minimalist
10-23 10:31 AM
All the people who crib about red dots: There is nothing IV can do about it.
This is a feature of the forum software.If some one uses foul language in forum posts then admins can warn them or block them. It is not possible if they do it in comments.
Actuallly, I suggest IV kickout anyone who cribs about red dots or that someone is using foul language in PMs/comments.
Keep the eye on the ball guys. If you see all the bullshit the IV admins bare with some other guy showing up every few weeks asking questions as if IV Core is getting rich off of the contributions. And some other guy shows up with a great plan (no sarcasm intended) asking CORE to make his thread sticky instead of keeping the thread on top by bumping it every few hours or so.Then when the core doesn't respond to their idea/request to make the thread sticky start abusing them. They take all that in stride and still continue to pour their hearts into something they believe in.
Now here are people so worried that they got a red dot and need the grievance be addressed. If not they will be afraid to post. If all it takes some one to stop you from posting your ideas is to give a red dot, how can any progress be made?
Think about it people.
With a comment "ooooo". I want the IV admin's to find out who that coward is and ban them from any and every board that is out there on internet. If they don't do it, I will be so scared of posting any of my thoughts in future as that person will come and give me more red , depriving IV of a valuable member.
Just kidding. As you guessed, things are a little slow at work today.
This is a feature of the forum software.If some one uses foul language in forum posts then admins can warn them or block them. It is not possible if they do it in comments.
Actuallly, I suggest IV kickout anyone who cribs about red dots or that someone is using foul language in PMs/comments.
Keep the eye on the ball guys. If you see all the bullshit the IV admins bare with some other guy showing up every few weeks asking questions as if IV Core is getting rich off of the contributions. And some other guy shows up with a great plan (no sarcasm intended) asking CORE to make his thread sticky instead of keeping the thread on top by bumping it every few hours or so.Then when the core doesn't respond to their idea/request to make the thread sticky start abusing them. They take all that in stride and still continue to pour their hearts into something they believe in.
Now here are people so worried that they got a red dot and need the grievance be addressed. If not they will be afraid to post. If all it takes some one to stop you from posting your ideas is to give a red dot, how can any progress be made?
Think about it people.
With a comment "ooooo". I want the IV admin's to find out who that coward is and ban them from any and every board that is out there on internet. If they don't do it, I will be so scared of posting any of my thoughts in future as that person will come and give me more red , depriving IV of a valuable member.
Just kidding. As you guessed, things are a little slow at work today.
wallpaper Just The Facts. World war one
logiclife
01-09 12:15 PM
Is a divorced spouse entitled to COBRA coverage from their former spouses� group health plan?
Under COBRA, participants, covered spouses and dependent children may continue their plan coverage for a limited time when they would otherwise lose coverage due to a particular event, such as divorce (or legal separation). A covered employee�s spouse who would lose coverage due to a divorce may elect continuation coverage under the plan for a maximum of 36 months. A qualified beneficiary must notify the plan administrator of a qualifying event within 60 days after divorce or legal separation. After being notified of a divorce, the plan administrator must give notice, generally within 14 days, to the qualified beneficiary of the right to elect COBRA continuation coverage.
Divorced spouses may call their plan administrator or the EBSA Toll-Free number, 1.866.444.EBSA (3272) if they have questions about COBRA continuation coverage or their rights under ERISA.
If I waive COBRA coverage during the election period, can I still get coverage at a later date?
If a qualified beneficiary waives COBRA coverage during the election period, he or she may revoke the waiver of coverage before the end of the election period. A beneficiary may then elect COBRA coverage. Then, the plan need only provide continuation coverage beginning on the date the waiver is revoked.
Under COBRA, what benefits must be covered?
Qualified beneficiaries must be offered coverage identical to that available to similarly situated beneficiaries who are not receiving COBRA coverage under the plan (generally, the same coverage that the qualified beneficiary had immediately before qualifying for continuation coverage). A change in the benefits under the plan for the active employees will also apply to qualified beneficiaries. Qualified beneficiaries must be allowed to make the same choices given to non-COBRA beneficiaries under the plan, such as during periods of open enrollment by the plan.
When does COBRA coverage begin?
