mchundi
12-13 03:19 PM
yea this is correct. a member named united nations posted a detailed break down on immigration portal a few months back. This has been implemented by the DOS by suspending the AC21 rule of a variable cap and enforcing a hard cap of 7%. This was mentioned in the november or december 2005 bulletin.
From my perspective I think its a travesty that when the UCIS and the DOL has classified some of us as "exceptional" aliens, we can still not adjust our status because we were born in India or China while Mexicans with the same qualifications can. If the country limit is to avoid monopolization of numbers and enhance diversity...all categories for Mexico should be "U"
---post from immigration portal
indian_gc_ocean
Registered User Join Date: Jul 2006
Posts: 194
The following is from November 2005 visa bulletin published October 2005.
"During FY due to anticipated heavy demand, the AC21 provisions are not expected to apply, and the amount of Employment numbers available to any single country will be subject to the 7% cap."
Well, now I realized it is not DOS but again its me who was not upto date with the trend. This means that India cannot go beyond its 7% using unused visas. In the same bulletin there is something that indicated that it allocated too many visas to India in the past. Most likely DOS does not take any action until ROW eb3, eb2 and eb1 are current. Now I have also understood why the perm is necessary at the this time for row. Perm helps row move faster thatway in the loooooong run helping India when all the row is current.
There will not be any spillover to any India categories in the near future. This is the reason why India eb2 went unavailable. EB1 will soon follow the case. Eventhough eb3 moves, it was like unavailable for a long time. 1400 greencards a year in each category (excluding spouses from this ordeal) is hardly enough for India. I doubt there would be any encouraging direction in future as India had consumed too many visas in the past years. This is sort of balancing act as far as DOS is concerned. Only a change of heart can save India.
This is really bad for India as most of the people applied for 485 after spending nearly many years in BEC (that itself a retrogression). With Philly clearing non-rir 2001 eb2 labors, can't wait to see october's eb2 retrogression dates.
I wouldn't care about where the overflow/spillover goes as it is not for India.
Atlast, the email from murthy.com about eb2 visas going unavailable did not surprise me. My parents named me right and I am an enlightened person now.
In the past it is not just where u came from but also where u r that determined ur fate. People living under some fast processing centers like illinois got their G.C very fast. Most of the 50k (Indians) odd G.C's in Employment category were with PD in 2003/2004.
Most of the guys back west in C.A and other slow states lost those 2001 PD when their Labors went nowhere and most changed jobs in 2002 due to the tech bubble.
USCIS has a strange way of dispensing justice. Suspending rules whenever they mess up. I would not be surprised if they wasted another 10-20k VISA numbers in the last year.
--MC
From my perspective I think its a travesty that when the UCIS and the DOL has classified some of us as "exceptional" aliens, we can still not adjust our status because we were born in India or China while Mexicans with the same qualifications can. If the country limit is to avoid monopolization of numbers and enhance diversity...all categories for Mexico should be "U"
---post from immigration portal
indian_gc_ocean
Registered User Join Date: Jul 2006
Posts: 194
The following is from November 2005 visa bulletin published October 2005.
"During FY due to anticipated heavy demand, the AC21 provisions are not expected to apply, and the amount of Employment numbers available to any single country will be subject to the 7% cap."
Well, now I realized it is not DOS but again its me who was not upto date with the trend. This means that India cannot go beyond its 7% using unused visas. In the same bulletin there is something that indicated that it allocated too many visas to India in the past. Most likely DOS does not take any action until ROW eb3, eb2 and eb1 are current. Now I have also understood why the perm is necessary at the this time for row. Perm helps row move faster thatway in the loooooong run helping India when all the row is current.
There will not be any spillover to any India categories in the near future. This is the reason why India eb2 went unavailable. EB1 will soon follow the case. Eventhough eb3 moves, it was like unavailable for a long time. 1400 greencards a year in each category (excluding spouses from this ordeal) is hardly enough for India. I doubt there would be any encouraging direction in future as India had consumed too many visas in the past years. This is sort of balancing act as far as DOS is concerned. Only a change of heart can save India.
This is really bad for India as most of the people applied for 485 after spending nearly many years in BEC (that itself a retrogression). With Philly clearing non-rir 2001 eb2 labors, can't wait to see october's eb2 retrogression dates.
I wouldn't care about where the overflow/spillover goes as it is not for India.
Atlast, the email from murthy.com about eb2 visas going unavailable did not surprise me. My parents named me right and I am an enlightened person now.
In the past it is not just where u came from but also where u r that determined ur fate. People living under some fast processing centers like illinois got their G.C very fast. Most of the 50k (Indians) odd G.C's in Employment category were with PD in 2003/2004.
