SunnySurya
08-18 02:10 PM
So far I have abq_gc, Johnamit , Singhsa3 , SunnySurya and pamposh(5 and counting ) . I need more..
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rayoflight
05-19 05:02 PM
Thanks so much for your quick reply and the phone number with the options. What does R.no stand for?
njboy
11-19 05:33 PM
so from the above post it is obvious Sen Menendez will consider a recapture provision only as part of a comprehensive bill. Atleast you got an email that addresses your expressed concern about backlogs. I just got the standard reply for DREAM Act, even though I had specifically spoken about LEGAL immigrants-
Dear Mr. xxx:
Thank you for contacting me to express your support for S. 729, the DREAM Act of 2009. Your opinion is very important to me, and I appreciate the opportunity to respond to you on this important issue.
You will be pleased to know that I am a strong cosponsor of the DREAM Act and am fighting tirelessly to enact this critical legislation into law. As the first person in my family to attend college, I can personally attest to the vital importance of a quality education. The DREAM Act, would give countless innocent children the same opportunity I had�to fully reach their potential and fulfill the American Dream. In doing so, it will give our country thousands of new doctors, teachers, pilots, and servicemen. It is a win-win situation for both those who would directly benefit from this legislation, as well as our country as a whole.
Those that oppose the DREAM Act believe that children should pay the consequences for their parents' mistakes. They believe that children who were brought to this country by their parents without the proper documentation or were kept in this country by their parents without the proper documentation should not be allowed to get an American education. That is not only wrong, but it also goes against who we are and what we stand for.
While the DREAM Act has yet to be passed, you may rest assured knowing that I will continue to fight until every child in the United States has the opportunity to reach the American Dream. Anything less is simply un-American.
Again, thank you for sharing your thoughts with me. I appreciate your support. Please do not hesitate to contact me if I may be of more assistance. I invite you to visit my website Robert Menendez - US Senator for New Jersey: Home (http://menendez.senate.gov) to learn of other important issues to New Jersey.
Dear Mr. xxx:
Thank you for contacting me to express your support for S. 729, the DREAM Act of 2009. Your opinion is very important to me, and I appreciate the opportunity to respond to you on this important issue.
You will be pleased to know that I am a strong cosponsor of the DREAM Act and am fighting tirelessly to enact this critical legislation into law. As the first person in my family to attend college, I can personally attest to the vital importance of a quality education. The DREAM Act, would give countless innocent children the same opportunity I had�to fully reach their potential and fulfill the American Dream. In doing so, it will give our country thousands of new doctors, teachers, pilots, and servicemen. It is a win-win situation for both those who would directly benefit from this legislation, as well as our country as a whole.
Those that oppose the DREAM Act believe that children should pay the consequences for their parents' mistakes. They believe that children who were brought to this country by their parents without the proper documentation or were kept in this country by their parents without the proper documentation should not be allowed to get an American education. That is not only wrong, but it also goes against who we are and what we stand for.
While the DREAM Act has yet to be passed, you may rest assured knowing that I will continue to fight until every child in the United States has the opportunity to reach the American Dream. Anything less is simply un-American.
Again, thank you for sharing your thoughts with me. I appreciate your support. Please do not hesitate to contact me if I may be of more assistance. I invite you to visit my website Robert Menendez - US Senator for New Jersey: Home (http://menendez.senate.gov) to learn of other important issues to New Jersey.
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India_USA
07-20 10:32 AM
I would ask the same question...
If EB3 and EB2 are equal( unbiased) in eyes of IV, then why sanhari's suggestion is not welcome?
EB2-EB3 discussion is not just unbiased in the eyes of IV, it makes no sense in the real world when it comes to finding solutions to the problem of backlogs. It only exists in this forum.
If EB3 and EB2 are equal( unbiased) in eyes of IV, then why sanhari's suggestion is not welcome?
EB2-EB3 discussion is not just unbiased in the eyes of IV, it makes no sense in the real world when it comes to finding solutions to the problem of backlogs. It only exists in this forum.
more...
gcbikari
04-23 05:06 PM
I understand if the companies want to protect their business. Let�s say that X works at a client place through a vendor. X�s employer has an agreement with the vendor which says that he cannot employ his employee, the vendor has an agreement with the client which says that they cannot take X through another vendor.
My question is there a validity period for these agreements beyond which it becomes invalid. A couple of years should be ok but it is frustrating to be bonded to some employer for years because one doesn�t have freedom to move around and be with the same client.
There is a time limit between X's employer and Vendor (they will renew the contract every year or so). But the problem is between X and his employer. As long as X is employed with his employer and usually 1 year there after (i.e. till one year) you can not work at same client performing same duties, this violates non-compete. If client agrees for vendor change, then employer cannot place you because of his agreement with vendor. If you are smart thinker and change both vendor and employer, then non-compete with employer will kick in.