COBRA coverage begins on the date that health care coverage would otherwise have been lost by reason of a qualifying event.
How long does COBRA coverage last?
COBRA establishes required periods of coverage for continuation health benefits. A plan, however, may provide longer periods of coverage beyond those required by COBRA. COBRA beneficiaries generally are eligible for group coverage during a maximum of 18 months for qualifying events due to employment termination or reduction of hours of work. Certain qualifying events, or a second qualifying event during the initial period of coverage, may permit a beneficiary to receive a maximum of 36 months of coverage.
Coverage begins on the date that coverage would otherwise have been lost by reason of a qualifying event and will end at the end of the maximum period. It may end earlier if:
Premiums are not paid on a timely basis
The employer ceases to maintain any group health plan
After the COBRA election, coverage is obtained with another employer group health plan that does not contain any exclusion or limitation with respect to any pre-existing condition of such beneficiary. However, if other group health coverage is obtained prior to the COBRA election, COBRA coverage may not be discontinued, even if the other coverage continues after the COBRA election.
After the COBRA election, a beneficiary becomes entitled to Medicare benefits. However, if Medicare is obtained prior to COBRA election, COBRA coverage may not be discontinued, even if the other coverage continues after the COBRA election.
Although COBRA specifies certain periods of time that continued health coverage must be offered to qualified beneficiaries, COBRA does not prohibit plans from offering continuation health coverage that goes beyond the COBRA periods.
Some plans allow participants and beneficiaries to convert group health coverage to an individual policy. If this option is generally available from the plan, a qualified beneficiary who pays for COBRA coverage must be given the option of converting to an individual policy at the end of the COBRA continuation coverage period. The option must be given to enroll in a conversion health plan within 180 days before COBRA coverage ends. The premium for a conversion policy may be more expensive than the premium of a group plan, and the conversion policy may provide a lower level of coverage. The conversion option, however, is not available if the beneficiary ends COBRA coverage before reaching the end of the maximum period of COBRA coverage.
Who pays for COBRA coverage?
Beneficiaries may be required to pay for COBRA coverage. The premium cannot exceed 102 percent of the cost to the plan for similarly situated individuals who have not incurred a qualifying event, including both the portion paid by employees and any portion paid by the employer before the qualifying event, plus 2 percent for administrative costs.
For qualified beneficiaries receiving the 11 month disability extension of coverage, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage.
COBRA premiums may be increased if the costs to the plan increase but generally must be fixed in advance of each 12-month premium cycle. The plan must allow you to pay premiums on a monthly basis if you ask to do so, and the plan may allow you to make payments at other intervals (weekly or quarterly).
The initial premium payment must be made within 45 days after the date of the COBRA election by the qualified beneficiary. Payment generally must cover the period of coverage from the date of COBRA election retroactive to the date of the loss of coverage due to the qualifying event. Premiums for successive periods of coverage are due on the date stated in the plan with a minimum 30-day grace period for payments. Payment is considered to be made on the date it is sent to the plan.
If premiums are not paid by the first day of the period of coverage, the plan has the option to cancel coverage until payment is received and then reinstate coverage retroactively to the beginning of the period of coverage.
If the amount of the payment made to the plan is made in error but is not significantly less than the amount due, the plan is required to notify you of the deficiency and grant a reasonable period (for this purpose, 30 days is considered reasonable) to pay the difference. The plan is not obligated to send monthly premium notices.
COBRA beneficiaries remain subject to the rules of the plan and therefore must satisfy all costs related to co-payments and deductibles, and are subject to catastrophic and other benefit limits.
If I elect COBRA, how much do I pay?
When you were an active employee, your employer may have paid all or part of your group health premiums. Under COBRA, as a former employee no longer receiving benefits, you will usually pay the entire premium amount, that is, the portion of the premium that you paid as an active employee and the amount of the contribution made by your employer. In addition, there may be a 2 percent administrative fee.
While COBRA rates may seem high, you will be paying group premium rates, which are usually lower than individual rates.
Since it is likely that there will be a lapse of a month or more between the date of layoff and the time you make the COBRA election decision, you may have to pay health premiums retroactively-from the time of separation from the company. The first premium, for instance, will cover the entire time since your last day of employment with your former employer.
