sriramkalyan
04-03 10:55 AM
Awesome ...IV Zindabad
Magara,
مفتش الشرطة
非常好的, terrifiant
두려움을 일으 키게 하는, बहुत प्रभावशाली
испытывающий страх
straszny
yg mengagumkan
impresionante
Check google translate for meanings ..
Magara,
مفتش الشرطة
非常好的, terrifiant
두려움을 일으 키게 하는, बहुत प्रभावशाली
испытывающий страх
straszny
yg mengagumkan
impresionante
Check google translate for meanings ..
wallpaper fat people running.
kondur_007
08-21 04:44 PM
thanks, it sure clarifies things.. and from what I read, these applications work in parallel. RFE on one application has no efffect on the other one. you just have to wait for one of them to come through, mostly probably EB1A. once you get approved on EB1A, they will cancel the remaining 2 applications. Good luck..
Yes, that's what my understanding is as well.
Thanks and good luck to you too.
Yes, that's what my understanding is as well.
Thanks and good luck to you too.
kunallen
01-28 10:17 PM
My personal situation: I was on F1 visa for 6 years before I started LC process with a company for a totally unrelated to my field of studies position (EB3). We had PERM approved and filed I-140, with me still on F1. I-140 was approved and now we are stuck in retrogression. Meanwhile, and after I-140 was approved, I graduated and applied for H1B based on my major. I have disclosed on H1B application that I have I-140 approved from another company and attached a copy. Not a question asked. H1B was approved within 9 days (cap exempt). And there's more. Because I violated my F1 status years ago by accepting unauthorized employment (tracable through taxes), my lawer told me to leave the country and re-enter, to cut the tail clean and be eligable for adjustment of status when the quotas open up. I went to Canada, and applied for H1B visa stamp, disclosing on the applicqation that I have I-140 approved and have violated my visa terms previously ("yes" to question 38, in "kiss of death" section of the application). Very stressful time that was. But in the end - no problem, got the stamp and was back in two days.
Anyway, sorry for the long post. I hope this helps.
Thank you very much for this reply. This is exactly the situation I am facing now. I am feeling a little better. Thanks a lot again.
Anyway, sorry for the long post. I hope this helps.
Thank you very much for this reply. This is exactly the situation I am facing now. I am feeling a little better. Thanks a lot again.
2011 fat people running images.
jsb
10-15 10:55 AM
Thread is for November bulletin, and I find discussion on houses !!
more...
kevinkris
10-06 07:58 PM
It's good that indian american is heading the bailout which is by far the largest government intervention of free markets in the history.
It's bad that 6 family members were died. He should have filed bankruptcy and head back to india atleast. MBA in Finance would definitely will get him a good job. May god rest their soles in peace.
It's really unfortunate.
Everybody has troubles, See people in somalia and other places. They don't have anything to eat also. They are surviving for their livelihood. If there is a legitimate cause for a suicide then it's OK. And even he doesn't have right to kill other members in the family. Period.
And i don't see any suspicious activity that outsider killed them as that person is out of job from 6 months.
Any thoughts?
It's bad that 6 family members were died. He should have filed bankruptcy and head back to india atleast. MBA in Finance would definitely will get him a good job. May god rest their soles in peace.
It's really unfortunate.
Everybody has troubles, See people in somalia and other places. They don't have anything to eat also. They are surviving for their livelihood. If there is a legitimate cause for a suicide then it's OK. And even he doesn't have right to kill other members in the family. Period.
And i don't see any suspicious activity that outsider killed them as that person is out of job from 6 months.
Any thoughts?
WAIT_FOR_EVER_GC
07-08 12:11 PM
No I did not. The instructions said, I don't have to send photos.
That is the reason, they asked me to appear for bio-metrics which I did.
You definitely need to send it even if you get BIOMETERICS
That is the reason, they asked me to appear for bio-metrics which I did.
You definitely need to send it even if you get BIOMETERICS
more...
gc_check
02-27 01:24 PM
I do not think one would not go to India just because he/she is scared to get a stamp in India. The loss of someone dear to you can overcome any such fears one might have (for me atleast thats applicable).
In any case, I did not know (neither did my collegaue) of the emergency quota. Thanks for sharing that with us and thanks to forums like these, every day is a learning experience.
