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Old 09-11-2015, 04:55 PM
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Default True colors of Immigration Attorneys

The wolf has shed its wool, and showing its true colors. This one post is enough to tear down their mask.

When folks from countries other than the backlogged ones can get their Green card and free to move on in about two years from the time they initiate their PERM, folks who had been hanging in their for years and decades on because of the backlogs finally getting a chance to smell freedom, is being termed as risk to their employer.

This is really toxic stuff, how can these attorneys act so shameless. And not sure when will the sheep's realize that these saviours are the wolves and stop pouncing at the Shepherd (IV).


09/11/2015: Dawn of New Day for Employers Hiring Foreign Workers on 10/01/2015

October 1, 2015 will historically mark a day of remembrance for businesses hiring highly skilled foreign workers because of the following developments among others:
Sunset of H-1B and L-1B Reform Act (P.L. 111-230) that mandates employers to pay additional fee of either $2,000 (H-1B) or $2,250 (L-1B) if they employ 50 or more total employees including "more" than 50% of H-1B or L-1B employees. This law has affected employers hiring a large number of high skilled foreign workers, especially for L-1B workers that do not have annual cap and prevailing wage requirement. This law was scheduled to expire on September 30, 2014. However, the Congress passed P.L. 111-327 extending the expiration date of this law to September 30, 2015. Therefore, effective October 1, 2015, the employers will be freed from this restrictive law.
Just released Employment-Based Immigration "Filing" Cut-Off Date Visa Bulletin Reform that will also take effect on October 1, 2015. On the one hand, this law will very much free employers from current H-1B cap problem by switly processing PERM application on premium processing upon the forthcoming reform of PERM processing program program and swift filing of I-140 petition on premium processing as well. Therefore employer may either be more or less freed from H-1B cap problem or even other costs of nonimmigrant processing fees on and on when the employee agrees to work on EAD. Additionally, when an employee works on EAD, they are not subject to prevailing wage, at least theoretically, until approval of green card. VOILA!
Big Caveat: Visa Bulletin reform or I-140/EAD modernization reform may not be all that juicy since it comes with a huge risk. The risk is that such employees can leave job to take a job of other competiting business with valuable information and skills that are crucial after 180 days of I-485 filing! They will be left in the competitive open labor market. There are a lot of workers who have been stuck with the sponsoring employers for years or years, even more than 10 years for EB-3 cases and there will be a lot of competiting businesses sending out sweat winks to join them with much attractive salary, benefits, and better opportunties for their long-term careers. Employers cannot ignore this rsik since it goes more than waste of their money for training for years and paying expensive PERM applications and I-140 petitions.
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