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grimreaper

03-29 05:58 PM

I have filed PERM in Nov-2009 and am still waiting. I am a Physician and hope not to get audited. Let us see.

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ArkBird

07-29 06:29 PM

This is my job description before being director and as per my lawyer (absolute hearsay) , "The very purpose of AC21 is to give us relief from working for same jobs over number of years and this is natural progression of job.you are in your SAME field. If it was Director of Finance of Sale, it's big no no but in this case you are just growing vertically i my professional career. USCIS has very liberal policy in this matter

And yes, you don't have to inform USCIS about it.

Good Luck with your new job!

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satishbsk

07-08 05:38 PM

They took 20 k tilll last month and no match.

____________________
contributed $260 so far

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mikkisu

07-20 12:39 PM

:-)

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thomachan72

07-28 11:07 AM

it is not easy as you think. Once you have this non renewable/non transferable stamp on the license you are stuck. For eg:- even if you stay in the state that issues that lisence (in this case Ohio), you will have to retake the whole test (computer + driving test) to even renew the lisense when your visa is renewed. You initially get the lisence only valid until the day of your visa expiry.
bottom line:: THIS IS THE CRAZIEST RULE THAT I HAVE COME ACCROSS. The more a person drives I was under the impression that her/his skills improve. I am not against checking the visa validity etc but to make you take the whole drivers test again is SIMPLY STUPIDITY.

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pscdk

08-30 08:06 PM

Congratulations babu...good luck!

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waiting_4_gc

07-31 06:44 PM

My I-485(with G-28) was filed by our company lawyer and company did not let us file EAD. I'm filing EAD on my own after USCIS made it clear with FAQ2 that they will accept EAD applications without the I-485 Receipt notice.

My questions is, Can I be sure the receipt notice for the EAD will come to me and not to the lawyer by any chance? I don't have any intention of using EAD but don't want my employer/lawyer know that I have filed it.

Thanks

I think you will receive receipt notice for EAD and AP provided you file them.However I had a question about the forms.

Are you going to send old version of I-765 and I-131 or new version of the forms?
And you can file EAD and AP applications with old fee till August 17,2007, right?

Please PM me as am also filing EAD and AP, we can share the knowledge

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JP McMahon

November 23rd, 2004, 11:01 AM

I hope this does not happen to my precious.

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View Full Version : First Motocross attempt - critique please!

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bidhanc

03-06 10:57 PM

Same here. We submitted 485 on Jul2 without our medicals and some other major documents like birth certificates etc. Have had not issues till now. Got our receipt notices for 485, AP & EAD. Also got our EADs pretty quickly.

Wondering whether one can mail in the missing docs (including medical) with the 485 receipt instead of waiting for the RFE. Any ideas?
Hi stu*
Did you get an answer whether we can send the medical papers to USCIS now with I-485 receipts?
Would it work?
Anyone??

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kaisersose

10-28 11:40 PM

We recieved EADs 3 weeks back and I am planning to apply SSN for my wife and kid.

Can anyone let me know what documents are required to show up at SSN office while applying SSN.

Thanks,
Sury

You got an EAD for your kid? What is the minimum age for a kid to be eligible for an EAD?

The SSN card will contain a restriction saying "authorized for work only" which would mean the kid should have reached the min age for eligibility to work.

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TeddyKoochu

04-22 03:42 PM

Congrats and thanks for sharing this great news. Looks like E-E Relationship memo is not being applied.

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boreal

02-05 06:28 PM

Can you please let me know if you received my email.

Thanks
wow!! IV has been very productive for you NewDoc..Would u like to contribute to IV if you get this post? And Bonus if you can convince some of your friends to join IV and contribute too ...

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anilkumar0902

01-26 12:10 PM

I read Eden Prairie,MN has been rated the "Best city to live" by CNN Money magazine for 2010. Great schools, affordable living, low unemployment, community oriented life are pluses..Weather is definitely a damper. As the previous post suggests...we will have to trade-in the weather for everything else that is important to us.

Cheers

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desiin_va

01-14 10:17 PM

To port PD from Eb3 to EB2, He does not require to qulify for EB2 before Nov 2001, He is eligible if he is qualified at time of filing EB2.