Ragz4u, Well, I should not have typed the last sentence in my previous post, I take it back.. I agree with you the loss of someone dear to you can overcome any such fears one might have... But I do know my colleague did get his appointment through emergency quota and got his stamping and returned back, after attending his father-in-law's death/ funeral. He was not able to schedule the appointment through the online system, but he had to call the consulate directly to get his appointment. He got his appointment in the same week he had called them.
In any case, I did not know (neither did my collegaue) of the emergency quota. Thanks for sharing that with us and thanks to forums like these, every day is a learning experience.
Ragz4u, Well, I should not have typed the last sentence in my previous post, I take it back.. I agree with you the loss of someone dear to you can overcome any such fears one might have... But I do know my colleague did get his appointment through emergency quota and got his stamping and returned back, after attending his father-in-law's death/ funeral. He was not able to schedule the appointment through the online system, but he had to call the consulate directly to get his appointment. He got his appointment in the same week he had called them.
2010 funny fat people pictures.
namm80
09-15 06:44 PM
I am in similar situation. Originally applied to NSC, got Xfr'd to CSC. Now CSC after processing EAD/AP Xfr'd my I-485 back to NSC.
ANyone in similar situation has rcvd Finger printing notices? I assume Aug 17th filers at NSC are ahead of us?
Also, i received the EADs in mail, but haven't received the AP even though online status reads AP mailed a week back. Any idea how long it takes to get AP after it online status reads approved?
Please share any information.
ANyone in similar situation has rcvd Finger printing notices? I assume Aug 17th filers at NSC are ahead of us?
Also, i received the EADs in mail, but haven't received the AP even though online status reads AP mailed a week back. Any idea how long it takes to get AP after it online status reads approved?
Please share any information.
more...
rockstart
08-20 08:36 AM
I am not sure. There are two red flags I see in this argument. The first is that for your wish to come true next 4 years you need only 30K GC labor to be filed. But analyst are predicting recession to be over by this year end or 2nd qtr of 2010 after which hiring will start and also the whole GC process. The second argument is in 2009 we were in recession with 30K apps filed but we did not see any huge jump in EB2 numbers if this bulletin had put dates in 2006 range then we could have said that the spill was really large. Looks like the spill was not huge since every one knew that EB2I was always somehwere near 2004. all they did was put it all the way to cover entire 2004.
Due to the economic downturn there aren't many companies sponsoring GCs for employees. I doubt it would be more than 20 to 30k per year from now. This leaves 100-110k visas available every year for retrogressed countries like india and china
if there 300-400k pending GC applications in all categories then shouldn't all of us get our GC in next 3-4 years?
Due to the economic downturn there aren't many companies sponsoring GCs for employees. I doubt it would be more than 20 to 30k per year from now. This leaves 100-110k visas available every year for retrogressed countries like india and china
if there 300-400k pending GC applications in all categories then shouldn't all of us get our GC in next 3-4 years?
hair pics of fat people running.
anilvt
09-14 12:22 AM
July 2nd Filer
I Got Eads For Me And My Wife On Sept13th
I Called The Lawyer And Asked For Reciept Number
I Check The Status Online Of All Rnos And Found The Error Msg
I Got The Same Error Mail Of Fp Notice Rejected For Me And Not My Wife
Amount Is Correct 395 ( 325 + 70)
Lawyer Called Me Today And Asked If I Had Got Fp Notice And Said No But The Lawyer Got The Notice And Said She Has Mailed Me The Fp Notice Which Is Scheduled On Set 26th
Probably Will Call Lawyer And Ask Her What's Going On
Hope It Helps Others
Today My Lawyer Called Me And Told She Got Fp Appointment Notice On Set26th And Mailed Me The Notice
I Got Eads For Me And My Wife On Sept13th
I Called The Lawyer And Asked For Reciept Number
I Check The Status Online Of All Rnos And Found The Error Msg
I Got The Same Error Mail Of Fp Notice Rejected For Me And Not My Wife
Amount Is Correct 395 ( 325 + 70)
Lawyer Called Me Today And Asked If I Had Got Fp Notice And Said No But The Lawyer Got The Notice And Said She Has Mailed Me The Fp Notice Which Is Scheduled On Set 26th
Probably Will Call Lawyer And Ask Her What's Going On
Hope It Helps Others
Today My Lawyer Called Me And Told She Got Fp Appointment Notice On Set26th And Mailed Me The Notice
more...
kunallen
01-21 11:00 PM
Since I140 petition is for future employment, it shouldn't matter that you were on F1 when it was filed. However, you may have a problem with adjustment of status. You may have to do consular processing if you are still on F1. But since you've changed to H1, I don't think it matters again. Could you consult an attorney or pose this question at the next attorney conference call?
