Quick question on 485 processing times (I know a lot of folks have been waiting for couple of years for their processing to complete)
I checked on the USCIS website, they show that Texas and Nebraska are processing Sep/Oct 2006 cases. How can one gauge a typical processing time at USCIS for 485 applications? Any clues?
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Immigrant Petitions." is a bit ambigous and dosent specify which petition.
Shouldnt it read "Reinstate premium processing of I-140 Immigrant Petitions."
People to whom this petition is going know that the Immigrant Petition implies I-140 petition. We do not want our letter to read like an alphabet soup.
2. Also shouldnt the goals be in the order of ease of acheivability. Many of the
more difficult (though more powerful) goals are at the top wheras items like
reinstating I-140 premium proessing are at the bottom.
What do you folks think..?
You really cannot determine the achievable factor of a goal on a scale of 1 to 100 so that ordering is moot. In fact, there is some merit in keeping our most ambitious goals upfront - with enough support from the community we might just achieve them.
What will happen after that? I mean what would be the rate of movement
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1) (copy 1)please send a separate letter to the President.
2) (copy 2)Send a copy of that letter to IV. After the letters are sent to the President, IV will have a meeting with senior administration officials. In that meeting we will carry the copies of the letters and deliver to them.
ok, will do.
1) Copies of all your certificates
2) Your latest offer letter
3) Pay stubs for last six months
4) Tax returns
5) Letter of introduction from the employer
6) Latest Resume
7) 3 Recommendation letters
8) Family photo with Mother, Father, spouse, kids , siblings. While background, taken less than 6 months ago. Frontal view :)
Avoid them at all costs....
(a)(1) General rule
It is an unfair immigration-related employment practice for a person or other entity to discriminate against any individual (other than an unauthorized alien, as defined in section 1324a (h)(3) of this title) with respect to the hiring, or recruitment or referral for a fee, of the individual for employment or the discharging of the individual from employment�
(A) because of such individual�s national origin, or
(B) in the case of a protected individual (as defined in paragraph (3)), because of such individual�s citizenship status.
(3) �Protected individual� defined
As used in paragraph (1), the term �protected individual� means an individual who�
(A) is a citizen or national of the United States, or
(B) is an alien who is lawfully admitted for permanent residence, is granted the status of an alien lawfully admitted for temporary residence under section 1160 (a) or 1255a (a)(1) of this title, is admitted as a refugee under section 1157 of this title, or is granted asylum under section 1158 of this title;
(4) Additional exception providing right to prefer equally qualified citizens
Notwithstanding any other provision of this section, it is not an unfair immigration-related employment practice for a person or other entity to prefer to hire, recruit, or refer an individual who is a citizen or national of the United States over another individual who is an alien if the two individuals are equally qualified.
So EAD folks are excluded from "protected individuals" and employer has a right to prefer US citizens according to this.
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Received CPO mail today for self, wife but then after 30 mins the status changed to 'deceison' .
Does this mean I am greened?
EB2 - India PD DEC 22 2005. NSC
I-485 receipt date: Aug 21 2007.
Opened SR on 08/11/2010
I sincerely want this thread to be closed. This is killing our unity to fight common cause.
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I knew friends in Kaiser who were hired on H1 and got GC through Kaiser..
How the hell can they justify filing new GCs, but not accepting EAD!?
All these requirements are Position Specific. Before publishing externally, most companies (HR) decides the policy first for an example to which kind of person they will hire for this position like " We will not consider H1 for this position" seeing the "Critical and essential need of "blah " blah"..." And they then follow it. So it may happen that one person gets an answer " We do not consider EAD holder for this position.." and next month you may meet somebody (EAD Holder) working for that company on EAD but for different position as company made apolicy to hire EAD holder for that particular kind of position.
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If there are 62K Eb-3 India applications I'm sure no one can file anything for Eb-3 what stops USCIS from clearing these.. This Data is flawed or If we are reading this wrong
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When you have fulfilled the requirements, then you must get what you deserve.
When we post our requests and stories on sites incl obama'ssite, do make sure you mention about Citizenship also. Its not easy to settle back home with some situations like children etc..
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13 year GC wait ends here ....just now got CPO....
May be, i should start thinking seriously about Predictive Analytical Modeling ...
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But my application received by some person who singed for director :)
Internal Security and Investigative Operations
USCIS, 111 Massachusetts Avenue, NW
Washington, DC 20529
or email: USCIS-COMPLAINT@DHS.GOV
I would appericiate, few more people can send an email.
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Lets start with letter campaign and see what happens when new year starts. Does somebody has a letter drafted and ready to send out?
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More jobs will offshore. Indian companies will lower their billing rates drastically as they will move away from onshore/offshore model.
Go Wipro Go infosys Go TCS !!!! Do it the other way.
The problem with the EAD is you are invoking AC21. There are several possible problems here including
1. Complying with AC21 requirements of job code, 180 days after 485 RD, etc.
2. Invoking AC21 without 140 approval. This is not against the law, but is risky in case of a 140 RFE.
There are more reasons, but these ought to provide enough clarity on the problem. It is in the employer's interest to ensure that the candidate does not have any such issues; issues which will lead to termination of employment. The Recruiter cannot check DOL job codes and USCIS documents. That is the job of Legal which means $$$.
So if the hiring manager does not have a budget for these extra costs or if he has an equally good candidate who is a GC holder or a citizen, it is easier to go with him or her.
Agreed. But EAD doesn’t apply to EB based immigrants alone. There are hundreds of thousands of family based immigrants who use EAD until their status gets adjusted and I-140/AC21/180 days etc. are not applicable to them. Same applies to the spouses of EB applicants. In such cases it’s a waste of time/money for the company to consult with the legal department.
I believe it’s the responsibility of the EAD holder to communicate what he expects from the new employer (like AC21) after which the company could decide whether to go with the legal department or not. Just assuming that all EAD cases fall under I-140/AC21/180 days etc. is plain ignorance.