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satyasaich

07-21 04:02 PM

EAD Renewal applied online on Jun21st

My Case
Got the LIN088001XXXX
FP done on 07/11
Approval Email received (card prodcution ordered)today

Spouse Case
Got an MSCXXXXXXXXX Number as receipt number
FP done on 07/11
Approval: Not yet

Will update again once i revceive the card whether i't s a 2 year EAD or 1 year EAD

----
EB3/ India Nov2003
Proud Supporter of IV

"Don't go where a path leads. Rather go where there is no path and leave a trail for others"

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nixstor

06-26 12:00 PM

I am not saying Thanks and Good bye, As you see even after my GC I am still responding to your message. I am fully supporting the VI initiative. but the problem is that USCIS will do only what they think it is right and not what is really right. Me being in the Q for so long , I will never forget the Horrors of waiting for GC, even after getting the GC.

We as indians are divided lots in every area, we are like CRABS. certainly I am not one of those CRABS, My friends will give a ample proof about that.

In matter of fact, As a community, we are not PROUD about OURSELVES and our HINDU CULTURE, we cannot make any DHARMIC efforts to come under ONE UMBRELLA and fight for our cause. IV is one initiative, which is good but not enough, because do we get any help from our Indian Embassy or any Indian Organisation in America to support us, NEVER. this is because we DONOT LOOK UPTO OUR INNER VOICE AS HINDUS. I am not saying this to you in particular, I am referencing this as an INDIAN COMMUNITY. SO PLEASE NOTHING PERSONAL.

every one of us is a GOOD PRACTISING HINDU BECAUSE WE LIVE LIFE WITH OUR DHARMIC VALUES AND PRINCIPLES. IT IS TIME TO COME TOGATHER AND IMPLEMENT THOSE VALUES AS A HINDU SOCIETY.

thanks for your suggestion i really appreciate that.
:)

Dont mean to flame you, but you say that you are not a crab and the next moment you bring up religion, faith, Indian etc and associate that to IV's
goal.

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GCaspirations

09-20 09:52 PM

Have anybody of you whose cases have transferred from NSC to CSC and back received Finger Print Notice.

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sbabunle

01-31 10:24 PM

Sadly so... Even saddest part is that many of them dont know about
it. Any many who knows don't put a fight either...See the result of monthly
campaigns....

Retrogession and PD not current is a Modern form of Slavery... We are Highly Educated, Law Abiding, Tax Paying Slaves to this broken immigration system

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doggy

07-22 12:24 AM

I have been following "Doggys" stuff and anti-anti blog for a while and know that he's not an anti for sure, and before anyone gets paranoid and accuses me of being "doggy" no sire i am not:p

Thank you!!
Sometimes paranoia gets the better of us.

I have access to a lot of "extra" stuff, as you can tell from the blog. It has been a long and tiring fight, but someone has to do it.

RonHira did a pretty accurate transcript. The funniest part was the way Donna was talking to the folks there. It seemed very much like the way a PreSchool teacher talks to her class. She was speaking slowly, repeating stuff multiple times, adding extra emphasis on phrases (like "talking point") and repeating them. Then someone would suggest something and she will go "That is a perfect post", and then he/she will try to say something, and Donna would go "No No, what you said first was perfect, don't deviate".

I was feeling bad for the Antis.

-----------

Gimme some green guys, now that I've proven I'm not an Anti.

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leo2606

01-04 06:46 AM

:D:D:D That's funny.

Maybe he can come under asylum or refugee status; after all he also probably has two mother-in-laws there and that should qualify. One is bad enough, but TWO?

Its hard to maintain such a situation (http://www.imdb.com/title/tt0205968/), he will have to make a call and decide on a winner (http://www.imdb.com/title/tt0207341/).

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GC_Wait2002

07-31 09:58 PM

Hi Sanbaj,

You are very helpful and thanks once again for sharing your experiences and knowlege on interfiling.

Regards
GC_wait2002

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alterego

10-11 04:27 PM

Has anyone thought of the people who missed the august 17 deadline because the labor was not cleared within time. Because of no mistake from ourside, we have to suffer. What a screwed up legal situation ?

As of now PD is apr 2001, I dont know when will it move ?

Thx
Nag

Sorry to hear about your situation.
The one consolation is that once you get to file your 485, you should not spend too much time in that pending 485 situation.
So if you ask me today, would I rather have filed 485 with a PD of 2006/7 or be in your situation, as bleak as your situation looks today, the better choice might be your situation.

Good luck.

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eb3retro

02-21 12:30 PM

Hi

Today I got a call from an officer in "immigration and customs enforcement" asking for an appointment to visit my residence for checing my immigration status.
I am on H1B visa.

I would appreciate if someone could give any sort of information related to calling for a home visit.

Thanks

how about filling your profile first.????

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onemorecame

08-10 12:42 PM

Yes, I did use LS.

But my motive was not to jump the line as I told my company attorney to purposefully find an LC from this year or last year. And since it was a multibillion dollar company with some xx thousand employees. They were able to find one.

Not everyone's motives is to jump the line. I did this because I didnt want to wait another 10 years to apply for I 485.

And on the top, dont even think that all who did LS were able to jump the line. LS involves lot of scrutiny and it was always safer to use one's own labor.

Its so funny that some people think that people who cannot prove themselves for what ever reasons (education etc) with their own labor use LS. hehehe. This is even more riskier.

