annu11abcdef Posted December 30, 2015 Report Posted December 30, 2015 I-140 EAD RULE – BIG BLUFF BY THE ADMINISTRATION DHS’s proposed rule to amend its regulations related to EB-1, EB-2, and EB-3 immigrant and non-immigrant visa programs is scheduled to be published in the Federal Register tomorrow. We anticipate a comment period of about 30 days, and the effective date of the rule will likely be in April 2016. Here are some highlights from the rule: 1. Beneficiaries with I-140 approvals in E-3, H-1B, O-1 or L1 visa status will be eligible for an Employment Authorization Document (EAD) if there are compelling circumstances warranting issuance of the EAD. Compelling circumstances include serious illness or disability of main applicant or dependent, geographic relocation causes undue burden to the Applicant; employer retaliation; the Beneficiary’s inability to maintain the nonimmigrant status; or significant disruption of the employer. 2. If an I-140 beneficiary meets the compelling circumstances requirement, his family members will also be eligible for the EAD. Here are some downsides to the new rule: 1. Employment authorization only good for one year 2. I-140 Beneficiary can only extend the EAD if they are within one year of the current priority date. 3. No mention of advance parole that will allow the person to travel outside the US 4. If you get an EAD for one year, you can’t extend your EAD unless your priority date is not within one year. 5. When the I-140 Beneficiary joins a new company with the EAD, immigrant petition still needs to be approved, and it is unclear if the I-140 requires labor certification or not in the regulations The rule is a disappointment to say the least. It took one year for the government to formulate a rule that will have very little impact on highly skilled international workers and their families who are languishing in queues waiting for employment-based green cards. Reddy & Neumann, P.C. is an immigration law firm in Houston, Texas.
tiger_sathi Posted December 30, 2015 Report Posted December 30, 2015 Summary kocmhem short ga Cheppu Bhayya please
ronitreddy Posted December 30, 2015 Report Posted December 30, 2015 para lu para lu rastharu endi vaa..
HAPPINESS_ Posted December 30, 2015 Report Posted December 30, 2015 pettukomanu g@dda looooooooooooooooooopaaliki pettukomanu......
KillChillPandey Posted December 30, 2015 Report Posted December 30, 2015 I-140 EAD RULE – BIG BLUFF BY THE ADMINISTRATION DHS’s proposed rule to amend its regulations related to EB-1, EB-2, and EB-3 immigrant and non-immigrant visa programs is scheduled to be published in the Federal Register tomorrow. We anticipate a comment period of about 30 days, and the effective date of the rule will likely be in April 2016. Here are some highlights from the rule: 1. Beneficiaries with I-140 approvals in E-3, H-1B, O-1 or L1 visa status will be eligible for an Employment Authorization Document (EAD) if there are compelling circumstances warranting issuance of the EAD. Compelling circumstances include serious illness or disability of main applicant or dependent, geographic relocation causes undue burden to the Applicant; employer retaliation; the Beneficiary’s inability to maintain the nonimmigrant status; or significant disruption of the employer. 2. If an I-140 beneficiary meets the compelling circumstances requirement, his family members will also be eligible for the EAD. Here are some downsides to the new rule: 1. Employment authorization only good for one year 2. I-140 Beneficiary can only extend the EAD if they are within one year of the current priority date. 3. No mention of advance parole that will allow the person to travel outside the US 4. If you get an EAD for one year, you can’t extend your EAD unless your priority date is not within one year. 5. When the I-140 Beneficiary joins a new company with the EAD, immigrant petition still needs to be approved, and it is unclear if the I-140 requires labor certification or not in the regulations The rule is a disappointment to say the least. It took one year for the government to formulate a rule that will have very little impact on highly skilled international workers and their families who are languishing in queues waiting for employment-based green cards. Reddy & Neumann, P.C. is an immigration law firm in Houston, Texas. #4 pedda rotta endukantey.. lets say even if your PD is within one year.. every months back front back veluta untadi.. there is no standard pattern in it.. so which means you will never be sure of EAD renewal.. even though if your PD is within 11 months..
rrc_2015 Posted December 30, 2015 Report Posted December 30, 2015 pettukomanu g@dda looooooooooooooooooopaaliki pettukomanu...... Reported to UH chee eye yes
KillChillPandey Posted December 30, 2015 Report Posted December 30, 2015 Summary kocmhem short ga Cheppu Bhayya please N lo M saami ranga ani Kavi bhavam akkada.. PD can be retained but have to file labor+ 140 if you change employers h1b lo job potey grace period 60 days.. you are eligible to file EAD but not to renew it unless your PD is within 12 months ..
acuman Posted December 30, 2015 Report Posted December 30, 2015 Summary kocmhem short ga Cheppu Bhayya please That is 180 pages summary.
venkat_ravinder Posted December 30, 2015 Report Posted December 30, 2015 oka question.... lets say 140 portability ochindi anukondi... like 180 days taravatha you can move and new employer doesnt have to start from labor again..... eb3 nunchi eb2 ki marchukovalante idi elagu pani cheyadu kada... again we have to start from begining?
andhravodu Posted December 30, 2015 Report Posted December 30, 2015 oka question.... lets say 140 portability ochindi anukondi... like 180 days taravatha you can move and new employer doesnt have to start from labor again..... eb3 nunchi eb2 ki marchukovalante idi elagu pani cheyadu kada... again we have to start from begining? Yes. But inka ledu, even eb2 to eb2 kooda kotta 140 padalsinde anta. Only change is pathadi cancel avadu, except frad case
KillChillPandey Posted December 30, 2015 Report Posted December 30, 2015 Yes. But inka ledu, even eb2 to eb2 kooda kotta 140 padalsinde anta. Only change is pathadi cancel avadu, except frad case +NBK any 140 should have an underlying PERM too unless it is NIW.. so Labor + 140 rendu file cheyyali antunnaru..
irukupaalem Posted December 30, 2015 Report Posted December 30, 2015 N lo M saami ranga ani Kavi bhavam akkada.. PD can be retained but have to file labor+ 140 if you change employers h1b lo job potey grace period 60 days.. you are eligible to file EAD but not to renew it unless your PD is within 12 months .. inka EAD valla vupoyogam endi?
KillChillPandey Posted December 30, 2015 Report Posted December 30, 2015 oka question.... lets say 140 portability ochindi anukondi... like 180 days taravatha you can move and new employer doesnt have to start from labor again..... eb3 nunchi eb2 ki marchukovalante idi elagu pani cheyadu kada... again we have to start from begining? Ideally it will remain same process.. anything you gotta start from beginning..EB3 you will be able to retain PD antey.. adi however ippudu unnadey kada
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