Most of the guys back west in C.A and other slow states lost those 2001 PD when their Labors went nowhere and most changed jobs in 2002 due to the tech bubble.
USCIS has a strange way of dispensing justice. Suspending rules whenever they mess up. I would not be surprised if they wasted another 10-20k VISA numbers in the last year.
--MC
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jonty_11
10-02 01:14 PM
A receipt number starting with SRC usually means that the receipt was issued by the Texas Service Center. However, at this moment, the case could be pending at any other center it USCIS transferred it.
Use your receipt number to lookup the case status on the USCIS website. The status will tell you where your case is pending.
Use this link to lookup your case: -
https://egov.uscis.gov/cris/Dashboard.do
I have it just says Texas Center....efile for AP seems to have many Texas offices in the drop down..which one to I choose..
Whcen I call USCIS 1800 number, they say that my case is pending in Mesquite, TX....and that does not show up in the Efile Drop Down.
--------------------
On May 29, 2009, we received your response to our request for evidence. This case is being processed at our TEXAS SERVICE CENTER location. If you move while this case is pending, please use our Change of Address online tool to update your case with your new address or call our customer service center at 1-800-375-5283. We will notify you by mail when we make a decision or if we need something from you. You should expect to receive a written decision or written update within 60 days of the date we received your response unless fingerprint processing or an interview are standard parts of case processing and have not yet been completed, in which case you can use the processing time information on our website to estimate when this case will be done. If you move while this case is pending, please use our Change of Address online tool to update your case with your new address or call our customer service center at 1-800-375-5283.---------------
-------------------------------------------
Use your receipt number to lookup the case status on the USCIS website. The status will tell you where your case is pending.
Use this link to lookup your case: -
https://egov.uscis.gov/cris/Dashboard.do
I have it just says Texas Center....efile for AP seems to have many Texas offices in the drop down..which one to I choose..
Whcen I call USCIS 1800 number, they say that my case is pending in Mesquite, TX....and that does not show up in the Efile Drop Down.
--------------------
On May 29, 2009, we received your response to our request for evidence. This case is being processed at our TEXAS SERVICE CENTER location. If you move while this case is pending, please use our Change of Address online tool to update your case with your new address or call our customer service center at 1-800-375-5283. We will notify you by mail when we make a decision or if we need something from you. You should expect to receive a written decision or written update within 60 days of the date we received your response unless fingerprint processing or an interview are standard parts of case processing and have not yet been completed, in which case you can use the processing time information on our website to estimate when this case will be done. If you move while this case is pending, please use our Change of Address online tool to update your case with your new address or call our customer service center at 1-800-375-5283.---------------
-------------------------------------------
jkays94
07-09 12:00 PM
It was for about 2 minutes. The first time this issue got TV coverage I guess.
Anyone captured it on video?
CNN had a 30 second clip on it on "American Morning" on July 3rd.
Anyone captured it on video?
CNN had a 30 second clip on it on "American Morning" on July 3rd.
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GCneeded
04-03 05:09 PM
I have webfaxed both 10 & 11.
more...
go_guy123
11-03 10:49 AM
WOW...
In a matter of minutes my indicator has gone to 3 reds. Am I missing something... ?!!!
Dont worry too much about the reds. Even I used to have a couple of greens.
But when I saw many people complaining about why IV is not pursuing piecemeal,
I explained them about the Hispanic caucus and CIR.....I started getting reds
because of that.
People often give red even for rational and logical postings here if the information is uncomfortable.
In a matter of minutes my indicator has gone to 3 reds. Am I missing something... ?!!!
Dont worry too much about the reds. Even I used to have a couple of greens.
But when I saw many people complaining about why IV is not pursuing piecemeal,
I explained them about the Hispanic caucus and CIR.....I started getting reds
because of that.
People often give red even for rational and logical postings here if the information is uncomfortable.
logiclife
01-09 12:14 PM
http://www.dol.gov/ebsa/faqs/faq_consumer_cobra.HTML
FAQs About COBRA Continuation Health Coverage
What is COBRA continuation health coverage?
Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions in 1986. The law amends the Employee Retirement Income Security Act, the Internal Revenue Code and the Public Health Service Act to provide continuation of group health coverage that otherwise might be terminated.
What does COBRA do?
COBRA provides certain former employees, retirees, spouses, former spouses, and dependent children the right to temporary continuation of health coverage at group rates. This coverage, however, is only available when coverage is lost due to certain specific events. Group health coverage for COBRA participants is usually more expensive than health coverage for active employees, since usually the employer pays a part of the premium for active employees while COBRA participants generally pay the entire premium themselves. It is ordinarily less expensive, though, than individual health coverage.
