H-1B Cap Hit
USCIS announced that it has received a sufficient number of H-1B petitions to meet the congressionally mandated cap for FY 2007. The "final receipt date" for H-1B petitions subject to the FY 2007 annual cap was May 26, 2006. For more info, see here.
We welcome readers to share their opinion and ideas with us by writing to firstname.lastname@example.org.
Mid-Year Update In Immigration Law Practice - Family Immigration And Removal
The curriculum for the June 8, 2006 phone seminar on Family Immigration And Removal Issues is as follows:
The deadline to sign up is Tuesday, June 6th. For more info, including speaker bios, detailed curriculum, and registration information, please see:
http://www.ilw.com/seminars/may2006.shtm.(Fax version: http://www.ilw.com/seminars/may2006.pdf
- Non-immigrant visa options for family members: what visa
options are available? What are the criteria?
- Immigrant visas: What's the impact of overstay and/or
unauthorized employment? What criminal issues lead to denial? What waivers
are available? When is adjustment possible during a removal process?
- Removal Issues: Is cancellation of removal a good solution?
What are the issues connected to Mandatory Detention? Is voluntary removal a
- Inadmissibility vs. Removability: What's the significance of
inadmissibility and removability? What are the remedies for inadmissibility
- Legislative Update: what impact may legislation have on family
How To Make Your Marketing More Personal
Trey Ryder gives "14 steps to make your marketing more personal."
H-1B Cap Reached
USCIS announced that it has received a sufficient number of H-1B petitions to meet the congressionally mandated cap for FY 2007. The "final receipt date" for H-1B petitions subject to the FY 2007 annual cap was May 26, 2006.
President Bush Pushes For Comprehensive Conference
In an address to the US Chamber of Commerce, President Bush said "The House and Senate bills will require effort and compromise on both sides. It's a difficult task. Yet the difficulty of this task is no excuse for avoiding it."
Latest Disciplinary Actions By EOIR
EOIR announced its Latest Disciplinary Actions Under Rules of Professional Conduct - 3 Attorneys were immediately suspended; 1 received a Final Order; and 1 was reinstated.
Position Sought: Per Diem
NY/NJ metro area - Experienced immigration specialist/case manager seeks business immigration per diem or contract work. Possess 9+ years experience managing Fortune 500 immigration dept with primary responsibility for all phases of immigration processing and administration. Can provide wide range of immigration support services to immigration attys and orgs. Services include, but not limited, to: preparation of all IV and NIV docs and support letters (B-1, H-1, J-1, L-1, TN-1, O-1, PERM and PR) and submittals to appropriate state and federal agencies. Interface with employees, senior mgmt and HR to discuss immigration matters. Provide education, training, direction and assistance to foreign nationals, recruiters, generalists and mgrs within the company. Draft and implement business immigration policies and procedures. Resume & references available upon request. Call 845-709-7612 or email: email@example.com.
Help Wanted: Immigration Paralegals
Maggio & Kattar, a nationally recognized Washington, D.C. immigration law firm, seeks exceptional business immigration paralegals with varying degrees of business immigration experience. Excellent work environment, salary and benefits. Visit www.maggio-kattar.com. Please email resume, a statement of interest and salary requirements to: firstname.lastname@example.org or fax (202) 483-6801. No calls please.
Help Wanted: Immigration Attorney
Garces & Grabler, a full-service law firm, seeks licensed associate attorney with at least 1-3 years experience in all areas of immigration law, including business immigration (handling full range of diverse non immigrant and immigrant matters), family cases, AOS interviews, court appearances for removal/deportation and consular processing. Position is based in Newark, NJ location. Must be willing to travel. Must have excellent writing, technical, communication and organizational skills, be bilingual and literate in Spanish/Portuguese, and demonstrate ability to be a team player. Please e-mail detailed resume regarding your specific experience, salary requirements and writing sample to Robert Piskadlo: email@example.com or fax: 973-848-1601.
Help Wanted: Immigration Attorney
Prestigious immigration law firm, with LA, SF, & NY branches, seeks associate attorney for its Los Angeles, CA location. At least 2 yrs experience in all areas of immigration law, including family and employment based cases, court appearances for removal/deportation, and consular processing. Occasional travel outside LA area. Send resume, salary requirements, + writing sample by (Fax) 818-543-5802 or (Email) to: Office Manager firstname.lastname@example.org.
Help Wanted: Immigration Paralegals
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Help Wanted: Immigration Paralegal
Greenebaum Doll & McDonald PLLC, a regional law firm with 180 attorneys in 8 offices located in the South Central region seeks a immigration paralegal for its corporate and commercial practice group resident in the Cincinnati, Ohio office. Candidates should have excellent credentials, bachelor's degree or other suitable education experience, at least 2-4 years of experience with immigration and/or corporate law matters, strong written and oral Japanese language fluency and work experience with Japanese companies in either Japan or the US. The Firm offers competitive compensation based on individual performance and bonus opportunities available immediately. Ideal candidates will want the opportunity to work independently as part of a cohesive practice group and to handle client work for top-tier private, public and Fortune 500 companies. Email cover letter, resume + references to: Kim Spurlock, HR and Recruiting Manager at firstname.lastname@example.org.
