chanduv23
02-02 05:43 AM
Depends on what field, there seem to be sponsers for chefs, physicians etc...
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chsri22
02-27 09:58 PM
mwin,
I saw your post in this forum about AR-11 while out of country. I am in the same situation now. My wife is also out of country and I recently moved to a new apartment.
Could you please kindly provide me some guidance like how you resolved this issue.
Thanks for help in advance.
I saw your post in this forum about AR-11 while out of country. I am in the same situation now. My wife is also out of country and I recently moved to a new apartment.
Could you please kindly provide me some guidance like how you resolved this issue.
Thanks for help in advance.
CCC
04-13 01:39 PM
Hello,
My wife and I both work for the same company and my PD date is 1 year behind my wifes. But she was born in Germany though she is currently an Indian citizen. Now that the ROW category has moved passed her PD's date (Nov 6th 2002), we plan to file under the ROW category using the Cross Chargability rules. Does anybody have any experience filing under this rule? We have her birth certificate (translated into English from German etc) and our lawyers will send us the list of documents i expect. So basically i am trying to find out what to expect when filing under this category. Are there any caveats, good to knows etc?
PS- I am also an Indian citizen but i will obviously piggy back on her application since my PD is not current.
My wife and I both work for the same company and my PD date is 1 year behind my wifes. But she was born in Germany though she is currently an Indian citizen. Now that the ROW category has moved passed her PD's date (Nov 6th 2002), we plan to file under the ROW category using the Cross Chargability rules. Does anybody have any experience filing under this rule? We have her birth certificate (translated into English from German etc) and our lawyers will send us the list of documents i expect. So basically i am trying to find out what to expect when filing under this category. Are there any caveats, good to knows etc?
PS- I am also an Indian citizen but i will obviously piggy back on her application since my PD is not current.
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Digitalosophy
09-26 02:23 PM
lol i think he wants you to see his work!!!
:lol: whats funny is he emails me this right, then when I go to reply, he blocks emails :puzzled:
So I may ask... If you don't want emails, what makes you think I want yours?
:ear:
:lol: whats funny is he emails me this right, then when I go to reply, he blocks emails :puzzled:
So I may ask... If you don't want emails, what makes you think I want yours?
:ear:
more...
Gravitation
06-05 09:19 AM
They're not doing it in any order.
Keep checking your status here: http://pds.pbls.doleta.gov/
Keep checking your status here: http://pds.pbls.doleta.gov/
gchopes
11-23 11:43 AM
Can I apply for H1B stamp on the same H1B approved petition (not yet extended since I still have a year remaining on it) that I had when I returned on AP last year instead of H1B stamp? The reason to apply for H1B stamp this time is because of AP delay. I am hoping this memo says yes. Any thoughts?
Since the AP entry does not invalidate the approved H1B (or L-1) petition, the foreign national potentially could regain H (or L) status by traveling abroad and reentering with a valid H (or L) visa, and obtaining an H (or L) notation on the I-94 card at the port of entry. In these circumstances, the H (or L) status will be reinstated, giving one the benefit of continuing in that status for a length of time even if the I-485 ultimately is denied. Thus, when one wishes to maintain H1B (or L-1) status, which is often the case, this still may be accomplished, even if AP is used for entry at some stage in the process.
Since the AP entry does not invalidate the approved H1B (or L-1) petition, the foreign national potentially could regain H (or L) status by traveling abroad and reentering with a valid H (or L) visa, and obtaining an H (or L) notation on the I-94 card at the port of entry. In these circumstances, the H (or L) status will be reinstated, giving one the benefit of continuing in that status for a length of time even if the I-485 ultimately is denied. Thus, when one wishes to maintain H1B (or L-1) status, which is often the case, this still may be accomplished, even if AP is used for entry at some stage in the process.
more...
ps57002
07-20 07:39 PM
Wondering if a little something when filing my taxes will backfire on me when filing I-140/485.
I'm single/no dependents but for past 4 yrs or so when filing taxes have showed 2 dependents for child tax credit (no earned income credit applied for)....my niece/nephew. My bro had full knowledge and he had suggested as due to his status in US, he is not required to file taxes. Sis in law not working, so not filing taxes. So i used to do that....