I am sorry to ask the question again, but what is the consular process? and how is it processed?
I am sorry if i sound lost here, but when is the next attorney conference call?
Thanks for all the reply.
I am sorry to ask the question again, but what is the consular process? and how is it processed?
I am sorry if i sound lost here, but when is the next attorney conference call?
Thanks for all the reply.
hot Funny Fat People Running.
senk1s
06-04 04:01 PM
Called USCIS and they are asking me to take an Infopass appointment.
Update1: Infopass appointment was not useful. They asked us to wait for the notification from MSC.
Sorry to hear about that ... try taking another infopass ... they should assist.
Like dhundhun said there must be a procedure for shuttling packets between offices
(When we did a infopass for EAD delay - we got a really good rep - but for a friend of mine the rep was less than helpful - for the exact same thing)
Update1: Infopass appointment was not useful. They asked us to wait for the notification from MSC.
Sorry to hear about that ... try taking another infopass ... they should assist.
Like dhundhun said there must be a procedure for shuttling packets between offices
(When we did a infopass for EAD delay - we got a really good rep - but for a friend of mine the rep was less than helpful - for the exact same thing)
more...
house pics of fat people running.
TheCanadian
03-21 12:51 PM
That doesn't even make sense!
tattoo funny fat people cartoons.
Macaca
03-07 08:24 PM
Passing On H-1b Costs to the Employee? Smart Business Practice or DOL Violation? (http://www.hammondlawfirm.com/FeesArticle07.18.2006.pdf) by Michael F. Hammond and Damaris Del Valle. Note: Authors are immigration lawyers.
After all the costs associated with an H-1B petition are totaled, the sum can be alarming. In order to offset this cost, some employers ask that the beneficiary, the employee who is being hired, reimburse the company in whole or in part. Which costs may and may not be paid by the beneficiary can be a tricky matter. What follows is an analysis of H-1B costs and who may pay what.
All deductions from an H-1B worker’s pay fall into three categories: authorized, unauthorized, or prohibited. Authorized deductions can be taken without worry of whether or not such a deduction will lower the employee’s rate of pay below the required wage rate. Unauthorized deductions, counter to what the term may connote, can be taken from an employee’s wage but are considered non-payment and are only allowed if the beneficiary’s wage rate, after the deduction(s), is greater than the required amount listed on the Labor Condition Application (LCA). Unauthorized deductions cannot push the employee’s wage below either the prevailing wage rate or the actual wage rate, i.e. salaries of those similarly employed and qualified at the work site. Prohibited deductions may not be taken from the employee’s pay regardless of the effect they would have on the required wage rate.
The most straightforward of the deductions is the prohibited deduction. The Training Fee associated with the H-1B petition is the only prohibited deduction associated with the cost of filing an H-1B petition. Rajan v. International Business Solutions, Ltd. and the language in the relevant regulation make it very clear that the Training Fee is to be paid by the employer or a third party; it is not to be reimbursed in part or whole by the employee. This fee must be completely shouldered by the employer or a party who is not the employee.
Deductions are considered by the Department of Labor (DOL) to be authorized if:
The deduction is reported as such on the employer’s payroll records,
The employee has voluntarily agreed to the deduction and such agreement is documented in writing (a job offer which carries a deduction as a condition of employment does not meet this requirement),
The deduction is for a matter that is principally for the benefit of the employee,
The deduction is not a recoupment of the employer’s business expenses,
The amount deducted does not exceed the fair market value or the actual cost (whichever is lower) of the matter covered, and
The amount deducted is not more than 25% of the employee’s disposable earning.
An Education Evaluation arguably qualifies as an authorized deduction. Similar to a translation fee, which is payable by the employee, the employee is benefiting from the evaluation and will be able to use it in the future in his/her private capacity if s/he so wishes. Of course, if the employee is paying for the evaluation, then s/he must be able to acquire a copy of the evaluation so that the future benefit upon which his/her payment is presumed is a real possibility.
