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  #46  
Old 08-10-2015, 05:16 PM
Administrator
Priority Date
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Mar-06
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EB3
I140 Mailed Date
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05/06/2006
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India
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I-485
I485 Mailed Date
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06/29/2007
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Join Date: Mar 2006
Posts: 6,421
Blog Entries: 6
pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute
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Quote:
Originally Posted by NaCh007 View Post
Is there an easy to find out online rather than to ask them. They usually outsource immigration matters and when I checked regarding the success rate, they said its 100%.
.
100%.
Nice.
Is it true for every firm or just this one? Is there a way to verify this claim?
You are in good hands I guess.
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  #47  
Old 08-10-2015, 05:21 PM
Administrator
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05/06/2006
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I-485
I485 Mailed Date
:
06/29/2007
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Join Date: Mar 2006
Posts: 6,421
Blog Entries: 6
pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute pappu has a reputation beyond repute
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Quote:
Originally Posted by NaCh007 View Post
Admin - can u plz share your thoughts too, on the original post/situation I have?

Thanks.
I think each person's decision should be based on their own unique situation and knowledge of information. IV should not be influencing such personal decisions or give legal advice.
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  #48  
Old 08-10-2015, 05:22 PM
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NaCh007 is on a distinguished road
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Quote:
Originally Posted by pappu View Post
100%.
Nice.
Is it true for every firm or just this one? Is there a way to verify this claim?
You are in good hands I guess.
Pappu, can you please let me know the questions, I can ask them to get a clearer understanding?
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  #49  
Old 08-10-2015, 05:36 PM
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neodyn55 is an unknown quantity at this point
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Quote:
Originally Posted by DMX17 View Post
Just to add that at this point we cannot be sure about this. I had asked this question in this thread:

Announcement of the report with skilled immigration fixes expected today at 3pm - Page 8 - Immigration Voice

Originally Posted by DMX17
I think this is one of the most important scenarios related to the I-140 EAD/AP rule.

Scenario:
- Employer A I-140 is approved let’s say in May 2015
- I resign now and join Employer B but the Employer A agrees to not revoke/cancel the I-140
- I-140 EAD/AP Rule is implemented let’s say in June 2016

Can I tell employer B that all they need to do now is an H1 transfer “just this one-time” and they do not have to start the GC process again since in June 2016 I own an approved I-140 albeit from my previous employer A?

If we can get some inside info on this scenario, this could potentially free up a lot of people now. I know it’s almost impossible to get this “assurance” however.

Response by hil3182:

Making any kind of assumptions about anything about anything other than "vanilla" I-140EAD+AP is dangerous.

When we have more info about the edge cases, we will release it (there is no real reason to keep it confidential), but make assumptions about it at your own peril.
Agreed, but we don't even know what "vanilla" means. Just thinking about this, this rule has to be retroactive to some degree, otherwise people who filed their I-140s 5 years ago, but with the same employer, would be screwed. The question is what about the same people who switched jobs, with un-revoked I-140s? My personal belief is that they will be covered, for the following reasons:

- That unrevoked I-140 is the basis for many things already (H1B extensions, H4 EAD) and can also be used to file I-485 if you go back to that employer.

- A legal opinion I heard is that if people in this category are excluded, it's possible to file suit for inclusion.

That being said, the scenario you present would not be included, because in this case the employee didn't spend a year with the petitioning employer.

Anyway, this is all speculation, but I would be surprised if there's nothing addressing the past-employer-case.
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  #50  
Old 08-10-2015, 05:45 PM
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Quote:
Originally Posted by pappu View Post
I think each person's decision should be based on their own unique situation and knowledge of information. IV should not be influencing such personal decisions or give legal advice.
Noted. But, can u plz throw some light on below questions with the information/knowledge u have?

1. What is probability for the dates to become current for GC (my PD is May 2011 under EB2 category)? Does DHS has the privilege to make the dates current for GC? Or will it be done by Senate?

2. What are the optimistic and pessimistic timelines for the 1615-AC05 for I140 EAD to be effective?

Plz advise.
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  #51  
Old 08-10-2015, 06:11 PM
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DMX17 is just really nice DMX17 is just really nice DMX17 is just really nice DMX17 is just really nice DMX17 is just really nice
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neo...good points and speculations. Hope your belief comes true and my scenario is also covered

I have my own confusion stemming from my own speculations, but I better not talk about my confusion openly or else people on the tracking website will go with it and send USCIS preemptive e-mails on how to address all the detail issues
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  #52  
Old 08-10-2015, 06:43 PM
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Quote:
Originally Posted by NaCh007 View Post
I was not aware of this rule. What is the RIN associated with this? Can you plz share more info?
Dude, I thought there was this long post from IV about it.. is it not what one of the fixes are?

I am sorry if I am wrong about it.. but this is what was in my mind about the fixes are going to be.
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