You should also be aware that it is your responsibility to pay for COBRA coverage even if you do not receive a monthly statement.
Although they are not required to do so, some employers may subsidize COBRA coverage.
Can I receive COBRA benefits while on FMLA leave?
The Family and Medical Leave Act, effective August 5, 1993, requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working. Coverage provided under the FMLA is not COBRA coverage, and FMLA leave is not a qualifying event under COBRA. A COBRA qualifying event may occur, however, when an employer's obligation to maintain health benefits under FMLA ceases, such as when an employee notifies an employer of his or her intent not to return to work.
Further information on FMLA is available from the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, U.S. Department of Labor, Employment Standards Administration.
Under COBRA, participants, covered spouses and dependent children may continue their plan coverage for a limited time when they would otherwise lose coverage due to a particular event, such as divorce (or legal separation). A covered employee�s spouse who would lose coverage due to a divorce may elect continuation coverage under the plan for a maximum of 36 months. A qualified beneficiary must notify the plan administrator of a qualifying event within 60 days after divorce or legal separation. After being notified of a divorce, the plan administrator must give notice, generally within 14 days, to the qualified beneficiary of the right to elect COBRA continuation coverage.
Divorced spouses may call their plan administrator or the EBSA Toll-Free number, 1.866.444.EBSA (3272) if they have questions about COBRA continuation coverage or their rights under ERISA.
If I waive COBRA coverage during the election period, can I still get coverage at a later date?
If a qualified beneficiary waives COBRA coverage during the election period, he or she may revoke the waiver of coverage before the end of the election period. A beneficiary may then elect COBRA coverage. Then, the plan need only provide continuation coverage beginning on the date the waiver is revoked.
Under COBRA, what benefits must be covered?
Qualified beneficiaries must be offered coverage identical to that available to similarly situated beneficiaries who are not receiving COBRA coverage under the plan (generally, the same coverage that the qualified beneficiary had immediately before qualifying for continuation coverage). A change in the benefits under the plan for the active employees will also apply to qualified beneficiaries. Qualified beneficiaries must be allowed to make the same choices given to non-COBRA beneficiaries under the plan, such as during periods of open enrollment by the plan.
When does COBRA coverage begin?
COBRA coverage begins on the date that health care coverage would otherwise have been lost by reason of a qualifying event.
How long does COBRA coverage last?
COBRA establishes required periods of coverage for continuation health benefits. A plan, however, may provide longer periods of coverage beyond those required by COBRA. COBRA beneficiaries generally are eligible for group coverage during a maximum of 18 months for qualifying events due to employment termination or reduction of hours of work. Certain qualifying events, or a second qualifying event during the initial period of coverage, may permit a beneficiary to receive a maximum of 36 months of coverage.
Coverage begins on the date that coverage would otherwise have been lost by reason of a qualifying event and will end at the end of the maximum period. It may end earlier if:
Premiums are not paid on a timely basis
The employer ceases to maintain any group health plan
After the COBRA election, coverage is obtained with another employer group health plan that does not contain any exclusion or limitation with respect to any pre-existing condition of such beneficiary. However, if other group health coverage is obtained prior to the COBRA election, COBRA coverage may not be discontinued, even if the other coverage continues after the COBRA election.
After the COBRA election, a beneficiary becomes entitled to Medicare benefits. However, if Medicare is obtained prior to COBRA election, COBRA coverage may not be discontinued, even if the other coverage continues after the COBRA election.
Although COBRA specifies certain periods of time that continued health coverage must be offered to qualified beneficiaries, COBRA does not prohibit plans from offering continuation health coverage that goes beyond the COBRA periods.
Some plans allow participants and beneficiaries to convert group health coverage to an individual policy. If this option is generally available from the plan, a qualified beneficiary who pays for COBRA coverage must be given the option of converting to an individual policy at the end of the COBRA continuation coverage period. The option must be given to enroll in a conversion health plan within 180 days before COBRA coverage ends. The premium for a conversion policy may be more expensive than the premium of a group plan, and the conversion policy may provide a lower level of coverage. The conversion option, however, is not available if the beneficiary ends COBRA coverage before reaching the end of the maximum period of COBRA coverage.
