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Upcoming changes to ISO visa processing fees effective July 1, 2026

We recognize that units across the University continue to navigate tight budgets and complex planning needs. With that in mind, we want to provide advance notice of upcoming changes to the International Scholars Operations (ISO) visa processing fees. These changes will take effect on July 1, 2026, and are based on updated cost analysis designed to better align fees with the work required for each visa type while improving equity across units.

What’s changing:

J-1 visa requests

ISO will move from per-person, per-year billing to a flat fee per visa request for J visas. Under this new structure, most J-1 visa requests will be substantially less expensive than under the current model. As an example, under the current structure a visa request for one J-1 with three J-2 dependents, covering a period of two years, would be billed eight J-1 fees ($4,152 at the current rate). Under the new fee structure, this same visa request would be billed a single J-1 fee ($522 at the new rate).

H, TN, and E-3 visa requests

Fees for H-1B, TN, and E-3 visa requests will be updated to reflect the higher level of staff time, professional development, and other costs required for these cases.

EB-2 special handling permanent residence sponsorship

A new fee will be created for EB-2 special handling permanent residence sponsorship to more fairly apportion costs involved in this process. Creating a separate fee ensures that these costs are more equitably allocated to the units that directly benefit from this service.

Other adjustments

  • The J amendment fee will increase slightly
  • The O-1/EB-1B hourly fee will decrease to reflect updated cost analysis

ISO fees under the new structure:

  J visa fee
(per visa request)
J amendment fee
(per request; includes Add J-2 Dependent)
O-1/EB-1B* (hourly fee) H/TN/E-3 visa fee*
(per visa request)
EB-2 Special Handling Permanent Residence* (per visa request)

2026-27 rate

$522 $102 $85 $1,069 $1,581
2025-26 rate $519 $99 $102 $519 N/A
% change 0.6% 3.5% -17.1% 106%

N/A

*Please note these fees do not include fees charged by U.S. Citizenship & Immigration Services.

Timing, billing and reimbursement

Visa requests that are conditionally approved on or after July 1, 2026 will be charged at the new rate. Updated fees will appear on invoices issued on or after July 2. These new fees will apply through June 30, 2027; units should expect that fees will change again effective on or after July 1, 2027.

Please note that all fees associated with H-1B, E-3, TN, O-1/EB-1B, and permanent residence sponsorship, including the related visa request fees, are paid by the host department and cannot be passed on to the international scholar.

For J-1 scholars who are not members of the UAW Postdoctoral Scholars Local 4121, reimbursement may be requested by the department from scholars for the J visa request fee and J-1 amendment fee. The UAW 4121 2023-25 contract prevents units from requesting reimbursement for J-1 visa fees from postdoctoral scholars.

For more information on visa processing fees and U.S. government visa fees, see the Visa Fees page; this page will be updated on July 1 to reflect these changes. Please contact ISO with questions you have regarding this announcement.

FAQ:

Q: Why does ISO charge fees?

A: ISO is a recharge unit; all salaries, technology, supplies, and professional development costs for ISO are directly supported by fees for services rather than by UW general operating funds.

Q: Why isn’t the J visa request fee going down if other fees are going up?

A: Changes to how the J visa request is billed (by ending per-person, per-year billing) means that most J visa requests will be significantly cheaper, and ISO’s total billing for J-1s will be significantly lower, than they have been heretofore, even if the fee itself will not change significantly.

Q: Why is the new H visa request fee so high?

A: H visa requests require significantly more work and application of specialized knowledge than J-1s. The higher fee reflects the increased costs associated with this visa type. The new fee is also consistent with fees charged by peer institutions and is significantly cheaper than those charged by private law offices.

Q: Why do we have to pay for EB-2 permanent residence sponsorship when we didn’t before?

A: EB-2 sponsorship requires significant work and specialized knowledge. Previously the cost of this work was being redistributed over the visa request fees for other visa types processed by ISO, meaning that some units were effectively subsidizing “free” permanent residence sponsorship for faculty in other units. Creating a separate fee for this sponsorship redistributes those costs more equitably to the units that will directly benefit from it.

Q: At what point in the visa process will units be billed the new visa request fee for EB-2 Special Handling Permanent Residence sponsorship?

