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PERM (Labor Certification)

Friday, December 23, 2016

MORE OF THE SAME – THE OBAMA IMMIGRATION LEGACY – SKILLED LABOR REGULATION TO EASE JOB PORTABILITY WITH NOT A MOMENT TO SPARE.


The final version of the long-awaited U.S. Department of Homeland Security (DHS) regulation, “Retention of EB-1, EB-2, and EB-3 Immigrant Workers and Program Improvements Affecting High-Skilled Nonimmigrant Workers,” was recently promulgated and it is due to take effect on January 17, 2017.
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Thursday, July 28, 2016

DEPARTMENT OF LABOR ADJUSTED IMMIGRATION PENALTIES AS AN ADJUSTMENT FOR INFLATION


On July 1, 2016, the U.S Department of Labor issued an interim final rules to adjust the amounts of civil penalties assessed or enforced in its regulations. The Federal Civil Penalties Inflation Adjustment Act of 1990 as amended by the Federal Civil Penalties Inflation Adjustment Act Improvements Act of 2015 (Inflation Adjustment Act) requires agencies to adjust the levels of civil monetary penalties with an initial catch-up adjustment, followed by annual adjustments for inflation. The Department is required to calculate the catch-up and subsequent annual adjustments based on the Consumer Price Index for all Urban Consumers.
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Monday, January 11, 2016

RECENT SECOND CIRCUIT CASE REQUIRES NOTICE OF REVOCATION OF I-140 TO PARTIES THAT ARE AFFECTED



In a breakthrough decision issued at the end of 2015, the U.S. Court of Appeals for the Second Circuit, which sits in New York City, ruled that U.S. Citizenship and Immigration Services (USCIS) must provide notice of its intent to revoke an immigrant visa petition to those who actually will be affected by the revocation. In the context of an employment-based visa petition, this includes providing notice to the employee who moved to a new job (i.e., “ported”) or the new employer. This decision is an important step toward ensuring a fair process for employers and employees, and it is crucial that USCIS implement the decision nationwide.

Read more . . .


Wednesday, November 25, 2015

UPDATE: EADS & ACCEPTING JOB PROMOTIONS POST I-140 APPROVAL IS SOON GOING TO BE A REALTY.


In August 2015, we had indicated through one of our Articles, KEEP HOPES ALIVE: EADS & ACCEPTING JOB PROMOTIONS AFTER AN I-140 APPROVAL IS SOON GOING TO BE A REALITY, that the Department of Homeland Security (DHS) is working on a proposed rule that will allow certain Beneficiaries of an approved Immigrant Petition for Alien Worker (Form I-140) to obtain an Employment Authorization Document (EAD), and also permit them to engage in natural career advancements by accepting  job promotions. We had also projected that the proposed rule, or Notice of Proposed Rule Making (NPRM) was likely to be released during the First Quarter of DHS’ New Fiscal Year, which commenced on October 1st, 2015.

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Friday, September 18, 2015

CINCO COSAS QUE DEBE SABER SOBRE EL BOLETÍN DE VISA DE OCTUBRE 2015


El Servicio de Ciudadanía e Inmigración de los Estados Unidos (USCIS), en coordinación con el Departamento de Estado (DOS), ha revisado los procedimientos para determinar la disponibilidad de visas para los solicitantes que se encuentran en espera para solicitar el ajuste de estatus basado en empleo o familia. El proceso revisado se alineará mejor con los procedimientos que el DOS utiliza para los extranjeros que buscan convertirse en residentes permanentes de los Estados Unidos mediante la solicitud de visas de inmigrante en los consulados y embajadas de Estados Unidos en el extranjero.
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Thursday, September 3, 2015

MANTENGA VIVAS LAS ESPERANZAS: DOCUMENTOS DE AUTORIZACIÓN DE EMPLEO (EADS) Y ACEPTAR ASCENSOS EN EL TRABAJO DESPUÉS DE UNA I-140 APROBADA PRONTO SERA UNA REALIDAD.

Reconociendo la necesidad de las empresas de los Estados Unidos en contratar y retener a los trabajadores estadounidenses nacidos en el extranjero altamente cualificados, sobre todo de la India y China, que permanecen atrapados en la misma empresa durante años con el fin de obtener una tarjeta de residencia basada en el empleo (tarjeta verde o “green card”), el Departamento de Seguridad de Estado (DHS) está trabajando en una propuesta de norma que permitirá a determinados beneficiarios de una Petición de Inmigrante para Trabajadores Extranjeros (Formulario I-140) que ya esté aprobada, para obtener un Documento de Autorización de Empleo (EAD), y participar en avances en las ciencias naturales. Se espera que el DHS publique la regla propuesta durante el primer trimestre del nuevo año fiscal que comienza el 1 de octubre de 2015.
Read more . . .