Folks redhagd's statement is correct, i checked with Atorney Sheela Murhty on Friday. To port from EB3 to EB2, you must be eligible for EB2 at the time of filing Labor in Eb2.

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VenuK

06-15 07:19 PM

There is no law against multiple companies processing H1B for the same candidate at the same time. In past I had 2 Job offeres and both companies were processing my H1-B at the same time. Eventually I joined one of them. I do not see any issue for you to go back to your Home country and get the visa stamped as long as you are working and getting paid as per your approved H1-B petition.
Also if you never landed up working for the company for which your H1B transfered got denied then there is no issue at all, but if you did then I am not sure about the ramifications.

Hi Shelar,
Thanks for your response.
I dont want to go to my home country for stamping. I'm residing in california so i want to go nearby country which is Tijauna, Mexico.
currently, my pay stubbs are still generated with old company (X). Now i've got I-797 approved from New company on June 6th,2006. Is it a must that i have to have at least couple of pay stubbs generated with new company before going for visa stamping

pls advise.

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gconmymind

10-29 04:25 PM

which service center?

Send email or call your consulate in India. They will either be able to update it or let you know what to do. You should be able to correct by hand when you go for the interview.

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ajaz

06-02 04:05 PM

I filed my eEAD 45 days back, competed finger printing 15 days back, still I don't see LUD on my case; However, my spouse who filed 30 days back had 3 LUD, and a recent after finger print.

Can guys suggest, is this common. Usually after FP I should see a LUD, right? What are my options..

You response is highly appreciated.

Thanks

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waitingmygc

09-08 04:26 PM

I am convinced with Prashanthi.

Now these days, its relevantly easier for company to file GC for senior position which requires a higher minimum qualification (let�s say Masters) to avoid a lot of resume and/or audit. If a GC seeker has enough number of experience (10/11 +) and a higher degree then its comparatively easier than non-senior.

For a non-senior positions, prepare a good job adv with combination of skill set. If received a resumes without the combination then your company HR can reject the resume. No problem, as long as everything has been done properly, so that in case of an audit a proper response can be given.

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gc_dedo

09-15 03:34 PM

EB3 I-140 is still March 30th, 2007, a whole year behind EB2. EB2 jumped from July 2007 to March 13th, 2008 UNBELIEVABLE :confused: Seems like they just want us to blow our brains out, or whatever little is left of it anyway... This is just so sick.
Just doesnt make sense at all.
Even EB1 is way behind EB2.
Maybe they are being sadist and trying to divide n rule.

kinvin

05-08 02:50 PM

A bidding war makes for �crazy� salaries across Asia
By Sundeep Tucker

Published: May 6 2007 19:15 | Last updated: May 6 2007 19:15

A combination of strong economic growth, corporate ambition and a limited pool of managers and specialists has plunged Asian companies into a battle for top talent, from casinos in Macau gearing up for business to boom towns in resource-rich western Australia desperate to attract mining engineers.

Salaries for top performers are being bid up to unheard of levels. Even Indian software engineers in Silicon Valley are returning home attracted by high ex-pat salary packages and senior positions, as are Chinese and Japanese-born bankers working in London and New York.

Damien Chunilal, Merrill�s Lynch�s Pacific Rim chief operating officer, says: �The success of Asia�s economies has in some areas increased the pool of available talent. Emigrants are prepared to return home to fill positions that five years ago would not have attracted them. It�s a tighter market, but our overall hiring universe is bigger.�

Which companies win this war for talent will go a long way to deciding which will succeed in the Asia Pacific region.

The consensus is that recruiting and retaining skilled workers in Asia is harder and more expensive than ever. Headhunters warn that the inability to fill key positions with qualified people, mostly at senior level, is denting the regional expansion plans of many companies.

The struggle to hire qualified staff is most acute in financial services, a sector whose fortunes are closely correlated with the level of growth. Demand for consumer banking in India and China is soaring and investment banks are adding personnel to service the region�s emerging acquisitive corporations.

In addition, private equity firms and hedge funds have mushroomed over the past year, pinching scores of the region�s top investment bankers along the way, while the region�s newly-minted millionaires are demanding world-class wealth management services.

