royus77
05-02 11:41 AM
I am in the same boat .I found a new job after my employer fired me ( Still in 1 month notice period) . Later he found another position and asking me to continue. He may not give me the 1 140 if i leave him
amitjoey
05-02 07:00 PM
gcnirvana, you are awesome. These words mean a lot.
saloni
04-17 07:44 PM
Thanks virtual55.
AS PER THE ADDENDUM II
In guidance issued by legacy INS after the 1999 rule change, the Service stated the following:
However, an H-1 or L-1 nonimmigrant will violate his/her nonimmigrant status is s/he uses the EAD to leave the employer listed on the approved I-129 petition and engage in employment for a separate employer.22 (Emphasis in original).
AILA believes that a nonimmigrant who “moonlights” pursuant to an EAD has not “left” his or her employer, and thus is still maintaining proper status. AILA requests USCIS to confirm that, in the case of an H-1B or L-1 nonimmigrant, present in the United States under a valid petition in either classification, who moonlights pursuant to an EAD, still maintains his H-1B or L-1 status.
I think as per the Addendum II, USCIS has yet to certify that moonlighting will not loose the H1B status. AS OF TODAY ,working with additional employer on EAD will void the status.
AS PER THE ADDENDUM II
In guidance issued by legacy INS after the 1999 rule change, the Service stated the following:
However, an H-1 or L-1 nonimmigrant will violate his/her nonimmigrant status is s/he uses the EAD to leave the employer listed on the approved I-129 petition and engage in employment for a separate employer.22 (Emphasis in original).
AILA believes that a nonimmigrant who “moonlights” pursuant to an EAD has not “left” his or her employer, and thus is still maintaining proper status. AILA requests USCIS to confirm that, in the case of an H-1B or L-1 nonimmigrant, present in the United States under a valid petition in either classification, who moonlights pursuant to an EAD, still maintains his H-1B or L-1 status.
I think as per the Addendum II, USCIS has yet to certify that moonlighting will not loose the H1B status. AS OF TODAY ,working with additional employer on EAD will void the status.
gc_aspirant_prasad
07-26 04:11 PM
Just contributed $ 100
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java4yogi
09-04 12:32 PM
We do have the licence and bank accounts based on the h4 status.
My main question was when we can apply for SSN if the employee is right now in US on H4 visa and Change of Status to H1 is approved. Whether the SSN can be applied before Oct 1 is the main thing !
Thanks for the replies though, might help others in the same boat :)
My main question was when we can apply for SSN if the employee is right now in US on H4 visa and Change of Status to H1 is approved. Whether the SSN can be applied before Oct 1 is the main thing !
Thanks for the replies though, might help others in the same boat :)
Leo07
02-17 04:24 PM
you can find this on state Dept site.Although, this is the first one that I came across, it appears that this will be updated monthly. ( this one is dated Jan 30,2010)
Source:Welcome to Travel.State.Gov (http://www.travel.state.gov)
Where does one get this document that you have posted here?
Source:Welcome to Travel.State.Gov (http://www.travel.state.gov)
Where does one get this document that you have posted here?
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ndswaiting
05-01 06:15 PM
I have been a silent follower of IV for more than a year but this is my first post so be kind :)
I am a full time employee. My 140 was approved in Jan 2008 and I am one of those who missed the July'07 fiasco (as you can see from my PD :().
I am being given an opportunity to join another team in my company. I do not want to impact the GC process but do not want to let go of this opportunity.
The other team is ready to replicate my roles and responsibilities as per my PERM and give me a similar title. My company lawyer believes that this would be the best approach and would not hamper my existing PERM and I140 and I would not have to restart my GC process.
I am reaching out to the collective knowledge base of the IV community for their insights/inputs/comments and red flags to watch out for.
Thanks in advance :)
I am a full time employee. My 140 was approved in Jan 2008 and I am one of those who missed the July'07 fiasco (as you can see from my PD :().
I am being given an opportunity to join another team in my company. I do not want to impact the GC process but do not want to let go of this opportunity.
The other team is ready to replicate my roles and responsibilities as per my PERM and give me a similar title. My company lawyer believes that this would be the best approach and would not hamper my existing PERM and I140 and I would not have to restart my GC process.
I am reaching out to the collective knowledge base of the IV community for their insights/inputs/comments and red flags to watch out for.
