neo_ny
03-29 03:33 PM
Hello All -
I am planning to get my PP renewed at the NY consulate and had a couple of questions and I was hoping someone could shed some light on them.
i) The DC website states that one can *only* apply 6 months before expiration date but the NY website does not? Mine is going to expire in ~8 months. Anyone know if it is 6 mo across all consulates?
ii) They have it in big red font that the photograph should be 3.5 cm * 3.5 cm, the US standard PP size is 50 mm * 50 mm .. any ideas where I can get them done in the right dimension?
iii) If applied in person do they issue the PP the same evening?
Thanks in advance to anyone who can share their experience esp. at the NY consulate
-Neo
I am planning to get my PP renewed at the NY consulate and had a couple of questions and I was hoping someone could shed some light on them.
i) The DC website states that one can *only* apply 6 months before expiration date but the NY website does not? Mine is going to expire in ~8 months. Anyone know if it is 6 mo across all consulates?
ii) They have it in big red font that the photograph should be 3.5 cm * 3.5 cm, the US standard PP size is 50 mm * 50 mm .. any ideas where I can get them done in the right dimension?
iii) If applied in person do they issue the PP the same evening?
Thanks in advance to anyone who can share their experience esp. at the NY consulate
-Neo
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venky08
11-19 01:47 PM
may be because its government, they are asking the ability to pay :)
Sorry, just trying to lighten you up...relax dude just wait it out you should be alright. the key is to turn in as much information as possible when required. and submit the original copies wherever you can.
all the best.
also since its a govt organization, my LC juz said 4 years bachelors or equivalent. i do have a Masters from an US state university. so not sure what could be the RFE.. ability of pay is not an issue i guess, cos its govt. what other rfe's are there?
Sorry, just trying to lighten you up...relax dude just wait it out you should be alright. the key is to turn in as much information as possible when required. and submit the original copies wherever you can.
all the best.
also since its a govt organization, my LC juz said 4 years bachelors or equivalent. i do have a Masters from an US state university. so not sure what could be the RFE.. ability of pay is not an issue i guess, cos its govt. what other rfe's are there?
EndRetro
02-26 05:03 PM
EndRetro,
If anyone from this group is visiting India in the near future, it might be helpful if you can arrange an audience with Ravi.....and make him aware of the concerns/issues..
What does the IV admin group have to say about this!?
Sure, Let me know if anyone would be going...I will try my level best.
If anyone from this group is visiting India in the near future, it might be helpful if you can arrange an audience with Ravi.....and make him aware of the concerns/issues..
What does the IV admin group have to say about this!?
Sure, Let me know if anyone would be going...I will try my level best.
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bobzibub
09-11 11:38 AM
How 'bout when you're swimming?
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rjgleason
June 10th, 2004, 05:28 AM
Thanks all
I think i'll get the Nikon D70
Only my opinion, Janey, but since you are moving up I wud be looking to the future. Meaning, the D70 will be a great camera for you and then you'll be eventually experimenting and wanting different/better lenses.
Canon offers IMHO far more superior lenses and more choices.
The 300D or the 10D both Canon, would be my choice.
I think i'll get the Nikon D70
Only my opinion, Janey, but since you are moving up I wud be looking to the future. Meaning, the D70 will be a great camera for you and then you'll be eventually experimenting and wanting different/better lenses.
Canon offers IMHO far more superior lenses and more choices.
The 300D or the 10D both Canon, would be my choice.
glen
05-01 03:49 PM
In FL, it is being extended to only 1-94 date.
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man-woman-and-gc
03-03 01:38 PM
I should clarify that is "better" to have same or similar job when you are on EAD so that you labor certification-based green card application has a good standing if it is challenged at any point by the USCIS - it is a safe bet if you have a similar job. When I say it is not a necessary condition - it means that you can get any job you like, since there is nothing noted on the EAD application like it is on H1-B (with specific wage and job descrition) and if there is a challenge to your application by the USCIS, your attorney might be able to find reasons to justify why you are not in a same or similar job.
Again, to reiterate, as far as I remember, EAD renewal does not ask for job description. It is a simple application to issue an new card.
Since your I-140 has been approved for more than 6 months, you are within your legal portability rights (so called AC-21 clause) to switch employers without jeopardizing your pending adjustment of status "AOS" I-485.
My understanding is that one of two things might happen- either you will get an RFE or not. RFE can be triggered by many factors including notification from your previous employer to USCIS revoking the H1-B or other issues, including simple things like address changes. You can either provide AC-21 letter from your new employer when you get the RFE or do it proactively - listen to your attorney's advice on this.
If no RFE and priority date is current, you should get your GC as if nothing else happened. If priority date is current and at the time of GC adjudication there is an RFE, your attorney should be able to help you respond.