Who is entitled to benefits under COBRA?
There are three elements to qualifying for COBRA benefits. COBRA establishes specific criteria for plans, qualified beneficiaries, and qualifying events:
Plan Coverage - Group health plans for employers with 20 or more employees on more than 50 percent of its typical business days in the previous calendar year are subject to COBRA. Both full and part-time employees are counted to determine whether a plan is subject to COBRA. Each part-time employee counts as a fraction of an employee, with the fraction equal to the number of hours that the part-time employee worked divided by the hours an employee must work to be considered full time.
Qualified Beneficiaries - A qualified beneficiary generally is an individual covered by a group health plan on the day before a qualifying event who is either an employee, the employee's spouse, or an employee's dependent child. In certain cases, a retired employee, the retired employee's spouse, and the retired employee's dependent children may be qualified beneficiaries. In addition, any child born to or placed for adoption with a covered employee during the period of COBRA coverage is considered a qualified beneficiary. Agents, independent contractors, and directors who participate in the group health plan may also be qualified beneficiaries.
Qualifying Events - Qualifying events are certain events that would cause an individual to lose health coverage. The type of qualifying event will determine who the qualified beneficiaries are and the amount of time that a plan must offer the health coverage to them under COBRA. A plan, at its discretion, may provide longer periods of continuation coverage.
Qualifying Events for Employees:
Voluntary or involuntary termination of employment for reasons other than gross misconduct
Reduction in the number of hours of employment
Qualifying Events for Spouses:
Voluntary or involuntary termination of the covered employee's employment for any reason other than gross misconduct
Reduction in the hours worked by the covered employee
Covered employee's becoming entitled to Medicare
Divorce or legal separation of the covered employee
Death of the covered employee
Qualifying Events for Dependent Children:
Loss of dependent child status under the plan rules
Voluntary or involuntary termination of the covered employee's employment for any reason other than gross misconduct
Reduction in the hours worked by the covered employee
Covered employee's becoming entitled to Medicare
Divorce or legal separation of the covered employee
Death of the covered employee
How does a person become eligible for COBRA continuation coverage?
To be eligible for COBRA coverage, you must have been enrolled in your employer's health plan when you worked and the health plan must continue to be in effect for active employees. COBRA continuation coverage is available upon the occurrence of a qualifying event that would, except for the COBRA continuation coverage, cause an individual to lose his or her health care coverage.
What group health plans are subject to COBRA?
The law generally covers health plans maintained by private-sector employers with 20 or more employees, employee organizations, or state or local governments.
What process must individuals follow to elect COBRA continuation coverage?
Employers must notify plan administrators of a qualifying event within 30 days after an employee's death, termination, reduced hours of employment or entitlement to Medicare.
A qualified beneficiary must notify the plan administrator of a qualifying event within 60 days after divorce or legal separation or a child's ceasing to be covered as a dependent under plan rules.
Plan participants and beneficiaries generally must be sent an election notice not later than 14 days after the plan administrator receives notice that a qualifying event has occurred. The individual then has 60 days to decide whether to elect COBRA continuation coverage. The person has 45 days after electing coverage to pay the initial premium.
How long after a qualifying event do I have to elect COBRA coverage?
Qualified beneficiaries must be given an election period during which each qualified beneficiary may choose whether to elect COBRA coverage. Each qualified beneficiary may independently elect COBRA coverage. A covered employee or the covered employee's spouse may elect COBRA coverage on behalf of all other qualified beneficiaries. A parent or legal guardian may elect on behalf of a minor child. Qualified beneficiaries must be given at least 60 days for the election. This period is measured from the later of the coverage loss date or the date the COBRA election notice is provided by the employer or plan administrator. The election notice must be provided in person or by first class mail within 14 days after the plan administrator receives notice that a qualifying event has occurred.
How do I file a COBRA claim for benefits?
Health plan rules must explain how to obtain benefits and must include written procedures for processing claims. Claims procedures must be described in the Summary Plan Description.
You should submit a claim for benefits in accordance with the plan's rules for filing claims. If the claim is denied, you must be given notice of the denial in writing generally within 90 days after the claim is filed. The notice should state the reasons for the denial, any additional information needed to support the claim, and procedures for appealing the denial.
You will have at least 60 days to appeal a denial and you must receive a decision on the appeal generally within 60 days after that.
Contact the plan administrator for more information on filing a claim for benefits. Complete plan rules are available from employers or benefits offices. There can be charges up to 25 cents a page for copies of plan rules.
Can individuals qualify for longer periods of COBRA continuation coverage?