Thanks in advance :)
pappu
11-02 04:10 PM
I had written 2 long posts in the past detailing my own views on how to hire an attorney and how to deal with them when you hire them. You may want to go through them in the threads. If someone can dig them we can try to create a thread dedicated on 'advice when you hire an attorney'. I have myself seen enough bad attorneys (both big and small firrms) and the posts were written based on my experiences and experiences of my friends.
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saint_2010
07-11 04:38 PM
I have applied (e-filed) in Mid June--> got receipts in 3 days--> biometrics notice in 1 week after filing--> Finished Biometrics on 3rd July--> Received the cards today.
pom
10-05 02:03 PM
Right on, grey, black and orange/red is just the perfect color scheme... And thanks for allowing me to steal anything I want from you. I wished people did that for me more often...
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shreekhand
05-16 09:18 AM
Needs no signature and is mailed by regular first-class mail, in a simple small size white envelope without any USCIS markings.
Most certainly you can have it mailed outside or have someone carry it for you outside the US. It is not a passport and US law does not prohibit mailing the GC internationally.
Most certainly you can have it mailed outside or have someone carry it for you outside the US. It is not a passport and US law does not prohibit mailing the GC internationally.
BMS1
05-25 11:28 AM
please post the names and email adddresses of the authors....so we can all contact them.
Clearly, legal, skilled immigrants from countires like India, China, Mexico and Phillipines are already facing 5-7 years backlogs and this bill, by reducing quotes from 140K to only 90K, is going to make this problem worse!!! To relieve this problem, they should've expanded quotas (atlteast temporarily), made soft countrycaps, and exempted dependents, but they are going in the totally opposite direction.
I read the bill posted for IV, and on page 259 it says for first 5 years after enactment, level of EB immigrants will be at 2005 levels (which was 246K)
90K will for for pending EB applicants, while ATLEAST 10K will for exceptional aliens in nonimmigrant status under section 101(a)(15)(Y). This means that these "exceptional aliens" will have a new quota of 246K-90K= 156K a year, while the qouta for existing EB immigrants will be reduced by 50K, thereby accentuating the horrific backlog that already
exists...
Question is, who are these "exceptional aliens" under section 101(a)(15)(Y)??
"exceptional aliens" - Any one having merit points tally in the top 146K of that year with or without Y visa (even H1 will do). For those with Y visa and having merit points tally in the top 156K of that year
Clearly, legal, skilled immigrants from countires like India, China, Mexico and Phillipines are already facing 5-7 years backlogs and this bill, by reducing quotes from 140K to only 90K, is going to make this problem worse!!! To relieve this problem, they should've expanded quotas (atlteast temporarily), made soft countrycaps, and exempted dependents, but they are going in the totally opposite direction.
I read the bill posted for IV, and on page 259 it says for first 5 years after enactment, level of EB immigrants will be at 2005 levels (which was 246K)
90K will for for pending EB applicants, while ATLEAST 10K will for exceptional aliens in nonimmigrant status under section 101(a)(15)(Y). This means that these "exceptional aliens" will have a new quota of 246K-90K= 156K a year, while the qouta for existing EB immigrants will be reduced by 50K, thereby accentuating the horrific backlog that already
exists...
Question is, who are these "exceptional aliens" under section 101(a)(15)(Y)??
"exceptional aliens" - Any one having merit points tally in the top 146K of that year with or without Y visa (even H1 will do). For those with Y visa and having merit points tally in the top 156K of that year
more...
kum25
09-17 01:23 AM
I am working with Company B on H-1b. My GC labor, I-140, I-485 and EAD is filed by Company A. Now, I am close to getting EAD in few weeks. Few say that once EAD is approved, then I have start working for Company A immediately. Others say that GC and EAD is for future employment with Company A and hence, I should start working for Company A only after GC is approved.
So, I have two questions and need advice.
1. When should I start working for Company A, upon approval of EAD or approval of GC.
Ideally, I would like to start working for Company A upon approval of GC.
2. Even, if I want to transfer EAD to Company B, the job title differs as the job title on GC is more junior than the current role.
Please let me know if anyone has similar situation and need what the reality is when EAD is approved.
Thanks.
Kum25
So, I have two questions and need advice.
1. When should I start working for Company A, upon approval of EAD or approval of GC.
Ideally, I would like to start working for Company A upon approval of GC.
2. Even, if I want to transfer EAD to Company B, the job title differs as the job title on GC is more junior than the current role.
