Jimi_Hendrix
06-26 04:07 PM
I had asked my StateSenator to inquire about my case and the senator office got back in 2 weeks saying that the USCIS liaiason informed that all looks good on my case and that cards should be ordered within 30 days. Six days after that i.e. today I got a notice saying cards were ordered.
wallpaper Tamera+mowry+and+husband
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.
nozerd
02-20 09:54 PM
I finally heard back something from my Senator's office. He sent me an email from USCIS stating that my FBI check was clear but that I needed new fingerprints as the first set had expired. The email also said that she would request a fingerprinting appt for me which should happen after 30-60 days and once I got fingerprinted the Senators office can contact her so that she can expedite with the I 485 supervisor.
Now my question is should I waoit for her to trigger the 2nd fingerprinting notice, or should I just take an Infopass and try to get them scheduled ? I mean should I really wait 30-60 days just for a fingerprint request (assuming they remember to send one) or can I proactively request it to save time.
Would appreciate a response ?
Now my question is should I waoit for her to trigger the 2nd fingerprinting notice, or should I just take an Infopass and try to get them scheduled ? I mean should I really wait 30-60 days just for a fingerprint request (assuming they remember to send one) or can I proactively request it to save time.
Would appreciate a response ?
2011 Tamera Mowry and Husband Adam
MDix
02-12 12:49 PM
Some hopes.........
http://immigration-information.com/forums/showthread.php?t=7168&page=2
Thanks
MDix
http://immigration-information.com/forums/showthread.php?t=7168&page=2
Thanks
MDix
more...
leoindiano
08-06 02:13 PM
Nov 2004 PD.
Delax,
One more thing i see, if a case is transferred from another center, looks they are not touching it.
Delax,
One more thing i see, if a case is transferred from another center, looks they are not touching it.
gcformeornot
03-26 01:51 PM
many other states including mine has this requirement after 9/11. They require latest(within 1 month) employer letter saying what my name and address is and I work for them.
I have used it atleast 3 times before.......
I have used it atleast 3 times before.......
more...
saravanaraj.sathya
08-20 03:51 PM
I feel sorrry for you...I saw this link but I do not know whether u can use it..
why would he do that..is this a desi consulting comp? whtz the comp name?
http://www.dol.gov/esa/regs/compliance/whd/fairpay/complaint.htm
why would he do that..is this a desi consulting comp? whtz the comp name?
http://www.dol.gov/esa/regs/compliance/whd/fairpay/complaint.htm
2010 Tia Mowry , her baby bump,
Macaca
07-10 08:57 AM
Media Matters Lou Dobbs section: http://mediamatters.org/issues_topics/shows/loudobbstonight
Here is a recent attack on undocumented "DREAM act" students exposed by Media Matters: http://mediamatters.org/items/200707060009?f=h_latest
Media Matters for America is a Web-based, not-for-profit, 501(c)(3) progressive research and information center dedicated to comprehensively monitoring, analyzing, and correcting conservative misinformation in the U.S. media.
Launched in May 2004, Media Matters for America put in place, for the first time, the means to systematically monitor a cross section of print, broadcast, cable, radio, and Internet media outlets for conservative misinformation � news or commentary that is not accurate, reliable, or credible and that forwards the conservative agenda � every day, in real time.
Using the website www.mediamatters.org as the principal vehicle for disseminating research and information, Media Matters posts rapid-response items as well as longer research and analytic reports documenting conservative misinformation throughout the media. Additionally, Media Matters works daily to notify activists, journalists, pundits, and the general public about instances of misinformation, providing them with the resources to rebut false claims and to take direct action against offending media institutions.
Here is a recent attack on undocumented "DREAM act" students exposed by Media Matters: http://mediamatters.org/items/200707060009?f=h_latest
Media Matters for America is a Web-based, not-for-profit, 501(c)(3) progressive research and information center dedicated to comprehensively monitoring, analyzing, and correcting conservative misinformation in the U.S. media.
