redcard
09-15 08:34 AM
What kind of job is that that pays $$$ an hour? LOBBYING ? :)
working for Halliburton ?? or being an immigration advisor :)
working for Halliburton ?? or being an immigration advisor :)
wallpaper Words that Lovers whisper in
nixstor
06-20 03:34 PM
Thanks Arihant. Yes it is strange and I am trying to find their ulterior motive behind this. All the while I thought my employer is not one of the typical desi employers (read blood sucking) we hear about in this forum. Hope I am right.
By the way, my question was related to AC21 (after 180 days of filing 485). If I quit my current employer and join another company, how would I let USCIS know to forward all their RFEs to my new employer/lawyer and not to the old one. Am asking this because I heard the I-9 form we fill while changing employment is only for the employer and he doesn't forward it to anybody. Does my query make any sense at all or am I just blabbering BS :o
The stuff in bold is something I am trying to figure out. How will we answer RFE's after 180 days if we file our selves? Company lawyer and employer will not be even willing to talk to us as we have moved away. What are the chances that USCIS will ask stuff related to your old employer? Can some one confirm that it should not arise as we have moved away using AC21 and all RFE's can be answered by new employer?
Thanks
By the way, my question was related to AC21 (after 180 days of filing 485). If I quit my current employer and join another company, how would I let USCIS know to forward all their RFEs to my new employer/lawyer and not to the old one. Am asking this because I heard the I-9 form we fill while changing employment is only for the employer and he doesn't forward it to anybody. Does my query make any sense at all or am I just blabbering BS :o
The stuff in bold is something I am trying to figure out. How will we answer RFE's after 180 days if we file our selves? Company lawyer and employer will not be even willing to talk to us as we have moved away. What are the chances that USCIS will ask stuff related to your old employer? Can some one confirm that it should not arise as we have moved away using AC21 and all RFE's can be answered by new employer?
Thanks
praky
05-30 02:43 AM
Dunnito
2011 Teenage Love
alisa
04-14 11:18 AM
I hope your prayers bring you peace in your life.
However, prayers might be good only for that. What I say below is directed to people in general, and not to you. So, please don't get offended. I am not suggesting in any way that you are not making any concrete efforts to support IV.
I bet a lot of people are praying very very hard for their greencards.
I would like to request them to invest in concrete steps. Give monetary support to IV. Form, or join, a local state chapter. Go meet a lawmaker or his staff. Call them up and talk to their staff. Pray only if you have done all or some of the above. As they say, God helps those who help themselves. Keep up your end of the bargain, and then ask God (of the Holy Flying Spaghetti Monster, or whatever) for help.
Hi everyone,
Have a lot of patience my wife and I have been patiently waiting for this and now it's finally here.
We've been here in different situations below....
Myself
1997 - H1B
2000 - LC filing
2001 - LC cancelled by company because of 911. If company responded to RFE, Labor could have been certified.
2006 - Laid off while on 9th yr of H1
2007 - Back on H1 transfer
Spouse
1998 - H1B
2001 - Filed LC because my company cancelled LC
2003(Mar) - PD
2005(Sep) - LC approved
2005(Dec) - I-140 approved
2007(Apr) - Can file AOS/EAD now
The secret.....
PRAY, PRAY, PRAY. Nothing beats it.
To those who don't know, it took Noah 120 yrs. of faith and hope to built his arc when he was asked to, by Our Heavenly Father.
Regards and CONRATULATIONS to all who can file AOS and EAD now.
More power to IV team.
However, prayers might be good only for that. What I say below is directed to people in general, and not to you. So, please don't get offended. I am not suggesting in any way that you are not making any concrete efforts to support IV.
I bet a lot of people are praying very very hard for their greencards.
I would like to request them to invest in concrete steps. Give monetary support to IV. Form, or join, a local state chapter. Go meet a lawmaker or his staff. Call them up and talk to their staff. Pray only if you have done all or some of the above. As they say, God helps those who help themselves. Keep up your end of the bargain, and then ask God (of the Holy Flying Spaghetti Monster, or whatever) for help.
Hi everyone,
Have a lot of patience my wife and I have been patiently waiting for this and now it's finally here.
We've been here in different situations below....
Myself
1997 - H1B
2000 - LC filing
2001 - LC cancelled by company because of 911. If company responded to RFE, Labor could have been certified.