Please let me know if anyone has similar situation and need what the reality is when EAD is approved.
Thanks.
Kum25
psaxena
06-25 12:55 PM
I am willing to take the lead and the initiative for sending faxes to congressman for the CIR.
I am going to take an off tomorrow for this and dedicate my whole time for this.
I need some volunteers who can help me in putting up the letter together for this and other activities.
There are different action items required to do this
1. Draft the letter which communicates in a clear and precise way our agenda.
2. Get as many number of immigrants to send the fax.
3. Step by Step guide or a page on website where an end user can enter the information and send the fax.
No Donation or travel is required for the rally, just a few minutes of your 24 hours is required to do this.
Only who want to volunteer for any of the 3 action items please reply to this and no one else.. this is my humble request... I am a very focussed guy and do not want any distraction in this activity. As part of the 3rd action item another thread will be posted with the instructions on how to do that in the quickest and the best way.
I am putting up a poll and at the end of the day I'll send the conf call number as well for the volunteers.
And thanks in advance to all the volunteers. and also if you don't volunteer doesn't make you any less than a volunteer, if you support and help building this community stronger and much closely knitted.
I am going to take an off tomorrow for this and dedicate my whole time for this.
I need some volunteers who can help me in putting up the letter together for this and other activities.
There are different action items required to do this
1. Draft the letter which communicates in a clear and precise way our agenda.
2. Get as many number of immigrants to send the fax.
3. Step by Step guide or a page on website where an end user can enter the information and send the fax.
No Donation or travel is required for the rally, just a few minutes of your 24 hours is required to do this.
Only who want to volunteer for any of the 3 action items please reply to this and no one else.. this is my humble request... I am a very focussed guy and do not want any distraction in this activity. As part of the 3rd action item another thread will be posted with the instructions on how to do that in the quickest and the best way.
I am putting up a poll and at the end of the day I'll send the conf call number as well for the volunteers.
And thanks in advance to all the volunteers. and also if you don't volunteer doesn't make you any less than a volunteer, if you support and help building this community stronger and much closely knitted.
more...
pdakwala
02-24 04:29 PM
Hello everyone,
There is no need to get excited. How much we can achieve from this will depend on our efforts.
Please contribute to Immigration Voice if you really want something to come out from this markup. Be generous by the way.
Cheers
There is no need to get excited. How much we can achieve from this will depend on our efforts.
Please contribute to Immigration Voice if you really want something to come out from this markup. Be generous by the way.
Cheers
ajkastar
07-27 01:35 PM
Receipt date was Aug 2004, RFE - required both parents names in birth certificate or affidavit will do, employer information was missing.
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whoever
07-20 01:59 PM
hey, so you got h4 by just producing marriage affidavit and not marriage certificate?
MeraNoAayega
05-18 06:54 PM
Does any one happen to know how long will the court take to decide if it want's to hear the case & then to actually issue a decision?
thomachan72
11-05 06:21 AM
The way current administration scrutinizing immigrant/non-immigrant case i doubt any employer dare not to revoke I-140 once employee leaves:o
Can employer revoke 140?? It is not a visa. Ofcourse they will have to revoke an H1b, however, what is the argument that you have that indicates that employer should revoke 140?
140 once approved belongs to the employee and can be revoked only if some fraud has been commited or rather some serious mistake. Otherwise all the employer is supposed to do is to abandon the process further or inother words they will not continue to the next stage (485) if PD were to become current.
This is what I get from watching several discussions on various forums. If you have other information please post.
Can employer revoke 140?? It is not a visa. Ofcourse they will have to revoke an H1b, however, what is the argument that you have that indicates that employer should revoke 140?
140 once approved belongs to the employee and can be revoked only if some fraud has been commited or rather some serious mistake. Otherwise all the employer is supposed to do is to abandon the process further or inother words they will not continue to the next stage (485) if PD were to become current.
This is what I get from watching several discussions on various forums. If you have other information please post.
vedicman
05-07 08:56 AM
Yes! The comprehensive Immigration Bill is the best remedy not just address the issues facing the Arizona Law or any other state that wants to follow the footsteps ............ but for us too. There has been no legislation for employment based immigrants for many years now, and we are stuck in impossible situations - Yes CIR is a way for us too!
crzyBanker
08-24 06:03 PM
Applied i140 and 485 on July 2nd and yesterday my i140 got approved. So I guess no need for premium processing now as the process is moving faster.
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