Who pays for COBRA coverage?
Beneficiaries may be required to pay for COBRA coverage. The premium cannot exceed 102 percent of the cost to the plan for similarly situated individuals who have not incurred a qualifying event, including both the portion paid by employees and any portion paid by the employer before the qualifying event, plus 2 percent for administrative costs.
For qualified beneficiaries receiving the 11 month disability extension of coverage, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage.
COBRA premiums may be increased if the costs to the plan increase but generally must be fixed in advance of each 12-month premium cycle. The plan must allow you to pay premiums on a monthly basis if you ask to do so, and the plan may allow you to make payments at other intervals (weekly or quarterly).
The initial premium payment must be made within 45 days after the date of the COBRA election by the qualified beneficiary. Payment generally must cover the period of coverage from the date of COBRA election retroactive to the date of the loss of coverage due to the qualifying event. Premiums for successive periods of coverage are due on the date stated in the plan with a minimum 30-day grace period for payments. Payment is considered to be made on the date it is sent to the plan.
If premiums are not paid by the first day of the period of coverage, the plan has the option to cancel coverage until payment is received and then reinstate coverage retroactively to the beginning of the period of coverage.
If the amount of the payment made to the plan is made in error but is not significantly less than the amount due, the plan is required to notify you of the deficiency and grant a reasonable period (for this purpose, 30 days is considered reasonable) to pay the difference. The plan is not obligated to send monthly premium notices.
COBRA beneficiaries remain subject to the rules of the plan and therefore must satisfy all costs related to co-payments and deductibles, and are subject to catastrophic and other benefit limits.
If I elect COBRA, how much do I pay?
When you were an active employee, your employer may have paid all or part of your group health premiums. Under COBRA, as a former employee no longer receiving benefits, you will usually pay the entire premium amount, that is, the portion of the premium that you paid as an active employee and the amount of the contribution made by your employer. In addition, there may be a 2 percent administrative fee.
While COBRA rates may seem high, you will be paying group premium rates, which are usually lower than individual rates.
Since it is likely that there will be a lapse of a month or more between the date of layoff and the time you make the COBRA election decision, you may have to pay health premiums retroactively-from the time of separation from the company. The first premium, for instance, will cover the entire time since your last day of employment with your former employer.
You should also be aware that it is your responsibility to pay for COBRA coverage even if you do not receive a monthly statement.
Although they are not required to do so, some employers may subsidize COBRA coverage.
Can I receive COBRA benefits while on FMLA leave?
The Family and Medical Leave Act, effective August 5, 1993, requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working. Coverage provided under the FMLA is not COBRA coverage, and FMLA leave is not a qualifying event under COBRA. A COBRA qualifying event may occur, however, when an employer's obligation to maintain health benefits under FMLA ceases, such as when an employee notifies an employer of his or her intent not to return to work.
Further information on FMLA is available from the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, U.S. Department of Labor, Employment Standards Administration.
andy garcia
08-22 10:14 PM
Looks like this needs correction.Labors expire after 180 days from approval date after July 16th.
http://www.foreignlaborcert.doleta.gov/pdf/fraud_faqs_07-13-07.pdf
Read on page 4
Labor certifications approved on or after July 16, 2007, will expire 180 days from their date of issue, unless filed prior to expiration with the DHS in support of a Form I-140 immigrant petition for an alien worker.
http://www.foreignlaborcert.doleta.gov/pdf/fraud_faqs_07-13-07.pdf
Read on page 4
Labor certifications approved on or after July 16, 2007, will expire 180 days from their date of issue, unless filed prior to expiration with the DHS in support of a Form I-140 immigrant petition for an alien worker.
2011 outbreak of World War II,
GCInThisLife
06-02 12:16 AM
Well.. it didn't turn out to be a major issue after all. At least for us. Both my self and my wife got approved in May. The first LUD since FP was on the day we were approved.
I do understand that 'not working' immediately after getting H1B is a problem and considered out of status and in addition you can also work while SSN is pending. However, most employers do not know about work with out SSN (pending) and according to some lawyers, we may be able to fight for this.