Yes, disability can extend the 18 month period of continuation coverage for a qualifying event that is a termination of employment or reduction of hours. To qualify for additional months of COBRA continuation coverage, the qualified beneficiary must:
Have a ruling from the Social Security Administration that he or she became disabled within the first 60 days of COBRA continuation coverage
Send the plan a copy of the Social Security ruling letter within 60 days of receipt, but prior to expiration of the 18-month period of coverage
If these requirements are met, the entire family qualifies for an additional 11 months of COBRA continuation coverage. Plans can charge 150% of the premium cost for the extended period of coverage.
FAQs About COBRA Continuation Health Coverage
What is COBRA continuation health coverage?
Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions in 1986. The law amends the Employee Retirement Income Security Act, the Internal Revenue Code and the Public Health Service Act to provide continuation of group health coverage that otherwise might be terminated.
What does COBRA do?
COBRA provides certain former employees, retirees, spouses, former spouses, and dependent children the right to temporary continuation of health coverage at group rates. This coverage, however, is only available when coverage is lost due to certain specific events. Group health coverage for COBRA participants is usually more expensive than health coverage for active employees, since usually the employer pays a part of the premium for active employees while COBRA participants generally pay the entire premium themselves. It is ordinarily less expensive, though, than individual health coverage.
Who is entitled to benefits under COBRA?
There are three elements to qualifying for COBRA benefits. COBRA establishes specific criteria for plans, qualified beneficiaries, and qualifying events:
Plan Coverage - Group health plans for employers with 20 or more employees on more than 50 percent of its typical business days in the previous calendar year are subject to COBRA. Both full and part-time employees are counted to determine whether a plan is subject to COBRA. Each part-time employee counts as a fraction of an employee, with the fraction equal to the number of hours that the part-time employee worked divided by the hours an employee must work to be considered full time.
Qualified Beneficiaries - A qualified beneficiary generally is an individual covered by a group health plan on the day before a qualifying event who is either an employee, the employee's spouse, or an employee's dependent child. In certain cases, a retired employee, the retired employee's spouse, and the retired employee's dependent children may be qualified beneficiaries. In addition, any child born to or placed for adoption with a covered employee during the period of COBRA coverage is considered a qualified beneficiary. Agents, independent contractors, and directors who participate in the group health plan may also be qualified beneficiaries.
Qualifying Events - Qualifying events are certain events that would cause an individual to lose health coverage. The type of qualifying event will determine who the qualified beneficiaries are and the amount of time that a plan must offer the health coverage to them under COBRA. A plan, at its discretion, may provide longer periods of continuation coverage.
Qualifying Events for Employees:
Voluntary or involuntary termination of employment for reasons other than gross misconduct
Reduction in the number of hours of employment
Qualifying Events for Spouses:
Voluntary or involuntary termination of the covered employee's employment for any reason other than gross misconduct
Reduction in the hours worked by the covered employee
Covered employee's becoming entitled to Medicare
Divorce or legal separation of the covered employee
Death of the covered employee
Qualifying Events for Dependent Children:
Loss of dependent child status under the plan rules
Voluntary or involuntary termination of the covered employee's employment for any reason other than gross misconduct
Reduction in the hours worked by the covered employee
Covered employee's becoming entitled to Medicare
Divorce or legal separation of the covered employee
Death of the covered employee
How does a person become eligible for COBRA continuation coverage?
To be eligible for COBRA coverage, you must have been enrolled in your employer's health plan when you worked and the health plan must continue to be in effect for active employees. COBRA continuation coverage is available upon the occurrence of a qualifying event that would, except for the COBRA continuation coverage, cause an individual to lose his or her health care coverage.
What group health plans are subject to COBRA?
The law generally covers health plans maintained by private-sector employers with 20 or more employees, employee organizations, or state or local governments.
What process must individuals follow to elect COBRA continuation coverage?
Employers must notify plan administrators of a qualifying event within 30 days after an employee's death, termination, reduced hours of employment or entitlement to Medicare.
A qualified beneficiary must notify the plan administrator of a qualifying event within 60 days after divorce or legal separation or a child's ceasing to be covered as a dependent under plan rules.
Plan participants and beneficiaries generally must be sent an election notice not later than 14 days after the plan administrator receives notice that a qualifying event has occurred. The individual then has 60 days to decide whether to elect COBRA continuation coverage. The person has 45 days after electing coverage to pay the initial premium.
How long after a qualifying event do I have to elect COBRA coverage?