2006 - Laid off while on 9th yr of H1
2007 - Back on H1 transfer
Spouse
1998 - H1B
2001 - Filed LC because my company cancelled LC
2003(Mar) - PD
2005(Sep) - LC approved
2005(Dec) - I-140 approved
2007(Apr) - Can file AOS/EAD now
The secret.....
PRAY, PRAY, PRAY. Nothing beats it.
To those who don't know, it took Noah 120 yrs. of faith and hope to built his arc when he was asked to, by Our Heavenly Father.
Regards and CONRATULATIONS to all who can file AOS and EAD now.
More power to IV team.
more...
delax
08-05 09:30 PM
But consider this: I just posted this in the approval thread:
Looking at the overall approval trend in IV, , Murthy forum etc it is clear to me that FIFO is out of the door and in most likelihood low hanging fruit is being plucked from the tree. At the next Ombudsman call I am going to raise the issue of USCIS's declared commitment to FIFO but actions that seem completely contrary to it.
Obviously anonymous postings in open forums cannot be presented as evidence but one can certainly request the Ombudsman's office to ask for monthly 485 approval statistics and the cat will be out of the bag. By the time the wheels of Goverment bureaucracy move it might be a month or two before this data is made available to the Ombudsman's Office; forget the applicants - that will be like asking for the moon.
Regardless of whether I get approved or not in the next month or two; from a process perspective a monthly approval report going from the USCIS to the Ombudsman's Office each month should hopefully force them to stop this stonewalling and walk the talk.
This will not only help EB2s down the line but spare a thought for next year when EB2 is current, EB3 has a cut off of June 1, 2006 and we start seeing May 2006 EB3 approvals when 2001/02 EB3s are still pending. Again I welcome suggestions but the focus of my effort is going to be the approval process rather than a personal case or two.
Looking at the overall approval trend in IV, , Murthy forum etc it is clear to me that FIFO is out of the door and in most likelihood low hanging fruit is being plucked from the tree. At the next Ombudsman call I am going to raise the issue of USCIS's declared commitment to FIFO but actions that seem completely contrary to it.
Obviously anonymous postings in open forums cannot be presented as evidence but one can certainly request the Ombudsman's office to ask for monthly 485 approval statistics and the cat will be out of the bag. By the time the wheels of Goverment bureaucracy move it might be a month or two before this data is made available to the Ombudsman's Office; forget the applicants - that will be like asking for the moon.
Regardless of whether I get approved or not in the next month or two; from a process perspective a monthly approval report going from the USCIS to the Ombudsman's Office each month should hopefully force them to stop this stonewalling and walk the talk.
This will not only help EB2s down the line but spare a thought for next year when EB2 is current, EB3 has a cut off of June 1, 2006 and we start seeing May 2006 EB3 approvals when 2001/02 EB3s are still pending. Again I welcome suggestions but the focus of my effort is going to be the approval process rather than a personal case or two.
kartikiran
11-03 09:19 AM
EB2 likes visa bulletin predictions.
EB3 does not.
That explains the green or red in my opinion.
EB3 does not.
That explains the green or red in my opinion.
more...
plassey
08-22 03:25 PM
I can guarantee that u r screwed for next 3+ years if it was EB2 and next 6+ years if it was EB3.
Well, go ahead and cry in the bathroom now instead of actively supporting IV.
My PD is Aug 2005. My employer by mistake sent the 485 application on June 27 and USCIS received on June 28. Today Aug 21, I received the rejected 485 full package back. Employer is following up whether it can sent back. Anybody has any idea of any luck in this case, or has to wait till dates are current again?:mad:
Well, go ahead and cry in the bathroom now instead of actively supporting IV.
My PD is Aug 2005. My employer by mistake sent the 485 application on June 27 and USCIS received on June 28. Today Aug 21, I received the rejected 485 full package back. Employer is following up whether it can sent back. Anybody has any idea of any luck in this case, or has to wait till dates are current again?:mad:
2010 Teenage Love
ck_b2001
01-26 09:32 PM
Hi,
I am planning to accept an offer from a company that will also sponsor my H1. All the terms & conditions look fine to me and their seems to be no bond.
However, the offer letter has a clause that is a bit strange and raised some doubts in my mind. Experienced people please comment and let me know if it has a risky hidden meaning. Please note I am not going to take any trainings and would start to work immediately with one of their clients. The clause goes like this.