A: For any EB-2 permanent residence initiated after June 30, 2026, ISO will contact the unit to submit an EB-2 visa request form; submission to DOL (Step 6 on our How to Sponsor EB-2 Permanent Residence page) will not occur until that visa request form has been received and approved. ISO advisors will work with units to manage associated timelines and processes.

Q: Can our unit still sponsor O-1A Extraordinary Ability visas and EB-1B permanent residence through the outside counsel pilot program?

A: Yes. ISO still partners with an outside immigration law firm to support O-1 and EB-1B sponsorship for eligible faculty members. Please note that this service typically has higher associated fees than processing through ISO. To find more information regarding outside counsel sponsorship, please see our webpages on O-1A Extraordinary Ability Visas and How to Sponsor EB-1B Permanent Residence. Note that all EB-2 Special Handling cases for permanent residence sponsorship will continue to be processed exclusively through ISO.

Retirement & Reemployment at the UW

This guide consolidates essential administrative guidance provided as part of a joint presentation by the Office of Academic Personnel & UW Human Resources Benefits, given January 2025.

Presentation Overview

UW Retirement Benefits Information

  • Eligibility
  • Applying to retire
  • Retirement plan restrictions on reemployment

Academic Personnel Reemployment Information

  • Emeritus appointments
  • Academic personnel policies

UW Retirement Benefits

Important Disclaimers

  • Information is current as of the presentation date
  • Informational only; not exhaustive
  • Plan rules summarized for clarity
  • Do not rely solely on examples for planning
  • Final limits determined by the applicable retirement plan

Retirement Eligibility

Eligibility depends on the retirement plan:

Applying To Retire

UW Retirement Application Requirements

  • Online application required
  • May submit:
    • No earlier than 6 months before UW separation date
    • No later than 60 days after leaving employment
      • Applications submitted after 60 days = not a UW retiree
    • TRS/PERS participants must also submit a DRS Retirement Application
    • UW Retirement Checklist (PDF)

Retirement vs. Termination Dates

  • Termination date: last day worked
  • Retirement date: first day of the next month
    • June 15 → July 1
    • December 31 → January 1
  • Contact UWHR Benefits if termination falls on a weekend/holiday

Reemployment After Retirement – Benefits Rules

UW Retirement Plan (UWRP) Retirees

  • Must identify as a UWRP retiree
  • No waiting period to return to work
  • Immediate return may delay retirement fund access
  • Limited to 40% FTE per calendar year (Jan–Dec)

Department of Retirement Systems (DRS) Retirees

(Applies to TRS, PERS, and other DRS plans)

  • Must identify as a DRS retiree
  • 30-day waiting period after retirement date
  • Returning early:
    • TRS 3 benefit reduced 5.5% per 7 hours/month
    • Reduction continues until 30 consecutive days without work
  • Returning before retirement date cancels DRS application
  • Maximum 867 hours per calendar year
    • Exceeding limit stops monthly benefit
    • Benefits resume when employment ends or next calendar year begins

Washington State Department of Retirement Systems

Retirement Education & Workshops

Academic personnel are strongly encouraged to attend a retirement workshop.

Academic Personnel: Working After Retirement

Giving Notice of Retirement

Guidance published on APF’s Leaving the UW page:

  • Faculty & Librarians: written notice to dean/chancellor as soon as possible (preferably 1 quarter ahead)
  • Other academic personnel: written notice to supervisor (preferably at least 2 weeks ahead)

Academic Reemployment

  • Reemployed faculty must have:
    • An emeritus appointment, or
    • A retiree-version of their pre-retirement title
  • Reemployment is at the unit’s discretion, unless vested right applies

Pro Tip:
Run Workday Report R0749 to confirm no outstanding sabbatical service obligation.

Emeritus Status

What Is Emeritus?

A lifelong honorary designation recognizing achievements and service.

Eligibility

  • Retiring faculty at full or associate professor rank (tenure, WOT, research, teaching, clinical)
  • Retiring librarians with permanent or continuing status
  • 10+ years of meritorious service

Emeritus Appointment Basics

  • Requested at time of retirement
  • May begin:
    • Day after retirement, or
    • No later than 1 year after retirement
  • Lifetime appointment
  • May be paid or unpaid

Vested Right To Reemploy (Faculty)

Who Has a Vested Right?