My question is there a validity period for these agreements beyond which it becomes invalid. A couple of years should be ok but it is frustrating to be bonded to some employer for years because one doesn�t have freedom to move around and be with the same client.
There is a time limit between X's employer and Vendor (they will renew the contract every year or so). But the problem is between X and his employer. As long as X is employed with his employer and usually 1 year there after (i.e. till one year) you can not work at same client performing same duties, this violates non-compete. If client agrees for vendor change, then employer cannot place you because of his agreement with vendor. If you are smart thinker and change both vendor and employer, then non-compete with employer will kick in.
anda007
07-09 03:38 PM
I spoke to this journalist for almost 20 minutes
She is awesome and really really listens to you and gets a lot of information to you
THIS IS A LIVE PERSON
She is interested in talking more people and also if possible with other ASIAN people (Chinese/Taiwanese/Pakistanis), who are in the same boat
Call her and she picks up the call.
Quote:
Originally Posted by test101
I found this in the one of the forums.. please people contact the report have people hear us.
Story for the Washington Post
--------------------------------------------------------------------------------
Hi all,
I'm a reporter with the Washington Post. If your efforts result in Emilio Gonzalez receiving hundreds of flowers tomorrow, I would very much like to do a story on it. If you're interested in speaking with me and telling me your story and why you've decided to participate in this demonstration, please give me an email or call me. My contact information is below.
Thanks!
Xiyun
email:yangx@washpost.com
office phone: 202 334 6701
She is awesome and really really listens to you and gets a lot of information to you
THIS IS A LIVE PERSON
She is interested in talking more people and also if possible with other ASIAN people (Chinese/Taiwanese/Pakistanis), who are in the same boat
Call her and she picks up the call.
Quote:
Originally Posted by test101
I found this in the one of the forums.. please people contact the report have people hear us.
Story for the Washington Post
--------------------------------------------------------------------------------
Hi all,
I'm a reporter with the Washington Post. If your efforts result in Emilio Gonzalez receiving hundreds of flowers tomorrow, I would very much like to do a story on it. If you're interested in speaking with me and telling me your story and why you've decided to participate in this demonstration, please give me an email or call me. My contact information is below.
Thanks!
Xiyun
email:yangx@washpost.com
office phone: 202 334 6701
more...
doshhar
07-07 05:33 PM
Can we finalize the date for rally? Is July 14th ok with everyone of you? We have one full week to work on spreading this to different groups.
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ashwaghoshk
11-17 03:07 PM
Are we just supposed to enter our infomation on the form? or name, email etc? how does it go to our local congress men?
more...
anzerraja
07-20 12:28 AM
Thanks Pshah !!!
Count me in for $100.
Count me in for $100.
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mhb
07-06 07:50 PM
Our law firm (Fragomen) actually sent someone directly to Nebraska on Sunday evening to file the docs at the USCIS office there...They filed Monday early AM.
TSC reached 07/02 @ 10.23pm signed by L. Amrstrong
TSC reached 07/02 @ 10.23pm signed by L. Amrstrong
more...
waitingGC
12-13 11:47 AM
what would you say if there was a bill that provided for H-1bs:
1) visa for three years
2) minimum of median wage to be paid
3) free change of employers during the three years
4) must only leave country if unemployed for more than 60 days
5) at the end of 3 years, if not unemployed for more than 60 days, automatic green card
Would you prefer it over skil bill, which essentially only provides more visa and H-1b numbers?
If you would, read this proposal on the numbersusa site:
http://heather.cs.ucdavis.edu/Summary.pdf
If it looks like neither skil nor CIR are getting anywhere maybe its time to try and get this introduced in congress, originally propsed by our "friends" from the other side
maybe we can introduce this as a bill instead of skil
With this bill, I believe many people here can be granted green card automatically. I myself would support this bill! But I doubt whethter the business lobbiests who want to increase H-1B quota would support it.
1) visa for three years
2) minimum of median wage to be paid
3) free change of employers during the three years
4) must only leave country if unemployed for more than 60 days
5) at the end of 3 years, if not unemployed for more than 60 days, automatic green card
Would you prefer it over skil bill, which essentially only provides more visa and H-1b numbers?
If you would, read this proposal on the numbersusa site:
http://heather.cs.ucdavis.edu/Summary.pdf
If it looks like neither skil nor CIR are getting anywhere maybe its time to try and get this introduced in congress, originally propsed by our "friends" from the other side
maybe we can introduce this as a bill instead of skil
With this bill, I believe many people here can be granted green card automatically. I myself would support this bill! But I doubt whethter the business lobbiests who want to increase H-1B quota would support it.
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vinabath
04-23 04:32 PM
my opinions in bold
Both parties ( employee and employers) bend letter and spirit of law. Think fake resumes, references, experiences on employee side. Think no salary on bench, lack minimum professional decorum, professional ethics on employers side. But overall my sympathies are with employee and more so in this case.