It won't come to bite me right???? ok i am never doing this from now on but is it too late for me. Obviously on my immigation forms i will show no dependents etc as i have none...
any advice.....
I'm single/no dependents but for past 4 yrs or so when filing taxes have showed 2 dependents for child tax credit (no earned income credit applied for)....my niece/nephew. My bro had full knowledge and he had suggested as due to his status in US, he is not required to file taxes. Sis in law not working, so not filing taxes. So i used to do that....
It won't come to bite me right???? ok i am never doing this from now on but is it too late for me. Obviously on my immigation forms i will show no dependents etc as i have none...
any advice.....
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martinvisalaw
04-26 04:32 PM
My friend's on her 6th year H1B and it will expire on Sept 10, 2010. A PERM labor was filed and the Labor went into an audit, responses were sent immediately.
If she transfer her H1B to new company.
1. Can she ask for 1 year extension based on her pending labor? Does she need to wait till the labor gets approved?
She can get one year if the LC is pending for 365 days, as previous poster said. However, the new company needs to be able to file a new PERM immediately, so she can get an 8th year extension. It is very unlikely that the old company will keep the permanent residence process going once she changes jobs.
2. Can she use Premium Processing for H1 transfer?
Yes, but if she's maintaining status she can change employers on filing the new H-1B. The company doesn't need the expense of PP.
If she transfer her H1B to new company.
1. Can she ask for 1 year extension based on her pending labor? Does she need to wait till the labor gets approved?
She can get one year if the LC is pending for 365 days, as previous poster said. However, the new company needs to be able to file a new PERM immediately, so she can get an 8th year extension. It is very unlikely that the old company will keep the permanent residence process going once she changes jobs.
2. Can she use Premium Processing for H1 transfer?
Yes, but if she's maintaining status she can change employers on filing the new H-1B. The company doesn't need the expense of PP.
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arif
03-07 08:44 AM
Thank you very guyz. It really helps.
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kcforgc
04-09 08:55 PM
I'm on currently on H1b (NO EAD). I'm applying for another job with a different company and came across the below question in thier Job Application. I don't know if the other company is willing to transfer my H1, but I would like to apply and prove myself in the interview.
If hired, can you submit verification of your legal right to work in the U.S.?
Should the answer be YES or NO? Can my current H1 be used as a proof of legal right to work???
I'm also required to acknowledge the below statement as part of the application.
I am aware that, as a condition of employment, if employment is offered, I must be authorized to work in the U.S. and demonstrate that authorization as required by the Immigration Reform and Control Act of 1986.
Appreciate if anyone of you can clarify this.
Thanks
If hired, can you submit verification of your legal right to work in the U.S.?
Should the answer be YES or NO? Can my current H1 be used as a proof of legal right to work???
I'm also required to acknowledge the below statement as part of the application.
I am aware that, as a condition of employment, if employment is offered, I must be authorized to work in the U.S. and demonstrate that authorization as required by the Immigration Reform and Control Act of 1986.
Appreciate if anyone of you can clarify this.
Thanks
more...
transpass
09-28 01:09 PM
somewhere in the forum someone was mentioning that PD are no more considered after 485 is filed since u file 485 based on PDs...
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sdudeja
04-12 06:43 PM
I am not sure if someone is in same situation.For my I140 it says the following
Current Status: Document mailed to applicant.
On April 1, 2009 we mailed the document to the address we have on file. You should receive the new document within 30 days. If you do not, or if you move before you get it, call customer service.
I am not sure what does this mean. If some one can throw some light.
Current Status: Document mailed to applicant.
On April 1, 2009 we mailed the document to the address we have on file. You should receive the new document within 30 days. If you do not, or if you move before you get it, call customer service.
I am not sure what does this mean. If some one can throw some light.