Qualified beneficiaries must be given an election period during which each qualified beneficiary may choose whether to elect COBRA coverage. Each qualified beneficiary may independently elect COBRA coverage. A covered employee or the covered employee's spouse may elect COBRA coverage on behalf of all other qualified beneficiaries. A parent or legal guardian may elect on behalf of a minor child. Qualified beneficiaries must be given at least 60 days for the election. This period is measured from the later of the coverage loss date or the date the COBRA election notice is provided by the employer or plan administrator. The election notice must be provided in person or by first class mail within 14 days after the plan administrator receives notice that a qualifying event has occurred.
How do I file a COBRA claim for benefits?
Health plan rules must explain how to obtain benefits and must include written procedures for processing claims. Claims procedures must be described in the Summary Plan Description.
You should submit a claim for benefits in accordance with the plan's rules for filing claims. If the claim is denied, you must be given notice of the denial in writing generally within 90 days after the claim is filed. The notice should state the reasons for the denial, any additional information needed to support the claim, and procedures for appealing the denial.
You will have at least 60 days to appeal a denial and you must receive a decision on the appeal generally within 60 days after that.
Contact the plan administrator for more information on filing a claim for benefits. Complete plan rules are available from employers or benefits offices. There can be charges up to 25 cents a page for copies of plan rules.
Can individuals qualify for longer periods of COBRA continuation coverage?
Yes, disability can extend the 18 month period of continuation coverage for a qualifying event that is a termination of employment or reduction of hours. To qualify for additional months of COBRA continuation coverage, the qualified beneficiary must:
Have a ruling from the Social Security Administration that he or she became disabled within the first 60 days of COBRA continuation coverage
Send the plan a copy of the Social Security ruling letter within 60 days of receipt, but prior to expiration of the 18-month period of coverage
If these requirements are met, the entire family qualifies for an additional 11 months of COBRA continuation coverage. Plans can charge 150% of the premium cost for the extended period of coverage.
more...
vamsi_poondla
10-10 05:07 PM
You may admire them as much as you want but fact is these are just "glorified" bodyshoppers. I meet many workers from these "great" companies at my workplace and see them being treated just as "low cost alternatives" and nothing else by this huge financial company in NY/NJ area. Because of their (INFY, TATA, Wipro, Satyam) "low billing rates" these guys cant afford good lifestyle. And back home in India INFY and TATA CEOs make billions and talk BIG. I've not met any TATA, Satyam guy here who is happy with their employer. They just hate their employers and always looking for a change. I wonder where they stand in terms of employee satisfaction? They treat their people like slave and send them as low cost labor. Not only that - they exploit US immigration rules and make use of L1 to keep their people long term at cliant place when they dont get enough H1.
No difference from local bodyshoppers! Dont think they are great companies. You may say "you folks are frustrated with these companies". But this is the fact. Period.
I think this thread is hijacked. I will also join the band :p I work for one of these companies (SWITCH - Satyam, Wipro, Infosys, Tata, Cognizant, HCL) and came on L1, became H1B and on the path of GC through the same company. Some of what you have said is correct that the employers are not paid same as what IBM US employers get (and of course what some consultants get). Some of the issues are working off-late hours and coordination effort etc.
The positive side of these companies is
1) Career advancement - One can really grow into lead and managerial positions if they have the aptitude
2) Technical Career Paths are there for those who are technically inclined.
3) Benefits - There are good benefits which usually may not be there for those working for desi-consultants
4) Support from a large pool of knowledge - If I face any issue, I post it in my company help forum, there will be many responses,some real good ones within a day.
5) More job security - companies are not yet used to down-sizing. In hard times, there could be some salary rationalization (which I think is OK - better than losing job) and increased utilization (again doesn't mean more work from individual it means optimal bench strength)
6) Growth - While it is debatable whether it can sustain the rupee strengthening or not, unless the company 's strategy is very narrow, nobody outsource for the cost alone...Many are simply build-or-buy decisions, and based on core-competency and risk management. Deals that are struck these days are multi-year, multi-million dollar ones which will provide guaranteed business over a long periods.
Coming to those who come on L1 or H1, most of them want to get an opportunity to work at client location to better their perspective (apart from Dollar conversion). Nobody comes here by force. Their priorities are always different than most of the forum readers' Their choices are also limited. Some leave as soon as they come here (I personally interviewed at least 10 folks last year who floated their resumes as soon as they landed here), some want to go back after working here few years, some switch to H1Bs through desi-consultants, thus enter rat race, some try to grow here in their company on long term basis.
Hope this clarifies few who pity SWITCH employees..
Again these are not "glorified" bodyshoppers. It is a very wrong impression. I am a manager at one of such companies. We have highest regards for our personnel, we strive hard to make a big difference, we compete with other service companies like Accenture, IBM and EDS, have high client focus and we feel proud about it. Never in ANY meetings or strategies we keep our employers' interest below anything.
