You are heads-down at your client desk when someone from the front office says a visitor is asking for you by name. No meeting on the calendar. No warning email. Just a stranger with a government ID who wants to talk about your job.
This happens more often than most consultants realize, and it is not an accusation. It is a standard part of how USCIS verifies H-1B, and occasionally other, petitions after approval. Knowing what the visit is, who gets asked what, and how to respond will keep a routine check from becoming a stressful surprise.
This article explains the mechanics. It is general information, not legal advice, and you should confirm how any of this applies to your specific case with your employer's immigration attorney.
What an FDNS Site Visit Actually Is
USCIS's Fraud Detection and National Security Directorate (FDNS) runs a program often called the Administrative Site Visit and Verification Program, or ASVVP. Its purpose is to confirm that the facts stated in an approved petition, most commonly Form I-129 for H-1B, L-1, or similar classifications, match reality on the ground.
USCIS typically contracts with investigators to conduct these visits. They are usually unannounced, though not always. The officer or investigator is not there to argue immigration law with you. They are there to confirm a narrow set of facts: does this job exist, is it at the address on file, does the pay match, and is the work what the petition described.
Who the Officer Usually Wants to Talk To
A visit at a client site can touch several people, not just you. Common contacts include:
- A receptionist or front-desk staff, to confirm the company operates at that address
- Someone in HR or facilities, to confirm the petitioning employer has a presence or contractual relationship there
- Your on-site supervisor or manager, to confirm who directs your day-to-day work
- You, the beneficiary, to confirm your role, duties, and reporting line
If the client is a third party and your actual employer is a staffing or consulting firm, the officer is specifically checking that the end-client relationship, supervision structure, and worksite address line up with what was filed on the Form I-129 and the underlying Labor Condition Application (Form ETA-9035).
Questions Commonly Asked of the Worker
If the officer speaks with you directly, expect straightforward, factual questions rather than trick questions. Common areas include:
| Topic | Typical question |
|---|---|
| Job duties | What do you actually do day to day, and does it match the job description on file |
| Supervision | Who assigns your work and who evaluates your performance |
| Wage | What is your current pay rate, and does it match the LCA and petition |
| Worksite | Is this the location where you normally work, and how long have you been here |
| Employment relationship | Who is your legal employer, and who issues your paycheck |
Answer these truthfully and plainly. Do not guess at figures you are unsure of, and do not try to make an answer sound more favorable than it is. If you genuinely do not know something, for example the exact wage figure filed on your LCA, it is fine to say so and offer to have HR follow up with documentation. Coached or evasive answers create far more risk than an honest one that needs a follow-up clarification from your employer.
If You Are Not at the Worksite Listed on the Petition
This is the scenario that causes the most anxiety, and it deserves a direct answer.
H-1B petitions are tied to a specific worksite address, and that address flows from the certified LCA. A material change in worksite, particularly one outside the original metropolitan statistical area, generally requires the employer to obtain a new LCA and, per USCIS policy stemming from the Matter of Simeio Solutions decision, file an amended or new H-1B petition before you begin working at the new location.
If an officer shows up and you are physically at a different client site than the one on file, tell the officer the truth about where you currently work. Do not deny it, and do not speculate about why the paperwork has not caught up. Then:
- Contact your employer's HR or immigration point of contact immediately, the same day if possible
- Ask your employer to loop in the immigration attorney of record right away
- Provide the officer with your current supervisor's name and contact information if asked
- Avoid guessing about filing status, amendment timing, or legal conclusions; that is the attorney's job, not yours
A location mismatch does not automatically mean fraud or a denial. It is common for consultants to move between client engagements, and employers sometimes fall behind on the amendment paperwork. What matters most is a prompt, honest correction, not a cover story.
What to Do in the First Hour After a Visit
Whether the visit went smoothly or felt tense, treat it as time-sensitive.
- Write down the officer or investigator's name, the agency or contracting firm on their ID, and the questions asked, while it is fresh
- Notify your direct manager and your employer's HR or immigration liaison the same day
- Do not sign anything presented during the visit without your employer or attorney reviewing it first
- Keep a copy of your own pay stubs, offer letter, and any worksite change notices in case your attorney asks for them
- Expect a possible follow-up Request for Evidence tied to the visit; this is a normal continuation of the verification process, not a final decision
Employers are legally required to pay the wage stated on the LCA for hours worked, and to cover the standard costs associated with filing the H-1B petition itself. A site visit does not change those obligations, and it is a reasonable moment to confirm your pay stubs and worksite records are current.
A Calm, Documented Response Is the Strategy
There is no clever answer that helps you in a site visit. The strategy is accuracy, prompt internal notification, and letting your employer's attorney handle any legal interpretation. Officers conducting FDNS site visit questions are trained to spot inconsistency, not honesty about a scheduling gap or a client change that paperwork has not yet caught up with.
If you want a second set of eyes on how your current placement, worksite address, or supervision structure lines up with your filed petition, the team at Josh Pros LLC works with consultants across H-1B, L-1, TN, and E-3 arrangements every week and can help you think through the right questions to ask your employer. Reach out at contact@joshpros.com or visit https://joshpros.com.
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This is general information, not legal advice. Immigration rules change and outcomes depend on your individual circumstances. Confirm anything that affects your case with a licensed immigration attorney.
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