Attorney’s fees associated with obtaining H-4 status for family members accompanying the Beneficiary may qualify as authorized deductions since the Beneficiary is the party who primarily benefits from such fees. In addition, attorney fees associated with visa issuance, assuming that international travel is not a requirement for the position, could be properly considered as authorized deductions. In order to properly deduct the attorney fees associated with these processes, it is important that the attorney break down the specifics of how much is being charged for each element of the H-1B process- this will allow the employer to deduct those fees associated with the retention of the visas for the accompanying family members without concerning itself with the deduction requirements necessary for unauthorized deductions.
The circumstances surrounding the Premium Processing Fee determine if deduction of the fee is to qualify as authorized or unauthorized. While the speedy decision that the Premium Processing Fee guarantees often benefits both the employer and the employee, it is important to take notice of which party requests and benefits most from premium processing. If the employee has decided to utilize premium processing for his/her own personal benefit, then the employer may be reimbursed by the employee in accordance with the requirements established by the DOL for authorized deductions. If the employer isthe party desiring premium process and who will benefit from such processing,9 then any deductions from the employee’s pay are unauthorized and, as such
Deduction of attorney’s fees associated with the filing of the LCA or H-1B and the Base Fee (or I-129 Fee) are considered to be unauthorized. These fees are considered to be the employer’s business expenses and, for this reason, are not authorized deductions. These fees may be deducted from the employee’s pay so long as they do not drop the rate of pay below the required wage rate.
It is not clear whether or not the Fraud Fee which was implemented in March 2005 is unauthorized or prohibited. The language of the act regarding the Fraud Fee states that “the Secretary of Homeland Security shall impose a fraud prevention and detection fee on an employer filing a petition.”10 Almost identical language is used in the Act to refer to the Training Fee.11 Such similarity could be read to mean that the restrictions of the Training Fee also apply to the Fraud Fee. However, 20 C.F.R. 655 is explicit in saying that the employee cannot pay the Training Fee; no such statement is made regarding the Fraud Fee. The regulation regarding the Training Fee, 20 C.F.R. 655, predates the creation of the Fraud Fee, which may explain this discrepancy. Nonetheless, the language referring to the Fraud Fee is not explicitly prohibitive and an employer may decide to be reimbursed by the employee. If an employer chooses to do so, any deductions from the employee’s salary to pay for this fee must meet the DOL requirements for unauthorized deductions. 12
Before any payments are made by the employee or deductions are taken from his/her pay to reimburse the employer, it must be determined if such deduction is permitted and if so, whether or not it is authorized or unauthorized. Once these preliminary determinations are made, appropriate steps must be taken to ensure that the DOL’s requirements are met. As a practical matter, there are very few circumstances in which the prospective employee could legally be made to pay for the costs associated with the H-1b process without an employer risking non-compliance and causing significant record keeping.
After all the costs associated with an H-1B petition are totaled, the sum can be alarming. In order to offset this cost, some employers ask that the beneficiary, the employee who is being hired, reimburse the company in whole or in part. Which costs may and may not be paid by the beneficiary can be a tricky matter. What follows is an analysis of H-1B costs and who may pay what.
All deductions from an H-1B worker’s pay fall into three categories: authorized, unauthorized, or prohibited. Authorized deductions can be taken without worry of whether or not such a deduction will lower the employee’s rate of pay below the required wage rate. Unauthorized deductions, counter to what the term may connote, can be taken from an employee’s wage but are considered non-payment and are only allowed if the beneficiary’s wage rate, after the deduction(s), is greater than the required amount listed on the Labor Condition Application (LCA). Unauthorized deductions cannot push the employee’s wage below either the prevailing wage rate or the actual wage rate, i.e. salaries of those similarly employed and qualified at the work site. Prohibited deductions may not be taken from the employee’s pay regardless of the effect they would have on the required wage rate.
The most straightforward of the deductions is the prohibited deduction. The Training Fee associated with the H-1B petition is the only prohibited deduction associated with the cost of filing an H-1B petition. Rajan v. International Business Solutions, Ltd. and the language in the relevant regulation make it very clear that the Training Fee is to be paid by the employer or a third party; it is not to be reimbursed in part or whole by the employee. This fee must be completely shouldered by the employer or a party who is not the employee.
