An H-1B visa is a temporary work visa that lasts up to three years with the possibility of renewal. See 20 C.F.R. § 655.750(a)(1) (2008). As Edwards appears to acknowledge, an H-1B visa does not guarantee employment for the visa’s maximum duration. Indeed, the Immigration and Nationality Act expressly contemplates that an employer may dismiss a worker with an H-1B visa before the end of the visa’s maximum duration. See 8 U.S.C. § 1184(c)(5)(A) (stating that an employer must pay return expenses if it dismisses an employee “before the end of the period of authorized admission”). Accordingly, sponsorship of an H-1B visa alone does not imply that the employer-sponsor has guaranteed employment for the visa’s duration. See, e.g., Woods v. Era Med LLC, 677 F.Supp.2d 806, 818 (E.D.Pa.2010) (<HOLDING>). Although Edwards argues that Geisinger and
holding that an employers unwritten employment policy does not demonstrate an impermissible discriminatory motive holding that an employees opinion of the efficacy of an employment decision standing alone cannot supplant the employers business judgment holding that even an incorrect belief that an employees performance is inadequate can be a legitimate reason for an adverse employment action holding that an employers sponsorship of an employees 01 visa does not establish an employment contract for a definite term holding that there can be no implied contractual term at variance with an express term of a contract