As I investigated further, there are so many people in the similar situation esp. spouses, i.e., getting on payroll a little late etc. Many of them for genuine reasons (though you will find fault with those reasons) and fell into unknowingly. However, most of them got GCs with out any problem.
The trick may be to put forward the documentation in such a way that it will not raise any flag. You require to submit Paystubs, w2s, tax returns only for primary applicant as supporting documentation I134 (affidavit) to prove that the dependent is not public charge. You need to make sure that information entered in the any forms (I485, Bio, I-134 etc) agree with supporting documentation such as I94, I797, PP/Visa or any documentation you included. If information do not match, it may raise a flag and IO may ask for more information. So do not get overexcited and submit only what is asked. YOU SHOULDN'T LIE. JUST SUBMIT ONLY WHAT IS ASKED.
I do understand the forms are useful, but I honestly feel that it is unnecessary stress. As I mentioned I was never been under so much stress as I was when folks pointed that we may not get GCs. I didn't sleep for couple days.. And stopped visiting this forum. Later my wife made me realize that family life is most important as long as we are together, country of residence does not matter. When our son was born last month, I truly felt 'damn GC'.. funnily got approved in the same week :).
There are few people who are truly helpful, but most come to forms just for kicks and show of their knowledge and talk/act like lawyers. My suggestion is DON'T HURT PEOPLE WHO COME FOR HELP. Esp, when there is something negative, don't try to prove and re-prove your point or satisfy your ego with logical answers or internet search results etc. This will hurt the person 'in trouble' even more. Just imagine your self in similar situation, then you will realize that most people get into situations unknowingly and probably unaware of till some one like you points out. Try to offer some suggestions if you can or stay away. If you want kicks, have a drink and watch a game or something. THANKS FOR READING THIS.
BYE BYE. Good luck to every one who is still waiting.
I do understand that 'not working' immediately after getting H1B is a problem and considered out of status and in addition you can also work while SSN is pending. However, most employers do not know about work with out SSN (pending) and according to some lawyers, we may be able to fight for this.
As I investigated further, there are so many people in the similar situation esp. spouses, i.e., getting on payroll a little late etc. Many of them for genuine reasons (though you will find fault with those reasons) and fell into unknowingly. However, most of them got GCs with out any problem.
The trick may be to put forward the documentation in such a way that it will not raise any flag. You require to submit Paystubs, w2s, tax returns only for primary applicant as supporting documentation I134 (affidavit) to prove that the dependent is not public charge. You need to make sure that information entered in the any forms (I485, Bio, I-134 etc) agree with supporting documentation such as I94, I797, PP/Visa or any documentation you included. If information do not match, it may raise a flag and IO may ask for more information. So do not get overexcited and submit only what is asked. YOU SHOULDN'T LIE. JUST SUBMIT ONLY WHAT IS ASKED.
I do understand the forms are useful, but I honestly feel that it is unnecessary stress. As I mentioned I was never been under so much stress as I was when folks pointed that we may not get GCs. I didn't sleep for couple days.. And stopped visiting this forum. Later my wife made me realize that family life is most important as long as we are together, country of residence does not matter. When our son was born last month, I truly felt 'damn GC'.. funnily got approved in the same week :).
There are few people who are truly helpful, but most come to forms just for kicks and show of their knowledge and talk/act like lawyers. My suggestion is DON'T HURT PEOPLE WHO COME FOR HELP. Esp, when there is something negative, don't try to prove and re-prove your point or satisfy your ego with logical answers or internet search results etc. This will hurt the person 'in trouble' even more. Just imagine your self in similar situation, then you will realize that most people get into situations unknowingly and probably unaware of till some one like you points out. Try to offer some suggestions if you can or stay away. If you want kicks, have a drink and watch a game or something. THANKS FOR READING THIS.
BYE BYE. Good luck to every one who is still waiting.
more...
lazycis
11-30 01:30 PM
Congress never thought that I-485 processing would take more than 1 year (I-485 pending for 180 days is called "long-delayed" in 8 USC 1154(j), see also 8 USC 1571). If the USCIS was able to process all I-485 in one year time frame, there would be no retrogression!
BharatPremi
03-24 12:46 PM
BharatPremi, I PMed you. Check my message.