Launched in May 2004, Media Matters for America put in place, for the first time, the means to systematically monitor a cross section of print, broadcast, cable, radio, and Internet media outlets for conservative misinformation � news or commentary that is not accurate, reliable, or credible and that forwards the conservative agenda � every day, in real time.
Using the website www.mediamatters.org as the principal vehicle for disseminating research and information, Media Matters posts rapid-response items as well as longer research and analytic reports documenting conservative misinformation throughout the media. Additionally, Media Matters works daily to notify activists, journalists, pundits, and the general public about instances of misinformation, providing them with the resources to rebut false claims and to take direct action against offending media institutions.
more...
Jaime
08-31 04:26 PM
Thank you! The reporter interviewed me for this story and I didn't even know it was published.Wow, you're the guy in the article? Good job!
hair Mowry-Hardrict and husband
perm2gc
05-22 04:14 PM
Very sad to see this coming from the Core Member...Are we losing hope here, is that the game plan are we looking after putting tremondous effort for all these years?
Reality is always hard to take :D
Reality is always hard to take :D
more...
mbartosik
02-12 09:33 PM
To serve legal notice is meaningless unless he has filed a complaint in court in which case he will likely have to pay a $100 to $200 for an "index number", and then pay a few hundred for an official process server to personally serve you or only if you cannot be personally contacted do "nail and mail". That is the procedure in NY state, because I've been the plaintiff against visa sponsor (I drove him to brink of bankruptcy before I dropped the case). For $3500 it would probably be small claims court, but the procedure will be roughly the same.
Forget about the idea of him "creating documents", what are you suggesting that he forge your signature. I doubt that he has the balls to do that, because to present documents like that in court is a very serious offense. He would be putting everything he has on the line for what -- $3500 minus expenses because you cannot claim expenses in small claims court.
Sending you an email is laughable and just shows that he is either not serious or ignorant, and likely engaging in scare tactics.
I stand by my prior advice, go see local IRS customer service center. The worst that will happen is they help you to start off the official written complaint against him, and they explain what to do in absence of W2. The best that will happen is that if you explain the blackmail a customer service person will call him on your behalf and put the fear of IRS into him. I would expect that there is a high correlation between employee abuse and tax abuse, so IRS may be interested to know who the bad apples are.
Recreating records for W2 is just a few hours work if you have pay stubs and bank records. I know someone who has to do it every year. Actually I'll email him a link to this thread. He won't be able to reply for a week because he is off for a week training.
Forget about the idea of him "creating documents", what are you suggesting that he forge your signature. I doubt that he has the balls to do that, because to present documents like that in court is a very serious offense. He would be putting everything he has on the line for what -- $3500 minus expenses because you cannot claim expenses in small claims court.
Sending you an email is laughable and just shows that he is either not serious or ignorant, and likely engaging in scare tactics.
I stand by my prior advice, go see local IRS customer service center. The worst that will happen is they help you to start off the official written complaint against him, and they explain what to do in absence of W2. The best that will happen is that if you explain the blackmail a customer service person will call him on your behalf and put the fear of IRS into him. I would expect that there is a high correlation between employee abuse and tax abuse, so IRS may be interested to know who the bad apples are.
Recreating records for W2 is just a few hours work if you have pay stubs and bank records. I know someone who has to do it every year. Actually I'll email him a link to this thread. He won't be able to reply for a week because he is off for a week training.
hot 32-year-old Tamera Mowry has
s_r_e_e
08-31 11:15 PM
What is last time?
EB-2 India moved 1 week in 1+ year without the applications submitted after June 1st
yea .. what ever time he was mentoning about.. what i was saying is ther are lot of people who are misinformed and do not realize there is a big issue.
EB-2 India moved 1 week in 1+ year without the applications submitted after June 1st
yea .. what ever time he was mentoning about.. what i was saying is ther are lot of people who are misinformed and do not realize there is a big issue.
more...
house tamera-mowry-husband
rvr_jcop
02-13 09:01 PM
I saw lud chnage on my 485 on 2/5/09. How long the finger prints are valid?