Don't sweat things too much - a lot of people have experienced life after the protective umbrella of H1-B and it is much nicer out here in the sun :)
Just get a good attorney to represent you personally in case your new emplyer does not have an immigration attorney on retainer for other immigrant employees.
Great..Thanks so much for your response. I will definitely consult an attorney as suggested by you, but your response gives me a ray of hope and clarifies quite a few things.
So, does this mean that same or similar job may not have any meaning? Because, now since I have an EAD, I can change my job in any field and then when my priority date becomes current, I will get my GC if no RFE occurs.
Also, does it also mean that once I have my I-140 approved and I-485 pending and also have my EAD, i don't need any kind of sponsoring or supporting documents from my new employer? I mean, can I apply to jobs that say Employer cannot sponsor a Visa or GC?
Thanks in advance.
Again, to reiterate, as far as I remember, EAD renewal does not ask for job description. It is a simple application to issue an new card.
Since your I-140 has been approved for more than 6 months, you are within your legal portability rights (so called AC-21 clause) to switch employers without jeopardizing your pending adjustment of status "AOS" I-485.
My understanding is that one of two things might happen- either you will get an RFE or not. RFE can be triggered by many factors including notification from your previous employer to USCIS revoking the H1-B or other issues, including simple things like address changes. You can either provide AC-21 letter from your new employer when you get the RFE or do it proactively - listen to your attorney's advice on this.
If no RFE and priority date is current, you should get your GC as if nothing else happened. If priority date is current and at the time of GC adjudication there is an RFE, your attorney should be able to help you respond.
Don't sweat things too much - a lot of people have experienced life after the protective umbrella of H1-B and it is much nicer out here in the sun :)
Just get a good attorney to represent you personally in case your new emplyer does not have an immigration attorney on retainer for other immigrant employees.
Great..Thanks so much for your response. I will definitely consult an attorney as suggested by you, but your response gives me a ray of hope and clarifies quite a few things.
So, does this mean that same or similar job may not have any meaning? Because, now since I have an EAD, I can change my job in any field and then when my priority date becomes current, I will get my GC if no RFE occurs.
Also, does it also mean that once I have my I-140 approved and I-485 pending and also have my EAD, i don't need any kind of sponsoring or supporting documents from my new employer? I mean, can I apply to jobs that say Employer cannot sponsor a Visa or GC?
Thanks in advance.
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god_bless_you
09-27 10:39 AM
The United States, previously in first place, continues to enjoy an excellent business environment, efficient markets and is a global centre for technology development. However, its overall competitiveness is threatened by large macroeconomic imbalances, particularly rising levels of public indebtedness associated with repeated fiscal deficits. Its relative ranking remains vulnerable to a possible disorderly adjustment of such imbalances, including historically high trade deficits
for full report etc --
http://www.weforum.org/en/fp/gcr_2006-07_highlights/index.htm
for full report etc --
http://www.weforum.org/en/fp/gcr_2006-07_highlights/index.htm
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pappu
04-07 12:47 PM
Can you please let us know if we are making progress towards unused Visa Recapture ? Thanks
We are in Phase 2 of the campaign. Please contact your state chapter to join this effort.
We are in Phase 2 of the campaign. Please contact your state chapter to join this effort.
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desi485
11-07 03:14 PM
Friends,
I have been reading a lot about recent mis-handling of AC21 cases. Majority of them were due to employer revoking an approved I-140 after 180 days of filling the I-485. While I do not know laws fully and my understanding is limited, let me share some thoughts on this.
To me, this seems to be an un-ethical tactic by some employers; AFAIK there is no legal requirement for them to do so.
Moreover, it is a Loose-Loose situation for all the concerned parties.
Here is how:
1. For candidate - additional burden of filling an MTR, risk of loosing EAD & Job and financial burden. :eek:
2. For CIS - Addional burden & wastage of resource not only cancelling 140 and sending notice, but also most likely they will have to reverse the decision when candidate will file MTR. (For that matter, there is no fees to cancel an I-140)
3. For employer - Employer gets nothing in return, if he doesn't want to be happy in a sadistic way. Apart from this, it is almost certain that it will bring bad name to employer among future & current employees if harassment was the only motive.
This whole exercise seems to be useless. :confused:
The AC21 law allows employee to move freely using EAD, why should employers be allowed to harass an employee when it is almost certain that employee has done nothing against the law? Isn't this un-ethical? This useless exercise will help none but the attorneys in terms of additional money filling an MTR.
Can we do some brain-storming and come to some strategy to improve this situation? A letter campaign is already going on. Please share other ideas.
