How can EB-5 investors protect their rights to equal employment opportunities?

This might be more of a job for an employment law attorney but as long as your EAD is valid, you can work until the green card is approved, and then the conditional green card is two years.

Seek consultation with an employment law attorney.

That employer gave you a nonsensical explanation that doesn&#39t apply to your situation. Rather than prolonging a fight with an employer who simply doesn&#39t get it or is making up excuses, your time will be better spent finding a job with another employer who values your contributions.

Interesting. Contact the Labor Department.

You should seek advice from a labor/employment attorney.

First of all, you have an unrestrictive right to work with a valid EAD. Although it&#39s true that in order to maintain same, you must file your petition to remove conditions on Form I-829 and same could be theoretically denied. What you must do is educate the employer and point out that statistically speaking, a very high percentage of all I-829 petitions are approved and there&#39s no reason why your I-829 petition would be denied. There are always risks no matter what one does, and obtaining an I-829 approval should be deemed to be an unacceptable risk.

There are no special workers rights for EB-5 immigrant visa holders. The Equal Employment Opportunity rights apply to all workers regardless of their visa status. In order to get better advice, consult an employment and labor attorney on the various rights that you may be entitled to and other remedial options.

Unless the offer indicated they require unrestricted work authorization, it may have been inappropriate to withdraw the offer.

In most U.S. states, the employment is employment as well, which means the employer does not have to hire you and can fire you for any reason. In your case, the company is correct; they just do not want to take a chance on you, especially because your I-829 may be rejected, hence you have no work authorization. This scenario does not fall under the claimed "equal employment opportunity."

That is terrible. The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person&#39s race, color, religion, sex (including pregnancy, gender identity and sexual orientation), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. I am not sure your case fits this definition, but you could, and most definitely should, consult with an attorney specializing in labor law. The attorney will be able to tell you immediately if you have a legitimate discrimination case.