"Employee acknowledges that the Company may invest significant sums to train and educate Employee and the Company�s investment in Employee would be jeopardized if Employee were to leave the company�s employment prior to the Company�s receipt of the benefits of such training and education. Employee hereby agrees to refund to the Company all amounts expended by the Company in the immediately preceding 12 months for education or training of the Employee if Employee resigns from the employment with the Company or is terminated by the Company for gross neglect of duty, material breach of the Letter or this Agreement or conviction or plea of guilty or no contests to a felony. Employee authorizes the Company to deduct and withhold such payment in full from any compensation or other amounts otherwise owed or payable to Employee. The payments will be due within 30 days of
termination of the employment."
In my company if they transfer you with-in company and pay all moving which can total to 25-30 k, they say that if you leave with-in 12 month of moving you have to pay back moving expenses. If company terminate you before 12 months, they will move you back and pay for your expenses.
It may be a standard clause if it is only valid for first 12 month. May be they spend $$$$$ on training but i am pretty sure they'll have hard time enforcing it.
I am planning to accept an offer from a company that will also sponsor my H1. All the terms & conditions look fine to me and their seems to be no bond.
However, the offer letter has a clause that is a bit strange and raised some doubts in my mind. Experienced people please comment and let me know if it has a risky hidden meaning. Please note I am not going to take any trainings and would start to work immediately with one of their clients. The clause goes like this.
"Employee acknowledges that the Company may invest significant sums to train and educate Employee and the Company�s investment in Employee would be jeopardized if Employee were to leave the company�s employment prior to the Company�s receipt of the benefits of such training and education. Employee hereby agrees to refund to the Company all amounts expended by the Company in the immediately preceding 12 months for education or training of the Employee if Employee resigns from the employment with the Company or is terminated by the Company for gross neglect of duty, material breach of the Letter or this Agreement or conviction or plea of guilty or no contests to a felony. Employee authorizes the Company to deduct and withhold such payment in full from any compensation or other amounts otherwise owed or payable to Employee. The payments will be due within 30 days of
termination of the employment."
In my company if they transfer you with-in company and pay all moving which can total to 25-30 k, they say that if you leave with-in 12 month of moving you have to pay back moving expenses. If company terminate you before 12 months, they will move you back and pay for your expenses.
It may be a standard clause if it is only valid for first 12 month. May be they spend $$$$$ on training but i am pretty sure they'll have hard time enforcing it.
more...
new2gc
12-22 04:55 PM
Try getting info from any other consulate...you will feel the same.... I used to feel the same until I dealt with UK / French /Italian consulates for tourist visa....it was as horrible...
hair as exposed as teenage love
alterego
08-31 09:35 PM
Very well written article.
American have heard ad nauseum the concept of anchor babies from Lou Dobbs and his ilk.
We need to introduce them to the concept of "ANCHOR JOBS" ie what we do. We anchor the jobs of leading industries to the USA so that the rest of the economy can continue to flourish based on those jobs and the spin offs.
We need to let the ordinary american know that it is in his/her best interest for us to help keep cutting edge american industries here.
The few lazy american techies who make 6 figure salaries and yet still want more, need to be exposed for what they really are.............protectionist losers who put self interest above country. Unfortunate that they take that route rather than see the real shortages in the industries of tomorrow. They really are in pole position to make money out of it as well, if they just developed some entrepreneurship.
American have heard ad nauseum the concept of anchor babies from Lou Dobbs and his ilk.
We need to introduce them to the concept of "ANCHOR JOBS" ie what we do. We anchor the jobs of leading industries to the USA so that the rest of the economy can continue to flourish based on those jobs and the spin offs.
We need to let the ordinary american know that it is in his/her best interest for us to help keep cutting edge american industries here.
The few lazy american techies who make 6 figure salaries and yet still want more, need to be exposed for what they really are.............protectionist losers who put self interest above country. Unfortunate that they take that route rather than see the real shortages in the industries of tomorrow. They really are in pole position to make money out of it as well, if they just developed some entrepreneurship.
more...
sunny1000
12-23 02:55 PM
I guess the term "YMMV" (your mileage may vary) holds good for this thread...some have had good experiences and some have had really bad ones with Indian and foreign consulates.