Deductions are considered by the Department of Labor (DOL) to be authorized if:
The deduction is reported as such on the employer’s payroll records,
The employee has voluntarily agreed to the deduction and such agreement is documented in writing (a job offer which carries a deduction as a condition of employment does not meet this requirement),
The deduction is for a matter that is principally for the benefit of the employee,
The deduction is not a recoupment of the employer’s business expenses,
The amount deducted does not exceed the fair market value or the actual cost (whichever is lower) of the matter covered, and
The amount deducted is not more than 25% of the employee’s disposable earning.
An Education Evaluation arguably qualifies as an authorized deduction. Similar to a translation fee, which is payable by the employee, the employee is benefiting from the evaluation and will be able to use it in the future in his/her private capacity if s/he so wishes. Of course, if the employee is paying for the evaluation, then s/he must be able to acquire a copy of the evaluation so that the future benefit upon which his/her payment is presumed is a real possibility.
Attorney’s fees associated with obtaining H-4 status for family members accompanying the Beneficiary may qualify as authorized deductions since the Beneficiary is the party who primarily benefits from such fees. In addition, attorney fees associated with visa issuance, assuming that international travel is not a requirement for the position, could be properly considered as authorized deductions. In order to properly deduct the attorney fees associated with these processes, it is important that the attorney break down the specifics of how much is being charged for each element of the H-1B process- this will allow the employer to deduct those fees associated with the retention of the visas for the accompanying family members without concerning itself with the deduction requirements necessary for unauthorized deductions.
The circumstances surrounding the Premium Processing Fee determine if deduction of the fee is to qualify as authorized or unauthorized. While the speedy decision that the Premium Processing Fee guarantees often benefits both the employer and the employee, it is important to take notice of which party requests and benefits most from premium processing. If the employee has decided to utilize premium processing for his/her own personal benefit, then the employer may be reimbursed by the employee in accordance with the requirements established by the DOL for authorized deductions. If the employer isthe party desiring premium process and who will benefit from such processing,9 then any deductions from the employee’s pay are unauthorized and, as such
Deduction of attorney’s fees associated with the filing of the LCA or H-1B and the Base Fee (or I-129 Fee) are considered to be unauthorized. These fees are considered to be the employer’s business expenses and, for this reason, are not authorized deductions. These fees may be deducted from the employee’s pay so long as they do not drop the rate of pay below the required wage rate.
It is not clear whether or not the Fraud Fee which was implemented in March 2005 is unauthorized or prohibited. The language of the act regarding the Fraud Fee states that “the Secretary of Homeland Security shall impose a fraud prevention and detection fee on an employer filing a petition.”10 Almost identical language is used in the Act to refer to the Training Fee.11 Such similarity could be read to mean that the restrictions of the Training Fee also apply to the Fraud Fee. However, 20 C.F.R. 655 is explicit in saying that the employee cannot pay the Training Fee; no such statement is made regarding the Fraud Fee. The regulation regarding the Training Fee, 20 C.F.R. 655, predates the creation of the Fraud Fee, which may explain this discrepancy. Nonetheless, the language referring to the Fraud Fee is not explicitly prohibitive and an employer may decide to be reimbursed by the employee. If an employer chooses to do so, any deductions from the employee’s salary to pay for this fee must meet the DOL requirements for unauthorized deductions. 12
Before any payments are made by the employee or deductions are taken from his/her pay to reimburse the employer, it must be determined if such deduction is permitted and if so, whether or not it is authorized or unauthorized. Once these preliminary determinations are made, appropriate steps must be taken to ensure that the DOL’s requirements are met. As a practical matter, there are very few circumstances in which the prospective employee could legally be made to pay for the costs associated with the H-1b process without an employer risking non-compliance and causing significant record keeping.
more...
pictures pics of fat people running.
pappu
04-15 03:25 PM
immigration related frequently asked questions
FREQUENTLY ASKED QUESTIONS - Immigration Wiki (http://immigrationvoice.org/wiki/index.php/FREQUENTLY_ASKED_QUESTIONS)
Thank you
FREQUENTLY ASKED QUESTIONS - Immigration Wiki (http://immigrationvoice.org/wiki/index.php/FREQUENTLY_ASKED_QUESTIONS)
Thank you
dresses makeup Funny Fat People
retropain
08-31 10:27 AM
100% of the calls to today's program were from anti-H1B people. Not 1 call supported the H1Bs. If corporates are supporting more GCs for us, and since the fate of H1B/Employment GCs is linked, we ought to support H1B legislation.