No difference from local bodyshoppers! Dont think they are great companies. You may say "you folks are frustrated with these companies". But this is the fact. Period.
I think this thread is hijacked. I will also join the band :p I work for one of these companies (SWITCH - Satyam, Wipro, Infosys, Tata, Cognizant, HCL) and came on L1, became H1B and on the path of GC through the same company. Some of what you have said is correct that the employers are not paid same as what IBM US employers get (and of course what some consultants get). Some of the issues are working off-late hours and coordination effort etc.
The positive side of these companies is
1) Career advancement - One can really grow into lead and managerial positions if they have the aptitude
2) Technical Career Paths are there for those who are technically inclined.
3) Benefits - There are good benefits which usually may not be there for those working for desi-consultants
4) Support from a large pool of knowledge - If I face any issue, I post it in my company help forum, there will be many responses,some real good ones within a day.
5) More job security - companies are not yet used to down-sizing. In hard times, there could be some salary rationalization (which I think is OK - better than losing job) and increased utilization (again doesn't mean more work from individual it means optimal bench strength)
6) Growth - While it is debatable whether it can sustain the rupee strengthening or not, unless the company 's strategy is very narrow, nobody outsource for the cost alone...Many are simply build-or-buy decisions, and based on core-competency and risk management. Deals that are struck these days are multi-year, multi-million dollar ones which will provide guaranteed business over a long periods.
Coming to those who come on L1 or H1, most of them want to get an opportunity to work at client location to better their perspective (apart from Dollar conversion). Nobody comes here by force. Their priorities are always different than most of the forum readers' Their choices are also limited. Some leave as soon as they come here (I personally interviewed at least 10 folks last year who floated their resumes as soon as they landed here), some want to go back after working here few years, some switch to H1Bs through desi-consultants, thus enter rat race, some try to grow here in their company on long term basis.
Hope this clarifies few who pity SWITCH employees..
Again these are not "glorified" bodyshoppers. It is a very wrong impression. I am a manager at one of such companies. We have highest regards for our personnel, we strive hard to make a big difference, we compete with other service companies like Accenture, IBM and EDS, have high client focus and we feel proud about it. Never in ANY meetings or strategies we keep our employers' interest below anything.
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vbkris77
06-17 12:04 AM
I support this initiative. I sent a PM to you snathan, pls. contact me if you have more questions..
more...
payur
06-27 08:41 AM
Hi Rajakannan:
You fall under either of the following two.
Positive thinking: You are a Gandhi
Realistic Thinking: You are smart .
Smart enough to mislead the crowd to postpone, so that you would get atleast yoursdone.
Man: be realistic.. people are waiting for four years like fools,, as of today there is no difference between 2003 Sept PD or 2007 May PD..
I donot even understand, how you can think like this...
Please donot open thiskind of discussion, people have better things to do in life than reading this..
Myself: I donot even waste a single min on this kind of threads, just wanted to request you to be more realistic...
BTW: can you post your PD details...
best wishes.
HOPE_GC_SOON, I would think he is more of Gandhi. See his history, that will answer all :)
You fall under either of the following two.
Positive thinking: You are a Gandhi
Realistic Thinking: You are smart .
Smart enough to mislead the crowd to postpone, so that you would get atleast yoursdone.
Man: be realistic.. people are waiting for four years like fools,, as of today there is no difference between 2003 Sept PD or 2007 May PD..
I donot even understand, how you can think like this...
Please donot open thiskind of discussion, people have better things to do in life than reading this..
Myself: I donot even waste a single min on this kind of threads, just wanted to request you to be more realistic...
BTW: can you post your PD details...
best wishes.
HOPE_GC_SOON, I would think he is more of Gandhi. See his history, that will answer all :)
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mallu
11-30 01:27 PM
http://www.durrani.com/docs/FBI%20Process.pdf
It says some applications will still be delayed . I assume of one is stuck with namecheck where FBI is waiting for response from native country, he will be waiting for eternity. Nowhere it says applications will be approved while the namecheck is pending.
It says some applications will still be delayed . I assume of one is stuck with namecheck where FBI is waiting for response from native country, he will be waiting for eternity. Nowhere it says applications will be approved while the namecheck is pending.
more...
arnab221
06-10 04:14 AM
I think there are people who have a labor pending from July 4th 1776 , so they might take the date back to July 4th 1776 when the US was formed and when the USCIS was established . However they will then not allow people living in the west coast and the then Confederate states to apply , only people living in the Union states will be eligible to apply .