  • Faculty retiring from a tenured associate or full professor role
  • Age 62 or older at retirement

Limitations

  • Limited to 40% of tenure value
  • Applies only to the 5 years following retirement
  • Applies only to classroom teaching
  • Subject to:
    • State FTE limits
    • UW compensation rules

Additional Considerations

  • Retiring early does not extend the 5‑year window
  • Skipping years does not extend eligibility
  • Faculty retiring before age 62 lose vested right
  • No vested right for faculty on DRS retirement plans
  • UW may discontinue reemployment due to:
    • Performance concerns
    • Program elimination
    • Financial emergency

Compensation & Reemployment Policies

  • Total compensation limited to 40% of base salary at retirement
  • Applies across all funding sources
  • Base salary must match retirement base
  • Academic year considered July 1 – June 30
  • 9‑month appointees may request inclusion of summer salary history
  • No merit-based salary increases for reemployed retirees

Rehiring In Workday – Resources

Key Contacts & Resources

Reappointments, Retention Salary Adjustments, and Leave

This guide consolidates essential administrative guidance related to reappointments, compensation, A/B retention salary adjustments, and sabbatical leave as presented in the October 2024 and April 2025 Administrators Forums, Office for Academic Personnel & Faculty (APF).

Reappointments

Core Definition

Reappointment applies to fixed‑term academic personnel and includes:

  • A unit decision to reappoint or end an appointment
  • Written notification to the individual
  • Updating Workday records

Reappointment is not:

  • A promotion or academic review
  • A rank/title change requiring the promotion process
  • An action after a break in service (that is a rehire)

Voting and Decision‑Making

  • Eligible voting members vote on whether to reappoint
  • Authority may be delegated for specific appointment types (e.g., affiliate, annual clinical, part‑time lecturers)
  • Committees must include more than one person and may not include the chair or dean
  • Dean/chancellor makes the final decision
  • All outcomes must be communicated in writing

Voting Guidelines:

Notification Deadlines

  • Faculty Code 24‑41 requires advance written notice of reappointment decisions
  • Without timely notice, the default outcome is reappointment
  • Notification deadlines vary by service period and appointment type

Faculty Code Chapter:

Reappointment Process Changes (Clinical & Affiliate Faculty)

  • Annually appointed clinical faculty and affiliate faculty are no longer eligible for Provost‑level promotion review
  • Rank changes for these populations occur during reappointment
  • Final decisions are made by the dean or chancellor

A/B Retention Salary Adjustments

Policy Highlights

  • Uniform tri‑campus policy
  • Unified form for standard and A/B retention requests
  • Reduced responsibility is not required if faculty were 100% tenure‑eligible at hire
  • New “Unfunded B Component” codes forthcoming
  • A/B retention moratorium has been lifted

Resources

Sabbaticals (Paid Professional Leave)

Overview

Sabbatical leave is a privilege, not a guarantee, intended as a release from regular academic duties to focus on research, scholarship, and professional development.

Governing Policies

Eligibility Highlights

  • Eligible no earlier than the 7th year since hire or return from a prior sabbatical
  • May apply in the 6th year
  • Clock‑managed faculty may apply but cannot take a sabbatical until promotion/tenure is effective
  • Leave of absence can affect future accrual
  • Use Sabbatical Eligibility Assessment Report R0878

Duration and Salary Support

  • 1 quarter: 100% salary
  • 2 quarters: 75% salary
  • Full academic year: 67% salary
  • Statutory limit for 2025–26: $20,228 (state and local funds)

Faculty and librarians may supplement sabbatical salary up to full base salary using allowable funding sources. H‑1B faculty must maintain salary levels consistent with visa requirements.

Outside Work and Compensation

  • No remunerative employment or for‑credit teaching elsewhere
  • Outside work approvals under EO 57 must be separate from the sabbatical
  • Supplemental funding must not interfere with the approved sabbatical plan

Completion and Return to Service

  • Post‑sabbatical report required and submitted to: APLeaves@uw.edu
  • Return to service obligation applies following sabbatical leave
  • Failure to return may trigger a repayment obligation

Audit Tool:

  • R0749 Post‑Sabbatical Service Obligation Audit