The boom in financial services is also having knock-on effects in connected support industries such as accounting, law and public relations.

A key problem for recruitment is the lack of fungibility of personnel across the different markets of the region, with its varied cultural, political and linguistic traditions. Headhunter Kevin Gibson, managing director of Robert Walters Japan, says: �You can relocate a Mexican to Argentina or an American to the UK. But you can�t move a senior manager from China to Japan unless they speak the language and enjoy the culture.�

One senior Hong Kong-based executive for a global investment bank describes the situation as �crazy�. He said: �Banks are short of good staff all over the world but Asia is the hottest place by far. I have 28-year-olds coming into my office telling me that they are resigning because they have been offered a $1m job.� The executive blamed the wage inflation on a combination of factors, including new entrants who pay huge premiums to attract staff, the growth and expansion of hedge funds and private equity firms and the expansion plans of existing players. �It all means that there are too many potential employers chasing too few people,� he says.

As well as drawing from the well of investment banks, private equity firms expanding in Asia have started to adopt US and European practice by luring senior industry executives. In recent weeks Carlyle Group of the US has poached the regional heads of Coca-Cola and Delphi to oversee the firm�s future investments across the consumer and industrial sectors respectively.

The frenzy is thought to have prompted the Singapore government to broker an informal non-poaching agreement that effectively protects two local banks, DBS and OCBC, from aggressive foreign rivals.

In China, analysts describe the talent shortage as �acute�. Steve Mullinjer, head of Heidrick & Struggles China practice, says: �There is a paradox of shortage among the plenty.� He believes that China requires 75,000 quality people to fill senior vacancies at multinationals and expanding domestic companies � but can only supply around 5,000 candidates with suitable experience.

Wage inflation is running so hot that a locally-born general manager for a multinational can earn 20 per cent more than a counterpart in the US �with only 75 per cent of the skills set�, he says. �The reality is that executives in China are getting over-titled and overpaid. Underperformers who leave often resurface in jobs earning double the salary.�

The talent shortage is also keenly felt in India, especially in the financial services and information technology sectors.

Business is growing so fast that the industry�s lobby group has estimated that the Indian IT sector faces a shortfall of 500,000 professionals by 2010 that threatens the country�s dominance of global offshore IT services.

Blue chip IT companies are plundering the entire talent pool across industries, stealing civil engineers and graduates from other disciplines and turning them into software engineers. This has left acute shortages in industries such as construction.

Azim Premji, founder chairman of India�s Wipro, one of the world�s leading IT companies, says: �The multinationals are going berserk and are unnecessarily paying premiums to fill the positions.�

The effect on pay rates has been predictable. According to Hewitt Associates, the consultancy, average salary increases in India are running at more than 14 per cent a year, compared with around 8 per cent in China and slightly less in South Korea and the Philippines.

Dinesh Mirchandani, managing director of the India practice of Boyden, a global search firm, said that the annual salary for the typical chief executive of a mid-cap multinational in India, with just $100m sales, has doubled in the past five years to $250,000. He says: �At senior levels, the pay gap between those based in India and those elsewhere has narrowed dramatically. I even have an Indian national chief operating officer in a multinational here who is earning more than his Dubai-based boss.� Mr Mirchandani cites BP, Citibank and PepsiCo as multinationals that have prospered because they recruited and retained staff successfully by introducing favourable human resource policies.

The recruitment market in Japan has tended to march to its own beat. However, the country�s economic recovery has created bottlenecks in sectors such as financial services, retail and pharmaceutical, while sectors such as precision engineering have been boosted by insatiable demand from China for their products. The talent war even has its plus points. One US investment banking executive working in Asia says that the situation has made it easier to get rid of underpeforming staff.

He says: �In the past the worker might have been sacked. Nowadays we tell that worker to go and quietly solicit offers in the marketplace. They usually do so quickly, and can get a higher salary from a hedge fund or private equity firm. That way, nobody�s reputation gets sullied.�

Copyright The Financial Times Limited 2007

sundarpn

07-20 08:13 AM

thx GC_ASP.

One clarification on question:

3. Can I file my spouses 485 whenever the dates become current (I meant despite myself working for a new employer on H1b.). Will dependent 485 filing need support from ex-employer?