Thursday, August 27, 2015

KEEP HOPES ALIVE: EADS & ACCEPTING JOB PROMOTIONS AFTER AN I-140 APPROVAL IS SOON GOING TO BE A REALITY.

By: Michael Phulwani, Esq., David H. Nachman, Esq. and Rabindra K. Singh, Esq.

Acknowledging the need of the U.S. businesses to hire and retain highly-skilled foreign-born U.S. workers, especially from India and China, who remain stuck with the same employer for years in order to obtain an employment-based green card, the Department of Homeland Security (DHS) is working on a proposed rule that will allow certain beneficiaries of an approved Immigrant Petition for Alien Worker (Form I-140) to obtain an Employment Authorization Document (EAD), and to engage in natural career advancements. DHS is expected to release the proposed rule during the first quarter of its New Fiscal Year starting on October 1, 2015. 


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Thursday, July 31, 2014

THE DOL SPECIFIES NEW GUIDELINES ABOUT DISCLOSING FAMILIAL RELATIONSHIPS WHEN PREPARING THE PERM LABOR CERTIFICATION FORM.

Using the Program Electronic Review Management (PERM) Labor Certification Process is the most common ways for a prospective employer and prospective employee to obtain the employment-based Green Card in the U.S. Since the case is not pre-certified, the employer and the employee have to submit a Labor Certification Application on Form 9089 to the U.S. Department of Labor (DOL). Once it is established that there are no "able willing and qualified U.S. workers" who can take the position then PERM application can be approved.
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Tuesday, November 13, 2012

GETTING A GREEN CARD THROUGH EMPLOYMENT - THE "BLOOD AND GUTS" OF THE PERM LABOR CERTIFICATION PROCESS:

While there are many ways to get the green card in the U.S., the most common one in the employment-based arena is using the PERM Labor Certification Process. A permanent labor certification issued by the Department of Labor (DOL) allows an employer to hire a foreign worker to work permanently in the United States. In most instances, before the U.S. employer can submit an immigration petition to the Department of Homeland Security's U.S. Citizenship and Immigration Services (USCIS), the employer must obtain a certified labor certification application from the DOL's Employment and Training Administration (ETA). The DOL must certify to the USCIS that there are not sufficient U.S. workers able, willing, qualified and available to accept the job opportunity in the area of intended employment and that employment of the foreign worker will not adversely affect the wages and working conditions of similarly employed U.S. workers.

Read more . . .


Friday, February 3, 2012

EB-2 PERM AND EB-2 IN GENERAL - NAVIGATING PERM IMMIGRATION COMPLEXITIES:

An EB-2 petition is an employment-based 2nd preference petition for a foreign professional with an advanced degree or its equivalent (masters degree or higher), or a foreign national who has exceptional ability in the sciences, arts, or business. In some instances, a professional with a Bachelor's degree (or its U.S. equivalent) and five years of progressively responsible experience in the job being offered may be considered to possess the equivalent of a Master's degree in the field. Very special considerations must be given to the Indian three year Bachelor of Commerce Degree. We continue to encounter issues with processing cases where an EB-2 case uses the Bachelor's of Commerce Degree plus five years of progressive experience in the field to equate to a Master's Degree. It is critical that you consider the use of a qualified legal professional before moving forward with a case of this type.

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Monday, May 17, 2010

H-1B E-Guidance from the USDOL

The Immigration and Nationality Act (INA) as amended created the H-1B classification for temporary employment of foreign workers in the United States in specialty occupations or as fashion models. Amendments also created the H-1B1 classification for workers of Chile and Singapore in specialty occupations and the E-3 classification for workers of Australia in specialty occupations. In this Advisor, the term H-1B will include H-1B1 and E-3 unless otherwise noted. The intent of the H-1B provisions is to help employers who cannot otherwise obtain needed business skills and abilities from the U.S. workforce by authorizing the employment of qualified individuals who are not otherwise authorized to work in the United States. The law establishes certain standards in order to protect similarly employed U.S. workers from being adversely affected by the employment of the nonimmigrant workers, as well as to protect the H-1B workers.

Read more . . .


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National in scope, the business immigration law firm of NPZ Law Group represents clients from throughout the United States and around world. Regionally, our attorneys remain committed to serving the immigration needs of businesses in the Tri-state area and the Hudson Valley, including residents of Ridgewood, Newark, and Jersey City, Burlington County, Bergen County, Camden County, Cumberland County, Essex County, Hudson County, Mercer County, Middlesex County, Monmouth County, Morris County, Passaic County, Salem County, Union County, northern New Jersey, southern New Jersey, central New Jersey, NJ; New York City, Rockland County, Orange County, Westchester County, Kings County, Sullivan County, Ulster County, New York, NY; Chicago, Illinois, IL; and Toronto and Montreal, Canada. Our nationwide practice focused on quality legal representation and personal service.



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