Help Wanted: Immigration Paralegal
Alhambra, CA - The Law Office of Daniel Huang, specializing in immigration and nationality law seeks immigration paralegal for growing practice. 2+ years of experience required in the following areas: Labor certification, PERM/RIR, H-1B and E1/E2 visas, K-1 and K-3 visas, adjustment applications and consular processing. Experience with family based petitions required. Ability to speak Mandarin or Spanish a plus. The paralegal will work independently and be able to manage/complete a case from start to finish. We offer (1) friendly work environment, (2) reasonable work hours, (3) competitive pay and benefits. Email resume + cover letter in MS Word format to: email@example.com or fax to (626) 289-0005.
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We offer a wide range of back-office & clerical support services to
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Labor Certification Advertising/Recruiting
Adnet Advertising Agency Inc. has provided labor certification advertising services to immigration attorneys since 1992. Adnet helps attorneys find appropriate places to run labor cert ads, places the ads, obtains the tearsheets, and offers a variety of billing options. Attorneys can manage the entire ad process through Adnet's secure web-based Ad-managment system. Most of Adnet's services are free since we receive a commission from the newspapers and journals where the ad is placed. Adnet services large international law firms as well as solo practice attorneys. Call us at 212-587-3164, visit www.adnet-nyc.com, or email us at
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Readers are welcome to share their comments, email: email@example.com (300-words or fewer preferred). Many letters to the Editor refer to past correspondence, available in our archives.
With reference to your Comment in ID 06/01/06, I thought that the process of labor certification was designed to insure that the jobs of ready, willing and able (qualified) Americans—regardless of where originally from—were not being displaced by foreign workers or otherwise overlooked. I had no idea that the system was designed, as you suggest, to simply issue certifications to employers seeking "foreign labor". I would hate to think that an employer desirous of "foreign labor" would discriminate on the basis of national origin and hire simply because an applicant is not from here. What’s next; paying these foreign workers less of a wage than would be enjoyed by a similarly situated American?
Richard M. Wilner, Esq, Wilner & O'Reilly, APLC
Mr. Robert Yang's letter (ID 06/01/06) says that "Foreign
nationals studying in the USA using their parents' money not US
taxpayers". It is wrong. Actually, they are using the US taxpayers'
money. Maybe, some students from the European countries and from
Japan and Gulf countries are studying in the US at their parents'
money, but most of the students from all the countries of the world are
studying on the US taxpayers' money. One can easily imagine how the
students from poor countries like Bangladesh, Pakistan, India, Nepal,
Thailand, Cambodia, Laos, Sri Lanka, etc. can afford to study in the
US. They can work 20 hours a week as per regulations, but thousands of
students from these countries are said to have been working more than
20 hours a week to earn their living while in the US. They came here
with them just a few thousand dollars to cover one or two semesters.
Later, they start working without giving any notices to the institutes.
Furthermore, there is hardly any reports in the central bank of these
countries that students from these countries have transferred any amount
of money from their countries to the US. The US universities and
colleges seem to be happy with the foreign students in the belief that
they are paying their tuition and fees from their parents, but, indeed,
their source of income is from none other than within the US.
Most of the undergraduate foreign students studying in the U.S. are not the "best and the brightest", but are here primarily for the reason that Mr. Yang (see ID 06/01/06) gave: their parents can afford to pay for it. From personal experience as a faculty member in the US, I have been asked if I knew of any foreign students from my posts overseas who would be interested in, and more importantly, could afford to study here in the U.S. At the graduate level the picture changes. Funds from U.S. sources are a major component of support for these students, according to the National Academy of Sciences. As Dr. Matloff notes in his article (see ID 05/31/06), this was part of an intentional policy decision to drive down the costs of research and teaching staff because Americans would not forego good salaried jobs for relatively lower wages in academia. Who better than foreign students, for whom the prospect of a green card is part of the compensation package? Most American colleges and universities these days are as much businesses as any other, and look to their bottom lines or endowments. The truly gifted or talented should be welcomed, but our immigration laws already provide for that. In the meantime, we have enough of our own "mediocre and mundane"—including those who buy their way into positions of power.
It was clever of you to publish the article by Norm Matloff (ID 05/31/06).
He is said to be affiliated with the nativist Center for Immigration
Studies (CIS), which is a front for the extremist Federation for American
Immigration Reform, and which pretends to be a neutral think tank. By
publishing his "statistics," you have immunized yourself from the common
charge that you are biased in favor of immigrants.
Please note that as a 501(c)(3) organization, the CIS is not
permitted to advocate for any political position on the question of
immigration. Matloff's piece certainly seems to be political advocacy to
me. I wonder what the IRS would think.
Prior to about 1997 I am told that the use of duplicate SS numbers was shared by the SS Admin. to the owner, employer, IRS and ICE. In about that year a directive was issued by SS Admin. to no longer make this information available. Could anyone share with me the background of this directive and why it was issued? Its application has made enforcement impossible, placing the burden of first proof upon ICE. Now we have the Basic Pilot program which as I understand about 6,000 employers are now using to screen new hires. Why is it now legal for an employer to check on a SS number and it isn't possible for the SS Admin. to take a proactive position and disclose obvious fraudulent use either upon request or voluntarily to other appropriate federal agencies?
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