-- How can an employer pay salary on bench when employee wants to be an independent contractor(80%) on w-2
In > 90% of cases I have seen, Desi employers dont operate on good faith. A good example is punitive damages. The employer does h1B, incurs about 5K cost and expects the employee to serve out 12 months. The exit clause is 25K. Its downright silly and precisely what causes employee anxiety. Instead if it is prorated for stay, it would be fair for every one involved.
-- 25k because its just not about H-1b costs. Its business. Business needs to make profits and be healthy. Business dont want H-1B employees who would like to stay for less than an year. It affects other H-1B employees and their immigration process. Businesses hate to ask H-1Bs from INS and cancel H-1s. It puts a blotch on the Business. Afterall INS give H-1B approval hoping that the employee works with the employer for atleast 3 years .
Hoarding I-140, labor certificatio etc and giving no visibility is another deal breaker.I just dont get it.
you are right but this is also forced by H-1B employees.
Some one commented its a small world, apologize if necessary blah blah. If, for a minute the employer in this case thinks in positive way, ( My former employee would be at this place, couuld be in a position where I can sell more, i could get referral for new employees) he wouldnt be doing something like this which downright irresponsible and can cause significant damage to his shareholders. Being a small world goes on both sides.
Thats pretty optimistic and long term thinking.
For a techie, clilent is king. I would never displease the ultimate beneficiary of my services. Even after my project is over, I keep in touch, do occasional free consulting all in hope of building my network. But for employers like these, who add no value, i have no sympathies.
Both parties ( employee and employers) bend letter and spirit of law. Think fake resumes, references, experiences on employee side. Think no salary on bench, lack minimum professional decorum, professional ethics on employers side. But overall my sympathies are with employee and more so in this case.
-- How can an employer pay salary on bench when employee wants to be an independent contractor(80%) on w-2
In > 90% of cases I have seen, Desi employers dont operate on good faith. A good example is punitive damages. The employer does h1B, incurs about 5K cost and expects the employee to serve out 12 months. The exit clause is 25K. Its downright silly and precisely what causes employee anxiety. Instead if it is prorated for stay, it would be fair for every one involved.
-- 25k because its just not about H-1b costs. Its business. Business needs to make profits and be healthy. Business dont want H-1B employees who would like to stay for less than an year. It affects other H-1B employees and their immigration process. Businesses hate to ask H-1Bs from INS and cancel H-1s. It puts a blotch on the Business. Afterall INS give H-1B approval hoping that the employee works with the employer for atleast 3 years .
Hoarding I-140, labor certificatio etc and giving no visibility is another deal breaker.I just dont get it.
you are right but this is also forced by H-1B employees.
Some one commented its a small world, apologize if necessary blah blah. If, for a minute the employer in this case thinks in positive way, ( My former employee would be at this place, couuld be in a position where I can sell more, i could get referral for new employees) he wouldnt be doing something like this which downright irresponsible and can cause significant damage to his shareholders. Being a small world goes on both sides.
Thats pretty optimistic and long term thinking.
For a techie, clilent is king. I would never displease the ultimate beneficiary of my services. Even after my project is over, I keep in touch, do occasional free consulting all in hope of building my network. But for employers like these, who add no value, i have no sympathies.
more...
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transpass
08-28 09:26 AM
Thanks buddy,
What is the procedure to the SSA update?
My family do not have SSA? I need to apply for them as well.
You can download the form from SSA website and fill the information for each applicant and take it to the SSA office. You can get rid of 'authorized to work with INS permit only' label of your SS card by using the same form and get a new card.
Take the forms, your PR card, old SS card. It just takes few minutes. They will take the info, shred the old cards, forms, etc. and will mail the cards to your address...Just check other thread ' Dos and Donts after GC' fo rmore info, and open a separate thread so as to not to mix up the original content of the thread...
What is the procedure to the SSA update?
My family do not have SSA? I need to apply for them as well.
You can download the form from SSA website and fill the information for each applicant and take it to the SSA office. You can get rid of 'authorized to work with INS permit only' label of your SS card by using the same form and get a new card.
Take the forms, your PR card, old SS card. It just takes few minutes. They will take the info, shred the old cards, forms, etc. and will mail the cards to your address...Just check other thread ' Dos and Donts after GC' fo rmore info, and open a separate thread so as to not to mix up the original content of the thread...
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dtekkedil
07-03 12:51 PM
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Try this link one more time ..
Thanks GreenMe! I am mailing it to all my friends!
Try this link one more time ..
Thanks GreenMe! I am mailing it to all my friends!
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Michael chertoff
02-10 08:31 AM
Is this the best you got??
C'mon kiddo
Mr. belmontboy...you are the only one Smart@#$ we got here.