One approach I can think is to meet officials and explain them to automatically disable the employers from doing so...An approved 140 should not be allowed to cancel, once 485 is filed and 180 days passed. This will stop the wastage of resources and help to improve efficiency for CIS. Is there a chance we can convince this??? more on the side of administrative fix???
How about making an official AC21 form (like we've AR11 for address change)? CIS can charge a small fees to file for AC21, it will guarantee candidates that their AC21 application has reached to CIS.
Thoughts?
I have been reading a lot about recent mis-handling of AC21 cases. Majority of them were due to employer revoking an approved I-140 after 180 days of filling the I-485. While I do not know laws fully and my understanding is limited, let me share some thoughts on this.
To me, this seems to be an un-ethical tactic by some employers; AFAIK there is no legal requirement for them to do so.
Moreover, it is a Loose-Loose situation for all the concerned parties.
Here is how:
1. For candidate - additional burden of filling an MTR, risk of loosing EAD & Job and financial burden. :eek:
2. For CIS - Addional burden & wastage of resource not only cancelling 140 and sending notice, but also most likely they will have to reverse the decision when candidate will file MTR. (For that matter, there is no fees to cancel an I-140)
3. For employer - Employer gets nothing in return, if he doesn't want to be happy in a sadistic way. Apart from this, it is almost certain that it will bring bad name to employer among future & current employees if harassment was the only motive.
This whole exercise seems to be useless. :confused:
The AC21 law allows employee to move freely using EAD, why should employers be allowed to harass an employee when it is almost certain that employee has done nothing against the law? Isn't this un-ethical? This useless exercise will help none but the attorneys in terms of additional money filling an MTR.
Can we do some brain-storming and come to some strategy to improve this situation? A letter campaign is already going on. Please share other ideas.
One approach I can think is to meet officials and explain them to automatically disable the employers from doing so...An approved 140 should not be allowed to cancel, once 485 is filed and 180 days passed. This will stop the wastage of resources and help to improve efficiency for CIS. Is there a chance we can convince this??? more on the side of administrative fix???
How about making an official AC21 form (like we've AR11 for address change)? CIS can charge a small fees to file for AC21, it will guarantee candidates that their AC21 application has reached to CIS.
Thoughts?
more...
Templarian
03-31 05:41 PM
4 Way tie? :lol:
//edit, I was joking, now it's actually a 4 way tie. :ponder:
//edit, I was joking, now it's actually a 4 way tie. :ponder:
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Suva
04-18 11:56 AM
How can it be RIR? your PD is March 2007 and there was no RIR application available. At that time it could be applied only in perm.
called uscis they say its for faster processing and should get letter in mail.
did anybody else get a mail like this.
called uscis they say its for faster processing and should get letter in mail.
did anybody else get a mail like this.
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diptam
07-13 11:17 AM
There were speculations that AUG bulletin will be released at 1 AM EST , then 2AM EST , then 10 AM ESt , then 11 AM EST....
None of the speculations came out True - Anyone has any idea when AUG Bulletin will actually come out ?
That's the key word here. ....I don't believe in "reliable" sources. I need to see the outcome.
None of the speculations came out True - Anyone has any idea when AUG Bulletin will actually come out ?
That's the key word here. ....I don't believe in "reliable" sources. I need to see the outcome.
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lskreddy
07-06 08:59 AM
Hey, I just added this one line to the composed content and sent it to KXAN news Austin to a immigrant reporter who highlighted legal immigrant document woes (for Mexicans though) yesterday night. He replied quite promptly.
Added content:
Would you and your station be kind enough to highlight our plight? We may not be 12 million in numbers but we do contribute in dollars the same number on a daily basis
Reply from Matt Flener:
<snip>
Surendra,
Be assured I received your email and REALLY want to follow-up with you. I would love to highlight your story. I will try and give you a call this weekend, or Monday at the latest. Thank you for your email.
</snip>
If I do get a call this weekend, it would be nice to receive support from like-minded people in Austin. We could meet him at Coffee Shop or at my apartment. Alternatively, if he agress to interview via telephone, then I would love to include one from immigrationvoice core itself to highlight the woes more appropriately.
Let me know and by the way thanks for composing..
Added content:
Would you and your station be kind enough to highlight our plight? We may not be 12 million in numbers but we do contribute in dollars the same number on a daily basis
Reply from Matt Flener:
<snip>
Surendra,
Be assured I received your email and REALLY want to follow-up with you. I would love to highlight your story. I will try and give you a call this weekend, or Monday at the latest. Thank you for your email.
</snip>
If I do get a call this weekend, it would be nice to receive support from like-minded people in Austin. We could meet him at Coffee Shop or at my apartment. Alternatively, if he agress to interview via telephone, then I would love to include one from immigrationvoice core itself to highlight the woes more appropriately.