Is any one's LUD changed recently?
Would you mind updating your profile. The 4 or 5 posts above yours were about LUD's. I am not sure what else you asking for. ??
And, finger prints are usually valid for 15 months, and there is no definite trend as to who is asked for finger prints again and who is not.
Is any one's LUD changed recently?
Would you mind updating your profile. The 4 or 5 posts above yours were about LUD's. I am not sure what else you asking for. ??
And, finger prints are usually valid for 15 months, and there is no definite trend as to who is asked for finger prints again and who is not.
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diptam
08-01 01:14 PM
yabadaba also said that his reached 7:30 am but no Receipt so far that means FIFO dont work. Does USCIS has a special affection for guys between 9 to 9:30 ? or may be the clerk working that time was hyper active :rolleyes:
Its difficult to comment anything generic on USCIS
USCIS mail room received it at 7:55AM on July 2.
Its difficult to comment anything generic on USCIS
USCIS mail room received it at 7:55AM on July 2.
more...
pictures Tamera Mowry and husband Adam
vivid_bharti
04-22 10:15 AM
Only 10-15 people responded to this thread, you start something useless, people will pound on it, there are more people to criticize & preach here than to do real work...
dresses Tamera+mowry+and+husband
h1techSlave
06-10 01:13 PM
Can you call up the customer service to know your status as to whether you are pre-adjudicated or not?
As per this everyone who got pre-adjudicated would be receiving their GC in FY2010. But, there are people from EB3I with PD as late as 2007 who got RFEs recently and got their cases pre-adjudicated( I am one of them even though my PD is March 2003 and when I called up NSC, they said my case was pre-adjudicated and waiting for a Visa number ).
With EB3I staying at 1 Nov 2001 when the new FY2010 quota starts in October doesnt match to what Ron Gotcher says.
Anyone have any opinion?
As per this everyone who got pre-adjudicated would be receiving their GC in FY2010. But, there are people from EB3I with PD as late as 2007 who got RFEs recently and got their cases pre-adjudicated( I am one of them even though my PD is March 2003 and when I called up NSC, they said my case was pre-adjudicated and waiting for a Visa number ).
With EB3I staying at 1 Nov 2001 when the new FY2010 quota starts in October doesnt match to what Ron Gotcher says.
Anyone have any opinion?
more...
makeup Sister Sister#39;s Tamera Mowry
GCwaitforever
11-17 09:23 AM
What is the procedure to file Tax from India?
1. Designate one of the tax filing companies (HR block etc ...) as your agent by filling a form (check IRS web site) and give it to your. Your company will issue W-2 to this agent. You have to pay filing fee in advance to the tax filing company.
2. If your company issues W-2 electronically and your banks/financial institutions produce 1099s electronically, you can file the returns from India electronically and direct refund to your bank account.
1. Designate one of the tax filing companies (HR block etc ...) as your agent by filling a form (check IRS web site) and give it to your. Your company will issue W-2 to this agent. You have to pay filing fee in advance to the tax filing company.
2. If your company issues W-2 electronically and your banks/financial institutions produce 1099s electronically, you can file the returns from India electronically and direct refund to your bank account.
girlfriend Tamera Mowry Marries Adam
gadde
02-13 10:43 AM
HI SHANA,
Do we need to have labour approval notice to see the job title and job code and salary.. can you please email me the details to : gadde.rao@gmail.com
if not can you give your email and phone#.
iam also in the process of invoking ac-21 using h1b transfer..
i would appreciate your help.. Does the job title, job description and salary need to be same for ac-21?