Thanks Buddy. I am waiting for my lawyer's response on this. I will share his opinion here on this board and I request others to do the same.
Thanks Buddy. I am waiting for my lawyer's response on this. I will share his opinion here on this board and I request others to do the same.
more...
TwinkleM
02-17 10:13 PM
@ Saggi13, When did u file your I-140 & when was it approved? Does your situation mean that they have started processing your case?
2010 back to World War II,
tcsonly
07-19 03:25 PM
you can get medicals in 2 hours.
Not sure if this is chicago/pittsburgh.
your only option is to find out by calling all numbers in chicago and pittsburgs.
People have flown in from various locations into chicago and got medicals in 2 hours.
also, ask your wife to get the immunization record of mmr and tetanus.
that will make your life easier.
x-ray is mandatory.
people, this is a fact.
x-ray is not a must and it's need only if the skin test result is +ve.
Not sure if this is chicago/pittsburgh.
your only option is to find out by calling all numbers in chicago and pittsburgs.
People have flown in from various locations into chicago and got medicals in 2 hours.
also, ask your wife to get the immunization record of mmr and tetanus.
that will make your life easier.
x-ray is mandatory.
people, this is a fact.
x-ray is not a must and it's need only if the skin test result is +ve.
more...
nrk
10-29 05:52 PM
My info pass appointment is tomorrow.
when is ur info pass appointment?
when is ur info pass appointment?
hair Launching V-2
Soul
02-07 09:17 AM
Hey Kit, at work?
Who did you vote for? :moustache
- Soul :goatee:
Who did you vote for? :moustache
- Soul :goatee:
more...
madnak
07-02 04:19 PM
Medical Expenses: $400
Photographs + courier fees: $80
Misc. (gas, photocopy etc.): $50
Total: $530
Attorney Fees: employer
Photographs + courier fees: $80
Misc. (gas, photocopy etc.): $50
Total: $530
Attorney Fees: employer
hot In World War II,
wahwah
06-05 10:28 AM
you are correct. the new memo requires the adjudicator to approve the old i-140 first and then determine eligibility for porting. it doesn't mean that you can't port if i140 has not been approved.
actually that is not what i understand...though we should wait for
1. some lawyer to come up with clarifications.
2. updates to the adjudicator field manual.
i think this still upholds the memorandum with regards to porting off on unapproved i-140. if you notice the case they have cited "Matter of Al Wazzan" is date Oct, 2005 where as the favourable Yates memo came out in Dec 2005.
what i understand is that they are just reiterating that porting off on unapproved i-140 is not automatic and requires that the adjudicator decide on the pending i-140 first before deciding wether the porting off is protected under AC21 or not.
but again...i myself am waiting for clarifications from immigration law websites like murthy.com and immigration-law.com etc.
actually that is not what i understand...though we should wait for
1. some lawyer to come up with clarifications.
2. updates to the adjudicator field manual.
i think this still upholds the memorandum with regards to porting off on unapproved i-140. if you notice the case they have cited "Matter of Al Wazzan" is date Oct, 2005 where as the favourable Yates memo came out in Dec 2005.
what i understand is that they are just reiterating that porting off on unapproved i-140 is not automatic and requires that the adjudicator decide on the pending i-140 first before deciding wether the porting off is protected under AC21 or not.
but again...i myself am waiting for clarifications from immigration law websites like murthy.com and immigration-law.com etc.
more...
house entry into World War II
Alabaman
01-31 03:31 PM
FYI: USCIS does not charge for Visa Lottery... It's FREE.
Well again...if they allow to file 485, most of those folks will
file EAD and Parole too.. more money and more money :D
Its the same reason they wont discontinue Green Card lottery.
I think last time about 5mil people participated with $100 entry fee.
So its $500 Mil dollars..thats half a billion.....Nobody would kill the
goose who lays golden eggs... :D :D :D :D
Well again...if they allow to file 485, most of those folks will
file EAD and Parole too.. more money and more money :D
Its the same reason they wont discontinue Green Card lottery.
I think last time about 5mil people participated with $100 entry fee.