But, it is dis-heartening to know the plight of some of the members who had to run from pillar-to-post to get their Indian passport renewed (as the Indian Embassy/Consulates are supposed to help their citizens - not make the citizens' lives miserable).
But, it is dis-heartening to know the plight of some of the members who had to run from pillar-to-post to get their Indian passport renewed (as the Indian Embassy/Consulates are supposed to help their citizens - not make the citizens' lives miserable).
hot (Teen Love in Hollywood - Fly
Libra
08-22 11:41 AM
or how about attending rally and make it a big success and reduce your wait time to 50s.
That is just perfect ... after waiting 100s of years for EAD now I will wait another 100s for the GC ...
thank you DOS et all ...
That is just perfect ... after waiting 100s of years for EAD now I will wait another 100s for the GC ...
thank you DOS et all ...
more...
house See him, true teen love
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.
tattoo Teenage love affairs are
Brightsider
05-31 04:12 PM
Pappu,
I am sure your point is very valid.
At this juncture we are grasping at straws. Here is one more of them.
I am sure your point is very valid.
At this juncture we are grasping at straws. Here is one more of them.
more...
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Libra
01-31 10:42 AM
please let the letters coming in
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Googler
02-20 07:03 PM
http://www.aila.org/content/default.aspx?docid=24696
Thanks. The most hilarity inducing section of this Q&A is this bit:
"Q2. Why is this policy being implemented?
A2. This policy change is in response to a 2005 DHS Inspector General recommendation that USCIS
align its background check screening policies with those of U.S. Immigration and Customs Enforcement."
That is SUCH a huge whopper. :D So they waited for 3 freaking years before implementing this!
Thanks. The most hilarity inducing section of this Q&A is this bit:
"Q2. Why is this policy being implemented?
A2. This policy change is in response to a 2005 DHS Inspector General recommendation that USCIS
align its background check screening policies with those of U.S. Immigration and Customs Enforcement."
That is SUCH a huge whopper. :D So they waited for 3 freaking years before implementing this!
more...
makeup quot;Teenage Love Affairquot;.
clove
07-04 04:20 PM
wasted on medical exam : 760$;
wasted on mental tension and frustration : priceless
wasted on mental tension and frustration : priceless
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wrldnw4me
03-21 12:30 PM
Hi, I live in Colorado Springs, let me know if i can do anything
Thanks
Thanks
hairstyles about teenage love,
gianik
05-25 10:07 AM
O.K. I know it's not the place for this discussion as we need to be optimistic and strong, instead of jumping the ship....
However, after years of wait (which perhaps was not that long compared to many others) and after sobber look at how much longer this may take I start to wonder if it worth it? I am starting to take what used to be a plan B - moving to Canada - more seriously now.
Does any one else have this thoughts or am I the only traitor?
However, after years of wait (which perhaps was not that long compared to many others) and after sobber look at how much longer this may take I start to wonder if it worth it? I am starting to take what used to be a plan B - moving to Canada - more seriously now.
Does any one else have this thoughts or am I the only traitor?
JunRN
08-22 06:17 PM
Don't harrass the man....he has specific problem to be solved and he was asking for comfort and some advise....he's airing his frustrations and agony...
do you think attending the rally will immediately solve his problem? I know that attending the rally may bring out some results but not guaranteed...
each one of us has each own specific case to solve....in his case, it was a fatal mistake by his lawyer, who was over zealous in submiitting the application and was submitted too early....I hate lawyers who do not know what they're doing...
Now, in this case, isn't it an advantage if he re-filed his case during the July 1 to Aug. 17 period? Some are arguing that we should not re-file...I hate those arguments because some cases like this really needed to refile....
do you think attending the rally will immediately solve his problem? I know that attending the rally may bring out some results but not guaranteed...
each one of us has each own specific case to solve....in his case, it was a fatal mistake by his lawyer, who was over zealous in submiitting the application and was submitted too early....I hate lawyers who do not know what they're doing...
Now, in this case, isn't it an advantage if he re-filed his case during the July 1 to Aug. 17 period? Some are arguing that we should not re-file...I hate those arguments because some cases like this really needed to refile....
mariusp
05-22 03:41 PM
When the one of the IV leaders is seriously considering going out of status in order to benefit from the great amnesty, you know that something is seriously messed up. Even so, I didn't expect you guys to be the first ones to give up...
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