And it was always legal to do it. And may be many people and employers misused it. Shout at those people.

As for me, my labor was going nowhere and the company with which I worked for the past few years found an LS for me which was from last year PD and I do not regret doing it.

And I bet, people who had an opportunity like me would do it.

And also, THE THREAD WAS NOT OPENED WITH A TITLE "WHAT IS YOUR OPINION ABOUT LS, SHOULD IT BE BANNED". There were a number of threads on this forum where you can show these kinds of opinions. This thread was opened for a different purpose.

And moveover LS is banned now. So dont waste your energyy but use it for some good causes IV is planning for.


Hi


I think you did good job that you accepted LS from your company.
I never used LS even though it was available at that time. But I don't hate who accepted this LS, I know it was legal and it�s for the company who can utilize their labor instead for waiting for approval of another labor.

I would like to say people who hate thus who used LS because they missed this or they never got chance to get LS, or they never had that much dare to pay the money and get that.
Dude nobody is "DHARMATMA" here. And don�t try to show that you are clean.

So please stop this non-sense and hating people who used LS. Just give your suggestion on post if anybody is looking for any suggestion. Otherwise just ignore it.

Thanks to all:)

onemorecame

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priderock

06-27 04:41 PM

I have taken mine and my wife's pic using digital camera, and took the card to the walmart. They have the software where you can set the passport size. 6 photos printout costed us 30 cents each. If you have digital camera take 640X480 photo with good light. This is the best option instead of going to walgreens which chargs 2 photos 8 dollars.


USCIS is very particular about the background , shadows and lighting. Unless you have a near professional lighting in your home , you are taking a risk. The flash light you use in camera creates a shadow on the subject and/or in the back ground. That is not acceptable. Unless you have a decent camera and you know what you are doing , it is very easy to over expose in close-up shots. Be very careful.

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EkAurAaya

10-11 05:17 PM

Ya...Atleast, they should allow us to file EAD. In that case my spouse can work. She did not get H1b this year(because of lottery system). She has PHD in CSE and sitting at home.

If she has a PHD in CSE she should look for a job get H1 and file Green Card in EB1 all off this can be done in 6 months! What's holding you back???? :)

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buehler

08-22 10:18 AM

Murthy or Oh or Carl Shusterman or Greg Siskind will have the contents in their website soon.

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arihant

03-16 11:51 AM

All,

Do not despair yet. We were repeatedly told that bills take a lot of time to pass. Never the less we'll keep working on this bill and this also precisely why we're not pinning all of our hopes on only the Comprehensive Immigration Bill. We also have the PACE bill and the TALENT bill, which can bring a lot of relief to us.

Are there any plans by the senate or congress to to bring these two bills to the floor anytime? In other words, what is the current status of these two bills?

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meridiani.planum

12-17 09:39 PM

There are disadvantage of filing AC-21 eg: RFE or Interview calls etc

What are the disadvantages of NOT filing AC-21 Memo to USCIS after job change?

Please advise

Its all gray, but after reading posts on forums the disadvantage is the same: RFEs.

If your employer withdraws your I-140 180 days past your 485 filing, USCIS will potentially issue an RFE again for employment verification letter. If you had filed a new EVL at the time of doign AC-21, USCIS knows that the I-140 revocation does not mean the end of the road, you have actually ported over to someone and he intends to hire you. Note that even 180 days past your 485 filing, you still need SOME employer to sponsor a same/similar job. (unless you are exceedingly brave and are going to self-port)

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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.

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chanduv23

06-20 02:53 PM

If you can get employer verification letter stating that the position is still available for you and your salary, then file I485 yourself.

G


Maybe he should just make it up if he has the letterhead ??? U know whhat I mean

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another one

07-06 04:20 PM

of being a WHITE KISS ARCE

STUPIDITY

LOVE BEING A SUBMISSIVE SLAVE

so much for a free modern world...bbbrrrrrrrrrrrr


off to India ..no more pepsi, coke jeans for me ...the real GANDHIGIRI is wear home made khadi clothes....hit them where it hurts and that is MONEY


HELP LOCAL INDIAN ENTERPRENEURS ..SENDING FLOWERS is really cheesy and idiotic ..who came up with this stupid idea???

take it easy. You have fallen behind on times...

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venkygct

09-03 03:38 PM

^^^^^^^

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suresh.emails

08-07 05:38 PM

Hi All

I just saw the USCIS GC approval email notice - EB2-I - Dec 20'th 2005 Priority Date

I have same issue as few others have. I'm not married yet. I have applied for GC and luckily the GC has been approved (when I really don't want it to be approved). ... Trust me I was praying god all the time.

My priority date is EB2-I Dec 20'th 2005 and god knows how they approved it much before every one else. When all others really want their GC's.

There are lots people who are in queue with Jan 2004 and later priority dates and whose cases are still pending... How could they approve my case so soon...

I have scheduled for a travel to India on August 15'th 2008 to get married. I wanted to marry and get my wife to USA. I 'm engaged with girl at India and all set for marriage this month (August 2008).

I believe my H1-B has been automatically canceled on immediate approval of GC.

How do I get my future wife to USA?. What are the options left out to me now?.

Please excuse me if this is a duplicate thread. I'm really in hurry and could not check all threads properly.

--Suresh

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aray

04-01 04:30 PM

Sent Fax# 10.

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