MC
C'mon kiddo
Mr. belmontboy...you are the only one Smart@#$ we got here.
MC
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Macaca
07-08 11:42 AM
All 140K GCs are available on Oct 1. However, dates were not current in 2005 and 2006. I think that current dates do not depend on available GCs.
Looks like current dates depend on # submitted AOS's. USCIS is saying that on Jul 2 it has submitted AOS's that exhaust submitted AOS quota.
Looks like current dates depend on # submitted AOS's. USCIS is saying that on Jul 2 it has submitted AOS's that exhaust submitted AOS quota.
more...
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lins
08-24 01:43 PM
Got the CPO email at 11 PST today (8/24) !!!
Priority Date: Feb 12, 2006
EB2 India, NSC
I opened an SR on 8/9 but I haven't received any response to it. I didn't do anything else.
A huge Thanks to IV and everyone here - you kept the hopes up.
I'll contribute more as soon as I get my head out of the clouds :)
Thanks and Good luck!
Priority Date: Feb 12, 2006
EB2 India, NSC
I opened an SR on 8/9 but I haven't received any response to it. I didn't do anything else.
A huge Thanks to IV and everyone here - you kept the hopes up.
I'll contribute more as soon as I get my head out of the clouds :)
Thanks and Good luck!
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nmdial
11-17 03:22 PM
All the best!!
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Becks
08-03 04:56 PM
My AP's receipt date at TSC was 6/30. It was approved on 7/13 and I have received APs from attorney last week. BTW, my EAD/APs were sent to NSC on 6/15 but only AP was forwrded to TSC and I got receipt date as 6/30 from TSC. So it took 4 weeks including forward time from NSC to TSC
Are AP's being approved faster ?
When did you apply ?
Are AP's being approved faster ?
When did you apply ?
rc0878
09-20 01:13 PM
seshuvaidehi,
You can use the following link to check the status of any application. Simply enter your WAC receipt numbers -:
https://egov.uscis.gov/cris/caseStatusSearchDisplay.do;jsessionid=baclUg5aAK5E J5v5t4Jur
Also you can use the same link to register your account, that ways you will automatically recieve an email, once there is an update on your case.
Good luck!!!!!
Labor Certified in June 2006-India
I-140 approved Dec 2006
I-485 filed on July 23rd 2007 > Checks got cashed > Got Recipt:WAC ###
EAD filed on July 23rd 2007 > Checks got cashed > Got Recipt:WAC ###
AP filed on July 23rd 2007 > Checks got cashed > Got Recipt : WAC ###
How do I check if EAD card has been ordered and/or AP approved?
Your all are awesome and Thanks to Immigration Voice.
You can use the following link to check the status of any application. Simply enter your WAC receipt numbers -:
https://egov.uscis.gov/cris/caseStatusSearchDisplay.do;jsessionid=baclUg5aAK5E J5v5t4Jur
Also you can use the same link to register your account, that ways you will automatically recieve an email, once there is an update on your case.
Good luck!!!!!
Labor Certified in June 2006-India
I-140 approved Dec 2006
I-485 filed on July 23rd 2007 > Checks got cashed > Got Recipt:WAC ###
EAD filed on July 23rd 2007 > Checks got cashed > Got Recipt:WAC ###
AP filed on July 23rd 2007 > Checks got cashed > Got Recipt : WAC ###
How do I check if EAD card has been ordered and/or AP approved?
Your all are awesome and Thanks to Immigration Voice.
gcbikari
04-23 05:06 PM
I understand if the companies want to protect their business. Let�s say that X works at a client place through a vendor. X�s employer has an agreement with the vendor which says that he cannot employ his employee, the vendor has an agreement with the client which says that they cannot take X through another vendor.
My question is there a validity period for these agreements beyond which it becomes invalid. A couple of years should be ok but it is frustrating to be bonded to some employer for years because one doesn�t have freedom to move around and be with the same client.
There is a time limit between X's employer and Vendor (they will renew the contract every year or so). But the problem is between X and his employer. As long as X is employed with his employer and usually 1 year there after (i.e. till one year) you can not work at same client performing same duties, this violates non-compete. If client agrees for vendor change, then employer cannot place you because of his agreement with vendor. If you are smart thinker and change both vendor and employer, then non-compete with employer will kick in.
My question is there a validity period for these agreements beyond which it becomes invalid. A couple of years should be ok but it is frustrating to be bonded to some employer for years because one doesn�t have freedom to move around and be with the same client.
There is a time limit between X's employer and Vendor (they will renew the contract every year or so). But the problem is between X and his employer. As long as X is employed with his employer and usually 1 year there after (i.e. till one year) you can not work at same client performing same duties, this violates non-compete. If client agrees for vendor change, then employer cannot place you because of his agreement with vendor. If you are smart thinker and change both vendor and employer, then non-compete with employer will kick in.
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