Do we need to have labour approval notice to see the job title and job code and salary.. can you please email me the details to : gadde.rao@gmail.com
if not can you give your email and phone#.
iam also in the process of invoking ac-21 using h1b transfer..
i would appreciate your help.. Does the job title, job description and salary need to be same for ac-21?
hairstyles Tamera Mowry#39;s Curvy Cocktail
140jibjab
05-15 05:13 PM
Deals net, I was wrongly implicated in the case.!! If the wife/girlfriend wants to screw you they can say anything to the police!! She wanted me out of her life because she was having a affair!! and She brught the police when I showed her the evidence!! I guess You do not have a wife/girl like that in your life.
I pleaded guilty to save my career!!.
Sometimes wrong people get into your life and you have to deal with the consequence!! This situation can happen to anyone who dont watch out for people who walk into your life!!
In my pevious post I did not want to mention / wash the dirty Linens in Public. but your Why help(without knowing the details)! attitude made me write this. Hope you do not Prejudge people in your life, and since this could happen to you !! just remember my words.
Love and respect!
I pleaded guilty to save my career!!.
Sometimes wrong people get into your life and you have to deal with the consequence!! This situation can happen to anyone who dont watch out for people who walk into your life!!
In my pevious post I did not want to mention / wash the dirty Linens in Public. but your Why help(without knowing the details)! attitude made me write this. Hope you do not Prejudge people in your life, and since this could happen to you !! just remember my words.
Love and respect!
485Mbe4001
12-13 06:00 PM
i agree...you bet i would accept substituted labor, heck i would even bid for one if it it was legal to do so. to each his own, i would do anything to get out of the hell hole legally...talk to your lawyer and go for it, it will save you a lots of time and headache. Make sure its all legal and the documentation is in order. there is nothing to hush up, thousands have done this and are doing it. People like me will feel bad and jump up and down, simply because we did not get that chance to do the same..good luck.
gmatch,
speak to a lawyer and stop responding to people on this thread!! everyone pontificates. all the people who are screaming from their rooftops here about ethics etc., would readily accept an offer of reusing a previously unused LC if their employer gave them the option.
just my 2 cents.
gmatch,
speak to a lawyer and stop responding to people on this thread!! everyone pontificates. all the people who are screaming from their rooftops here about ethics etc., would readily accept an offer of reusing a previously unused LC if their employer gave them the option.
just my 2 cents.
El_Guapo
05-05 05:09 PM
Good Idea ... May be we can build on this ... making monetary contrributions will risk the appearance of "buying a green card".
How about this:
Most of us claim to be highly experienced, highly educated, in diverse fields. A while back there was an announcement about serving for the military and in exchange for the service, you get a green card/ fast track to citizenship. In a similar vein, if there is a progam in place where we commit to educate students in colleges, high schools and other accredited institutions for a certain fixed period (say 1-2 yrs), we earn the green card sooner. This would be more platable. We utilize our skills, teach students, serve the community and shows our commitment to our prospective adopted country. It fits in like a glove with what President Obama is calling on citizens to do, his "army of teachers" ready made
This way we will be able to channelize positive support and there will be nothing that antis could argue against.
I love to teach, I have taught before while completing my Masters.
I think this is a good idea, in fact even better than the collecting money campaign because the President just signed the Edward M. Kennedy Serve America Act. I think IV should seriously explore this idea.
How about this:
Most of us claim to be highly experienced, highly educated, in diverse fields. A while back there was an announcement about serving for the military and in exchange for the service, you get a green card/ fast track to citizenship. In a similar vein, if there is a progam in place where we commit to educate students in colleges, high schools and other accredited institutions for a certain fixed period (say 1-2 yrs), we earn the green card sooner. This would be more platable. We utilize our skills, teach students, serve the community and shows our commitment to our prospective adopted country. It fits in like a glove with what President Obama is calling on citizens to do, his "army of teachers" ready made
This way we will be able to channelize positive support and there will be nothing that antis could argue against.
I love to teach, I have taught before while completing my Masters.
I think this is a good idea, in fact even better than the collecting money campaign because the President just signed the Edward M. Kennedy Serve America Act. I think IV should seriously explore this idea.
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