Let me know and by the way thanks for composing..
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Lasantha
02-21 01:11 PM
Did you mean for EB3 ROW? One year? I am not so sure. Couple of months maybe...
With the new rule on FBI name checks, a potential 47K with current PDs could get their GS's soon. I wonder how much of a shift we will see in the PD's from now, after the 47K is not taken into account. I would predict a minimum of atleast a year jump, or am I being optimistic. :confused:
With the new rule on FBI name checks, a potential 47K with current PDs could get their GS's soon. I wonder how much of a shift we will see in the PD's from now, after the 47K is not taken into account. I would predict a minimum of atleast a year jump, or am I being optimistic. :confused:
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marty
03-16 06:32 PM
"One additional reason for making sure that you have a valid EAD at all times is so that you can claim unemployment benefits in the event you lose your job. H nonimmigrants do not qualify for unemployment insurance. If you have an EAD, however, and can be referred out for job interviews, you do qualify for UI, even if you don't yet have your green card."
The above is quite interesting. I saw people who were laid off and had question about applying for UI if they are on EAD and this answer explains it really well.
The above is quite interesting. I saw people who were laid off and had question about applying for UI if they are on EAD and this answer explains it really well.
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ivuser
02-20 10:16 AM
Is it okay to have an internal transfer (same company, from East Coast to West Coast) after obtaining the Green Card? Or transferring after 6 months to 1 year would be better?
If it's okay to transfer right away, does the new position need to have the same/similar title, duties, and salary?
Thank you :)
I think internal transfer after 6 months to a different location may be better.
Officially hold on taking promotions. Practically taking additional responsibility should not be an issue. For example, let us say you got GC as a Sr. Software developer, in 6 months you may get promoted to Lead Developer. Point to be noted is hold all the current responsibility, in addition take new role like team lead and project management.
If it's okay to transfer right away, does the new position need to have the same/similar title, duties, and salary?
Thank you :)
I think internal transfer after 6 months to a different location may be better.
Officially hold on taking promotions. Practically taking additional responsibility should not be an issue. For example, let us say you got GC as a Sr. Software developer, in 6 months you may get promoted to Lead Developer. Point to be noted is hold all the current responsibility, in addition take new role like team lead and project management.
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pani_6
11-28 05:23 PM
I think it was Collin Powell that help passed the 7th year extension and one year extensions there on if LC is pending for a year..this was passed since there was a crisis with delay in LC adjudications....so we are at a point that we need such a relief soon...we are heading towards such a crisis point..soon...EB releif should happen soon...I think this was a single issue that was handled and relief provided and EB matters should be handled in a piece meal manner....(I may be wrong may be it was a part of AC21)...also oppenents are saying why piece meal handle when CIR is in place to delay any kind of a relief..
Some of us here are under the grand illusion that
(a) the lawmakes consider relief for skilled immigrants in isolation to be an important enough issue that they will make it a priority
(b) Relief for EB immigrants is totally non-controversial and everybody and his brother will back us.
Both assumptions are dead wrong. If 900 of the biggest companies and universities in america cannot convince congress to make SKIL bill a priority, then you know what a formidable challenge lies ahead of us.
As for EB relief being non-controvesial, I only need give one counter-example : S 1932.
We are all desperate for any relief : I repeat ANY. To think that the core team would be so shortsighted as to only pursue grandiose bills like CIR and not be on the look out for smaller relief measures is naive and severely underestimating their intelligence.
Some of us here are under the grand illusion that
(a) the lawmakes consider relief for skilled immigrants in isolation to be an important enough issue that they will make it a priority
(b) Relief for EB immigrants is totally non-controversial and everybody and his brother will back us.
Both assumptions are dead wrong. If 900 of the biggest companies and universities in america cannot convince congress to make SKIL bill a priority, then you know what a formidable challenge lies ahead of us.
As for EB relief being non-controvesial, I only need give one counter-example : S 1932.
We are all desperate for any relief : I repeat ANY. To think that the core team would be so shortsighted as to only pursue grandiose bills like CIR and not be on the look out for smaller relief measures is naive and severely underestimating their intelligence.
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JunRN
02-11 05:12 PM
It i svery hard to make predictions because of the possible distortion in the trend due to the new NC>180 day rule.
If you know Process Control, we need to wait for it to settle down for at least 2 more months (by June) before the trend starts to normalize.
If you know Process Control, we need to wait for it to settle down for at least 2 more months (by June) before the trend starts to normalize.
HV000
04-03 11:21 AM
I was hoping that AILA would ask questions on capturing unused visa numbers and EB visa usage per year from USCIS!
geniousatwork
04-14 01:38 PM
Congratulations!!!
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