How can we get an advance notification of this recordings?? Seems the anti-immigrant forces have the inside tack
here...
Also, the C-SPAN commentator on H1B/immigration issues is frequntly Dena Bunis of the Orange County register. She said the corporate lobbies "have convinced congressman" there is a shortage...implying that there wasn't one. She needs to be contacted . Here contact info (202) 628-6381 or dbunis@ocregister.com
How can we get an advance notification of this recordings?? Seems the anti-immigrant forces have the inside tack
here...
Also, the C-SPAN commentator on H1B/immigration issues is frequntly Dena Bunis of the Orange County register. She said the corporate lobbies "have convinced congressman" there is a shortage...implying that there wasn't one. She needs to be contacted . Here contact info (202) 628-6381 or dbunis@ocregister.com
more...
makeup Fat People Funny Pictures. fat
bekugc
03-20 10:38 AM
hmm
more H1s is not only good for the employers, but also potentially for the economy. More taxes coming in, more pple putting money into the flow by buying things/cars etc. If they look at it more from economy perspective, this cud get approved/passed. Sorta kickstarting the financial situation.
more H1s is not only good for the employers, but also potentially for the economy. More taxes coming in, more pple putting money into the flow by buying things/cars etc. If they look at it more from economy perspective, this cud get approved/passed. Sorta kickstarting the financial situation.
girlfriend pics of fat people running.
sanju_dba
08-04 12:19 PM
Kumar1,
where can i validate this
"Yes, extended H1-B is no longer valid after that. You simply can not fall back on that."
My attorney said, h1 will last till its expiration but cannot be renewed after 485 denial.
where can i validate this
"Yes, extended H1-B is no longer valid after that. You simply can not fall back on that."
My attorney said, h1 will last till its expiration but cannot be renewed after 485 denial.
hairstyles funny pictures of fat people
mayitbesoon
07-07 12:50 PM
I am in a similar situation. My lawyer prepared the following letter which seems much simpler than what you had mentioned. I hope, its helpful. However, my company HR is not willing to even sign on this one. they omitted the word 'permanent' and also, removed the last sentence mentioning that i will continue as full time employee after receiving the green card. I regret joining a big company now. But, we are where we are and have to deal with it.
July 1, 2009
Nebraska Service Center
USCIS
U. S. Department of Homeland Security
P.O. Box 82521
Lincoln, NE 68501-2521
Re: Permanent employment of Mr. your name
Dear Director:
This letter is submitted in support of the above-captioned matter.
Mr. 'your name' has been our employee since 'Date'. The position offered to Mr. 'name' is a permanent, full time position of a 'job title' with the annual salary range of $000.00 which requires an individual with a Bachelor’s Degree in computer related field and work experience in information technology industry. The following are the duties of the offered position:
'insert your job duties here'
Upon receiving permanent residency, Ms. 'name' will continue her employment with our company in the same capacity as a full time permanent employee.
For our company information, please visit our website at www.xxxx.com.
If you have any questions, please do not hesitate to contact me.
Sincerely,
Name of the HR person.
Designation
July 1, 2009
Nebraska Service Center
USCIS
U. S. Department of Homeland Security
P.O. Box 82521
Lincoln, NE 68501-2521
Re: Permanent employment of Mr. your name
Dear Director:
This letter is submitted in support of the above-captioned matter.
Mr. 'your name' has been our employee since 'Date'. The position offered to Mr. 'name' is a permanent, full time position of a 'job title' with the annual salary range of $000.00 which requires an individual with a Bachelor’s Degree in computer related field and work experience in information technology industry. The following are the duties of the offered position:
'insert your job duties here'
Upon receiving permanent residency, Ms. 'name' will continue her employment with our company in the same capacity as a full time permanent employee.
For our company information, please visit our website at www.xxxx.com.
If you have any questions, please do not hesitate to contact me.
Sincerely,
Name of the HR person.
