S. hiring standards.

3. Months 5–6: Target Verified Sponsoring Contractors

   • Monitor SeasonalJobs.dol.gov for active, certified H-2B job orders in commercial framing, concrete placement, and highway operations.

   • Research general contractors and specialty subcontractors with documented histories of petitioning for foreign tradespeople on the Department of Labor’s Foreign Labor Certification disclosure registries.

4. Months 7–8: Virtual Interviews & Offer Confirmation

   • Prepare for video interviews by articulating your knowledge of job hazard analysis (JHA), blueprint symbols, hand and power tool safety, and on-site communication.

   • Review formal job offer letters to confirm that the base hourly rate meets or exceeds the certified prevailing wage and that mandatory overtime provisions are clearly specified.

5. Months 9–10: Labor Certification & USCIS Petition Processing

   • The employer completes the required domestic recruitment campaign and secures an approved Labor Certification (ETA-9142B or ETA-9089) from the Department of Labor.

   • The employer files Form I-129 or Form I-140 with USCIS, monitoring adjudication updates.

6. Months 11–12: Consular Processing & Site Deployment

   • Upon petition approval, complete your online Form DS-160 or DS-260 application.

   • Schedule and complete your medical evaluation with an authorized embassy panel physician.

   • Attend your consular interview at the nearest U.S. Embassy or Consulate with your organized documentation folder.

   • Receive your visa foil, book your employer-arranged travel, report to your U.S. job site, and obtain your Social Security Number to launch your American construction career.