So its $500 Mil dollars..thats half a billion.....Nobody would kill the
goose who lays golden eggs... :D :D :D :D
tattoo thing about World War II.
natrajs
08-23 11:26 PM
Ok..., but can you tell me how they are approving cses for PD EB3'2003 or Any EB3 cases daily, when EB3 is 'U', do you have answer for this.
Since ther is plenty of approval going on everyday.
They are not following any PD for the last 3-months approval, I don't believe any rule they have.Now they are already under pressure , and the pressure started already.They have to clean up.I don't think they will wait untill next year June, since Election is on Sept'2008.
-satish
----------------------------------------------
EB2/PD-Sept'2004/I-140 Approved.
I-485 - Sent July5th.
RD - ?
AD -?
Edit/Delete Message
No one has any clue that how USCIS is approving any cases. However the election is has no impact on USCIS process.
BUT IV's Effort has it!!!!!!
Since ther is plenty of approval going on everyday.
They are not following any PD for the last 3-months approval, I don't believe any rule they have.Now they are already under pressure , and the pressure started already.They have to clean up.I don't think they will wait untill next year June, since Election is on Sept'2008.
-satish
----------------------------------------------
EB2/PD-Sept'2004/I-140 Approved.
I-485 - Sent July5th.
RD - ?
AD -?
Edit/Delete Message
No one has any clue that how USCIS is approving any cases. However the election is has no impact on USCIS process.
BUT IV's Effort has it!!!!!!
more...
pictures features the World War 2
gjoe
11-09 02:09 PM
Maybe USCIS thinks that our cases mayn't become approvable within the next 15 months. This is just my theory, because I see lot of people have got FP but with early PD's
dresses Post World War II: 1945 -
raysaikat
01-05 03:48 AM
two mother in laws???
He might have 4. (extending logic that his father in laws also had two wives) :)
Not necessarily 4 mother in laws; the wives could be sisters.
So the number of parents-in-laws, x, is bounded above and below according to Indian law as follows:
2<=x<=20.
He might have 4. (extending logic that his father in laws also had two wives) :)
Not necessarily 4 mother in laws; the wives could be sisters.
So the number of parents-in-laws, x, is bounded above and below according to Indian law as follows:
2<=x<=20.
more...
makeup during World War II.
gdhiren
08-28 05:24 PM
Gdhiren:Can you please send me your email id mine is zoozee4@hotmail.com
I am flying from San Jose to Dc for the rally.Can you please post me the threads for the hosts for accomodation in DC.
Here is the thread where you can request accomodation.
http://immigrationvoice.org/forum/showthread.php?t=12565
I'll shoot you an email.
I am flying from San Jose to Dc for the rally.Can you please post me the threads for the hosts for accomodation in DC.
Here is the thread where you can request accomodation.
http://immigrationvoice.org/forum/showthread.php?t=12565
I'll shoot you an email.
girlfriend World War II, in view of
sats123
06-19 04:11 PM
I do have copy of labor approval but I donot have copy of job description that they filed for labor. I also have copy of 140 approval.
I don't think I can get letters from HR (there are couple of people who handles everything from getting timesheets to posting payslips) as they very loyal to my employer.
Then I guess my only options are
- give it a try to file through another attorney with paystubs and without employer letter.
- forget about $5000 and proceed.
I don't think I can get letters from HR (there are couple of people who handles everything from getting timesheets to posting payslips) as they very loyal to my employer.
Then I guess my only options are
- give it a try to file through another attorney with paystubs and without employer letter.
- forget about $5000 and proceed.
hairstyles Source: World Book
pankaj_singal
08-19 02:09 PM
When we e-file EAD/AP, do we get the receipt number the same moment the app is fully submitted or the reciept # comes through the mail from USCIS?
naushit
12-12 01:15 PM
I understand they release new numbers every quarters ( Jan-Feb-March).
Since all those numbers are already used up. we should not expect any movement in Feb and March either.
Is this correct? I hope not.
Since all those numbers are already used up. we should not expect any movement in Feb and March either.
Is this correct? I hope not.
arc
10-02 10:52 AM
The application finally goes to the service center who has adjudiciated the 140, if one's 140 is LIN the AOS 485 will go finally to NSC, it will stay pending over there untill the visa bulletin becomes current for that Priority Date.
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