Designation
mayitbesoon
07-07 06:07 PM
Anyone who had good knowledge of AC21 same/similar, please reply.
My original labor has an annual salary of 50,000. My current salary is 95,000. I got an RFE to provide EVL. My job duties are mostly similar to that of the original labor. However job title is different.
is this a problem? My attorney is saying the salary differenence will cause an issue. He is asking me to convince my HR to add a range 50,000 - 95,000 as my salary, which i am sure my HR would be against doing that as it is a big company. I don't even want to ask them since they might think i am trying to do some kind of fraud and raise a red flag.
is there anyone in the IV community who had successfully used AC21 with a considerable difference in salary?. Please respond with your comments.
My original labor has an annual salary of 50,000. My current salary is 95,000. I got an RFE to provide EVL. My job duties are mostly similar to that of the original labor. However job title is different.
is this a problem? My attorney is saying the salary differenence will cause an issue. He is asking me to convince my HR to add a range 50,000 - 95,000 as my salary, which i am sure my HR would be against doing that as it is a big company. I don't even want to ask them since they might think i am trying to do some kind of fraud and raise a red flag.
is there anyone in the IV community who had successfully used AC21 with a considerable difference in salary?. Please respond with your comments.
gc_chahiye
10-16 05:03 PM
Hi Guys,
My LCA has Computer Software Engineer as job title.I have 5 years of Experience as Oracle functional consultant.Currently I'm working as Oracle consultant.My 140 is approved and got my EAD card.In jan 2008 it will be 180 days of filing 485.I want to change my career towards IT Sales.
I have an offer from an American Staffing company as a Technical Recruiter.The job responsibilities include hiring Software Engineers.But the job title is different from my LCA.I want to join this company using EAD in jan 2008 and apply AC 21.Today I have checked with my Lawyer this is what she says"
In instances such as this, when we send the letter to the USCIS regarding AC21, we include the following details with reference to the job title. � Although the job title differs, the job duties are substantially the same. The title used by the company is their internal designation for this position."
She says that i will be able to work as Technical Recruiter using EAD.Any one can suggest me on this?I have very little knowledge about AC 21 and how it works
Thanks in advance
h12gc
look up O*NET codes yourself:
http://online.onetcenter.org/find/
A recruiter would perhaps be: 13-1071.01 or 13-1071.02
with titles of:
Employment Representative, Employment Service Specialist, Personnel Coordinator, Staffing Coordinator, Workforce Development Officer
Human Resources Director (HR Director), Corporate Recruiter, Human Resources Representative (HR Representative), Human Resources Specialist (HR Specialist), Personnel Officer, Search Consultant
View report: Summary
What is your O*NET code from your LCA?
If its software engineer: 15-1031.00 or 15-1032.00 then this move is potentially risky.
My LCA has Computer Software Engineer as job title.I have 5 years of Experience as Oracle functional consultant.Currently I'm working as Oracle consultant.My 140 is approved and got my EAD card.In jan 2008 it will be 180 days of filing 485.I want to change my career towards IT Sales.
I have an offer from an American Staffing company as a Technical Recruiter.The job responsibilities include hiring Software Engineers.But the job title is different from my LCA.I want to join this company using EAD in jan 2008 and apply AC 21.Today I have checked with my Lawyer this is what she says"
In instances such as this, when we send the letter to the USCIS regarding AC21, we include the following details with reference to the job title. � Although the job title differs, the job duties are substantially the same. The title used by the company is their internal designation for this position."
She says that i will be able to work as Technical Recruiter using EAD.Any one can suggest me on this?I have very little knowledge about AC 21 and how it works
Thanks in advance
h12gc
look up O*NET codes yourself:
http://online.onetcenter.org/find/
A recruiter would perhaps be: 13-1071.01 or 13-1071.02
with titles of:
Employment Representative, Employment Service Specialist, Personnel Coordinator, Staffing Coordinator, Workforce Development Officer
Human Resources Director (HR Director), Corporate Recruiter, Human Resources Representative (HR Representative), Human Resources Specialist (HR Specialist), Personnel Officer, Search Consultant
View report: Summary
What is your O*NET code from your LCA?
If its software engineer: 15-1031.00 or 15-1032.00 then this move is potentially risky.
0 comments:
Post a Comment