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satishku_2000
12-06 12:38 AM
If is an italian citizen he should not have any issues entering USA as visitor.
http://travel.state.gov/visa/temp/without/without_1990.html#vwp
The Visa Waiver Program (VWP) enables nationals of certain countries to travel to the United States for tourism or business for stays of 90 days or less without obtaining a visa. The program was established in 1986 with the objective of eliminating unnecessary barriers to travel, stimulating the tourism industry, and permitting the Department of State to focus consular resources in other areas. VWP eligible travelers may apply for a visa, if they prefer to do so. Not all countries participate in the VWP, and not all travelers from VWP countries are eligible to use the program. VWP travelers are screened prior to admission into the United States, and they are enrolled in the Department of Homeland Security’s US-VISIT program.
http://travel.state.gov/visa/temp/without/without_1990.html#vwp
The Visa Waiver Program (VWP) enables nationals of certain countries to travel to the United States for tourism or business for stays of 90 days or less without obtaining a visa. The program was established in 1986 with the objective of eliminating unnecessary barriers to travel, stimulating the tourism industry, and permitting the Department of State to focus consular resources in other areas. VWP eligible travelers may apply for a visa, if they prefer to do so. Not all countries participate in the VWP, and not all travelers from VWP countries are eligible to use the program. VWP travelers are screened prior to admission into the United States, and they are enrolled in the Department of Homeland Security’s US-VISIT program.
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go_guy123
01-30 02:12 AM
I have same case, and I used my own sponsorship that got 10 years visa for my parents.
For the counselor, visiting a son is a more important need than visiting a brother.
I had the same case. My parents used invitation letters from both me and
my uncle (Dad' brother)
For the counselor, visiting a son is a more important need than visiting a brother.
I had the same case. My parents used invitation letters from both me and
my uncle (Dad' brother)
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BMS1
11-02 04:58 PM
One of the biggest gripe, that legal retrogressed immigrants have about the immigration system here, is that the current retrogression locks them up in one position far too long for them to grow in career. Either your company was not advised properly by your attorney or you were not aware of this simple rule that you need to work in the same job category (with as many employers as you wish subject AC21) until about six month passes after you get your green card. Otherwise you could run into trouble at some point.
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Norristown
03-01 09:39 AM
I am also looking for form I-131.
The current form expired on 02/282009, so they might be working on revision.
The current form expired on 02/282009, so they might be working on revision.
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amerengla
08-24 01:25 PM
I came over here just over 5 years ago on a fiancee visa, with my daughter who was 7yrs old at the time, married my now husband, and went through the Greencard process, and finally got my 10 yr Greencard about a year ago. Everything has been fine up till now, but 3 weeks ago I discovered that my husband had been sexually molesting my daughter for the previous 2 weeks, she is now 12 yrs old!
I got out of the home immediately and have been staying with freinds for the last 3 weeks. We reported this to the police and have been interviewed by them, DCF, and she has given a taped interview to the Child Protection Team, and now we are waiting to find out where we go from here!
I have never worked since I arrived here, as he needed me at home with my daughter and his 2 children who he had custody of. So I am now homeless, pennyless, because he has cut me off from everything, and in dispair as to where to go from here.
My family in the UK just want to to return home immediately, but if I do I may jeapordise my case, and will probably be brought back to testify anyway in the coming months!
Any advice anyone?
I live in Jacksonville Florida.
I got out of the home immediately and have been staying with freinds for the last 3 weeks. We reported this to the police and have been interviewed by them, DCF, and she has given a taped interview to the Child Protection Team, and now we are waiting to find out where we go from here!
I have never worked since I arrived here, as he needed me at home with my daughter and his 2 children who he had custody of. So I am now homeless, pennyless, because he has cut me off from everything, and in dispair as to where to go from here.
My family in the UK just want to to return home immediately, but if I do I may jeapordise my case, and will probably be brought back to testify anyway in the coming months!
Any advice anyone?
I live in Jacksonville Florida.
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vijay0101
06-21 12:13 PM
yes still labor transfer is possible ..But you have to very carefull.. you need to find what was companys financial position at that time when labor was filled. wheather you were fullfiling your experience as required in Labor at that time... and you need to check the companys situation if it is not blaclisted by DOL.