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gc_on_demand
11-10 11:45 AM
I think I have joined IV in last 3 years or so...
Donated money once & have called congressmen & senators many times ...
Could someone please tell me -
What has been achieved by IV till date? I know we all meet elected reps, officials in washington dc ..... but I am interested in end result like not wasting visa numbers , implementing spillover & along these lines.
I have asked few friends to join IV but then if they ask me for IV accomplishments - i can't count any....
(1) Reversal of July 2007 bulletin
(2) Two year EAD AP
(3) Currently working on Same similar job ( AC 21).
(4) Push USCIS and DOS to publish data.
Donated money once & have called congressmen & senators many times ...
Could someone please tell me -
What has been achieved by IV till date? I know we all meet elected reps, officials in washington dc ..... but I am interested in end result like not wasting visa numbers , implementing spillover & along these lines.
I have asked few friends to join IV but then if they ask me for IV accomplishments - i can't count any....
(1) Reversal of July 2007 bulletin
(2) Two year EAD AP
(3) Currently working on Same similar job ( AC 21).
(4) Push USCIS and DOS to publish data.
more...
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GC_LOOKIN
07-25 10:09 AM
E-Filed: May 30th, 2008
FP: June 28th, 2008
Card Production Ordered on July24th :)
Belong to EB3 Category and hoping to get 2 Year EAD.
Will let everyone know if I get 2 year or 1 year EAD
Is everyone who belong to EB3 category getting 2 year EAD???
FP: June 28th, 2008
Card Production Ordered on July24th :)
Belong to EB3 Category and hoping to get 2 Year EAD.
Will let everyone know if I get 2 year or 1 year EAD
Is everyone who belong to EB3 category getting 2 year EAD???
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Macaca
01-31 08:33 AM
U.S. Proposes Rise in Immigration Fees (http://www.washingtonpost.com/wp-dyn/content/article/2007/01/30/AR2007013001762.html).
By SUZANNE GAMBOA
The Associated Press
Wednesday, January 31, 2007; 2:47 AM
WASHINGTON -- Becoming an American citizen could soon cost almost twice as much.
The Bush administration will propose nearly doubling the fee charged applicants for U.S. citizenship and significantly increasing fees for other immigration benefits, congressional and administration officials said Tuesday.
Fees for a wide variety of immigration services would rise an average of 66 percent, said two government officials who did not want to be named in advance of the administration's formal announcement of the proposal Wednesday.
The current fee of $330 to apply for citizenship would rise to slightly less than $600, an administration official said. Other fee increases are possible for green cards conveying legal residency, which now cost $325.
Applicants also now pay a $70 fingerprinting fee in each case. Fees also are paid for things such as work permits, replacing lost green cards and petitions to adopt orphans from other countries.
The proposed fee increases would not be final until after a public comment period.
Congressional Democrats last week warned in a letter to Emilio Gonzalez, director of the Homeland Security Department's Citizenship and Immigration Services, that they planned to review the agency's analyses behind any proposed immigration fee increases.
The letter was signed by Senate Judiciary Committee Chairman Patrick Leahy, D-Vt., immigration subcommittee chairman Sen. Edward Kennedy, D-Mass., House Judiciary Committee Chairman John Conyers, D-Mich., and immigration subcommittee chairwoman Rep. Zoe Lofgren, D-Calif.
Immigration advocates have been bracing for the expected jump in fees. William Ramos, Washington director for the National Association of Latino Elected and Appointed Officials, said the increases are "just going to be devastating to our communities."
"It will basically create another obstacle for those who want to realize their dream of becoming American citizens," Ramos said.
Citizenship and Immigration Services covers its costs with application fees. The agency is required to do a fee analysis every two years to determine whether money raised from fees is covering costs. The agency last raised its fees in 2004, citing the cost of more intense background checks in the wake of the Sept. 11, 2001, terrorist attacks.
Immigrant advocates long have argued that the agency's costs cannot be absorbed by application fees. They want Congress to appropriate money to help pay costs.
Large fee increases would be heavily felt in the Asian community, where two-thirds of the population in the U.S. is foreign-born, said Traci Hong, director of the immigration program for the Asian American Justice Center.
About 70 percent of foreign-born Asians in the country become American citizens, a high rate for immigrants. Hong worried that higher naturalization fees would slow that rate.
By SUZANNE GAMBOA
The Associated Press
Wednesday, January 31, 2007; 2:47 AM
WASHINGTON -- Becoming an American citizen could soon cost almost twice as much.
The Bush administration will propose nearly doubling the fee charged applicants for U.S. citizenship and significantly increasing fees for other immigration benefits, congressional and administration officials said Tuesday.