It is just my openion you can check with attorney's.
It is just my openion you can check with attorney's.
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gc_on_demand
07-15 04:45 PM
I reside in NJ. But I did my medical for whole of my family in New York for $185 each.
What was done under medical ? Vaccination , TB test , XRAY , ..
Thanks for your help.. also would you let me know doc's name if I PM you ?
What was done under medical ? Vaccination , TB test , XRAY , ..
Thanks for your help.. also would you let me know doc's name if I PM you ?
desi3933
02-09 02:04 PM
I am on L2 since my husband is on L1. I work full time for a US employer with an EAD. Now, what would happen to my status if my husband quits his job?
What is going to be his new status? If it is not L1, then your L2 status is gone as well.
_______________________
Not a legal advice.
US Citizen of Indian Origin
What is going to be his new status? If it is not L1, then your L2 status is gone as well.
_______________________
Not a legal advice.
US Citizen of Indian Origin
bzuccaro
11-08 04:40 PM
H-1B Visa Employer that Does Not Effect a �bona fide termination� under the H-1B provisions Liable for back wages to H-1B Employee.
To employ H-1B visa nonimmigrants, an employer must fill out a Labor Condition Application (LCA). The LCA stipulates the wage levels that an employer guarantees for the H-1B visa worker�s pay. In signing and filing an LCA, an employer attests that for the entire �period of authorized employment,� the required wage rate will be paid to the H-1B nonimmigrant.
An employer need not compensate a nonimmigrant, however, if it has effected a �bona fide termination� of the employment relationship. To ultimately effectuate a �bona fide termination� under the INA, an employer must notify USCIS that it has terminated the employment relationship with the H-1B nonimmigrant employee so that USCIS may revoke approval of the H-1B petition. The employer must also provide the employee with payment for transportation home. Failure to do so may subject the employer to liability for back wages to the H-1B employee.
In Amtel Group of Florida v. Yongmahapakorn, Amtel provided notice to the H-1B visa employee that it had terminated the employment relationship. Amtel Group of Florida v. Yongmahapakorn, 04-087 (ARB 9/29/06). However, the court held that notice alone was not sufficient to end the employer�s obligation to pay the required wages to an H-1B employee. The employer does not effect a �bona fide termination� and, therefore, end its obligation to pay the required wages to the H-1B employee unless the employer has also notified USCIS. The court therefore ordered Amtel to pay the employee the prevailing wage for an internal auditor until the expiration of her authorized period of stay for H-1B employment, plus prejudgment compound interest on the back pay owed and post judgment interest until the employer made full payment.
To employ H-1B visa nonimmigrants, an employer must fill out a Labor Condition Application (LCA). The LCA stipulates the wage levels that an employer guarantees for the H-1B visa worker�s pay. In signing and filing an LCA, an employer attests that for the entire �period of authorized employment,� the required wage rate will be paid to the H-1B nonimmigrant.
An employer need not compensate a nonimmigrant, however, if it has effected a �bona fide termination� of the employment relationship. To ultimately effectuate a �bona fide termination� under the INA, an employer must notify USCIS that it has terminated the employment relationship with the H-1B nonimmigrant employee so that USCIS may revoke approval of the H-1B petition. The employer must also provide the employee with payment for transportation home. Failure to do so may subject the employer to liability for back wages to the H-1B employee.
In Amtel Group of Florida v. Yongmahapakorn, Amtel provided notice to the H-1B visa employee that it had terminated the employment relationship. Amtel Group of Florida v. Yongmahapakorn, 04-087 (ARB 9/29/06). However, the court held that notice alone was not sufficient to end the employer�s obligation to pay the required wages to an H-1B employee. The employer does not effect a �bona fide termination� and, therefore, end its obligation to pay the required wages to the H-1B employee unless the employer has also notified USCIS. The court therefore ordered Amtel to pay the employee the prevailing wage for an internal auditor until the expiration of her authorized period of stay for H-1B employment, plus prejudgment compound interest on the back pay owed and post judgment interest until the employer made full payment.
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