Fees for a wide variety of immigration services would rise an average of 66 percent, said two government officials who did not want to be named in advance of the administration's formal announcement of the proposal Wednesday.
The current fee of $330 to apply for citizenship would rise to slightly less than $600, an administration official said. Other fee increases are possible for green cards conveying legal residency, which now cost $325.
Applicants also now pay a $70 fingerprinting fee in each case. Fees also are paid for things such as work permits, replacing lost green cards and petitions to adopt orphans from other countries.
The proposed fee increases would not be final until after a public comment period.
Congressional Democrats last week warned in a letter to Emilio Gonzalez, director of the Homeland Security Department's Citizenship and Immigration Services, that they planned to review the agency's analyses behind any proposed immigration fee increases.
The letter was signed by Senate Judiciary Committee Chairman Patrick Leahy, D-Vt., immigration subcommittee chairman Sen. Edward Kennedy, D-Mass., House Judiciary Committee Chairman John Conyers, D-Mich., and immigration subcommittee chairwoman Rep. Zoe Lofgren, D-Calif.
Immigration advocates have been bracing for the expected jump in fees. William Ramos, Washington director for the National Association of Latino Elected and Appointed Officials, said the increases are "just going to be devastating to our communities."
"It will basically create another obstacle for those who want to realize their dream of becoming American citizens," Ramos said.
Citizenship and Immigration Services covers its costs with application fees. The agency is required to do a fee analysis every two years to determine whether money raised from fees is covering costs. The agency last raised its fees in 2004, citing the cost of more intense background checks in the wake of the Sept. 11, 2001, terrorist attacks.
Immigrant advocates long have argued that the agency's costs cannot be absorbed by application fees. They want Congress to appropriate money to help pay costs.
Large fee increases would be heavily felt in the Asian community, where two-thirds of the population in the U.S. is foreign-born, said Traci Hong, director of the immigration program for the Asian American Justice Center.
About 70 percent of foreign-born Asians in the country become American citizens, a high rate for immigrants. Hong worried that higher naturalization fees would slow that rate.
more...
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sanjay
01-26 04:28 PM
Bottom line, AC 21 comes with risk, and you have to be ready to ride the wave, if things are to get delayed or you are to be out of work for some time. If there was anything I could have done differently, I would have REALLY forced new employer to file H1b on my behalf. I feel i laid down too easily on this request after my previous company said they would not revoke I-140. I did ask the legal team of the new company, and they said no. I should have discussed with my bosses, since they really wanted me, and would have probably overriden the legal team.
But life goes on...
Good information for all those who had or thinking of using AC21.
Very well written to-the-point information.
But life goes on...
Good information for all those who had or thinking of using AC21.
Very well written to-the-point information.
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nave_kum
07-27 09:33 PM
http://murthyforum.atinfopop.com/4/OpenTopic?a=tpc&s=1024039761&f=7474050822&m=3411020351&r=4691050351#4691050351
Not sure if nasir is bluffing...But a July 9th filer getting a receipt b4 the rest (July 2nd - July 8th) --- Something fishy isnt it?
Not sure if nasir is bluffing...But a July 9th filer getting a receipt b4 the rest (July 2nd - July 8th) --- Something fishy isnt it?
more...
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jonty_11
07-23 11:59 PM
^^^
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chanduv23
03-26 01:47 PM
one doenst have to argue but can definitely question why its not there on their website if its not htere..they just cant decide one fine morning to just start as king for stuff...
I agree. They have to follow well set guidelines.
I would say - those having issues must all get together and write to the Authorities asking them to update rules on website and not arbitrary.
I agree. They have to follow well set guidelines.
I would say - those having issues must all get together and write to the Authorities asking them to update rules on website and not arbitrary.
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inskrish
08-05 10:40 PM
EB2
PD: May.2004
Name Check pending.
PD: May.2004
Name Check pending.
jgh_res
06-26 03:09 PM
You can goto a portrait studio, if u dont want digital pictures. For example JCPenny. They take with a polaroid camera. I get them there.
everyone I go to offers Digital Photos (ID PHotos)....my attorneys had said Digitals are not acceptable...but looks like that is all u can get nowadays...
BTW Costco is the cheapest!!!
everyone I go to offers Digital Photos (ID PHotos)....my attorneys had said Digitals are not acceptable...but looks like that is all u can get nowadays...
BTW Costco is the cheapest!!!
gc4me
12-03 03:39 PM
I called the customer service # on 11/04 and the guy told me that he is sending email reguest for my FP and I got FP notice (my attorney's office also got one) on 11/13. Hope this helps.
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