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do i have a chance
- Thread starter gkis
- Start date
Why Not ?? If your employer (Attorney) draft advertisement tailor made for you & do his job you will get your Green Card... You may fell in to different category EB-2/3 based upon your experience & degree but surely can get GC..
gkis said:hi. i am currently on h1b visa with a us company, i have a bachelor degree in economics, and my postition is statistical analyst. do i have a chance to go for emplyoyment based green card?
I'm sorry if i'm asking stupid questions, but what do you mean by "draft advertisment trail".i am so new in the subject. and my other question is if my employer will have to put an add in the paper and interview people for this position, or not....since i've been working here 1 yaer as an intern, and now i'll be working another 3 as a h1b holder. thanks so much.
the advertisement (job Requirement) should be matching exactly with your Experience / Qualifications..
Yes your employer will have to go thru detailed rectuitment process as required by DOL (Advertisement in paper/Internal Posting/Internet etc)
Yes your employer will have to go thru detailed rectuitment process as required by DOL (Advertisement in paper/Internal Posting/Internet etc)
gkis said:I'm sorry if i'm asking stupid questions, but what do you mean by "draft advertisment trail".i am so new in the subject. and my other question is if my employer will have to put an add in the paper and interview people for this position, or not....since i've been working here 1 yaer as an intern, and now i'll be working another 3 as a h1b holder. thanks so much.
Attorney knows how to do that..
gkis said:and what happens when people reply to the posting ,wanting an interview. how would he deny them the position
It can be done (5cents)
Get a consultation with an experienced immigration attorney who is familiar with the LC process. It will set you back a couple of $$ but it is money well spent.
They will put into the job requirements: The incumbent will have 1 year expericence as 'statistical analyst' and be familiar with the labor market in XX region. 4 year college degree OR EQUIVALENT etc. etc.
As for the other people who apply: it is a deliberate weeding out process, much different from the recruiting the company would do if they actually wanted to hire someone.
The ad will be placed in some rarely read but impressive sounding publication. When the CV's flock in, the lawyer will be able to disqualify a number of folks bc they don't exactly fulfill the criteria. The others get a registered letter asking for clarification of some minor detail in the CV. The couple that have bothered to answer get another registered letter inviting them for an interview, but leaving it to the applicant to call to schedule the date etc.
In the regular labor certification process, the local State Workforce Agency provides the employer with the applicants. Most of them are either unable to write or read, or have some serious mental defect that requires them to look for work through the SWA.
In RIR, the process is more in the hand of the employer. The employer recruits first and then files at SWA. At times it is difficult to get something approved as RIR, especially if there have been companies in the same industry who had recent layoffs.
PERM is supposed to combine the disadvantages of both processes. Everything said and done it will probably pretty much look like a cross between the web based labor condition application and the RIR process. To dissuade people from filing frivolous PERM applications they will charge a pretty steep fee ($1500).
(I am not sure whether any SWA is still accepting 'regular' labor certs. They are slow as molasses, but a rather secure way to a GC)
(It might be worthwhile to look for a postion as specialty cook for vietnamese/cantonese/indian/lebanese cuisine. For some bizarre reason it seems to be easier to get these approved than the ones for highly qualified professionals.)
Get a consultation with an experienced immigration attorney who is familiar with the LC process. It will set you back a couple of $$ but it is money well spent.
They will put into the job requirements: The incumbent will have 1 year expericence as 'statistical analyst' and be familiar with the labor market in XX region. 4 year college degree OR EQUIVALENT etc. etc.
As for the other people who apply: it is a deliberate weeding out process, much different from the recruiting the company would do if they actually wanted to hire someone.
The ad will be placed in some rarely read but impressive sounding publication. When the CV's flock in, the lawyer will be able to disqualify a number of folks bc they don't exactly fulfill the criteria. The others get a registered letter asking for clarification of some minor detail in the CV. The couple that have bothered to answer get another registered letter inviting them for an interview, but leaving it to the applicant to call to schedule the date etc.
In the regular labor certification process, the local State Workforce Agency provides the employer with the applicants. Most of them are either unable to write or read, or have some serious mental defect that requires them to look for work through the SWA.
In RIR, the process is more in the hand of the employer. The employer recruits first and then files at SWA. At times it is difficult to get something approved as RIR, especially if there have been companies in the same industry who had recent layoffs.
PERM is supposed to combine the disadvantages of both processes. Everything said and done it will probably pretty much look like a cross between the web based labor condition application and the RIR process. To dissuade people from filing frivolous PERM applications they will charge a pretty steep fee ($1500).
(I am not sure whether any SWA is still accepting 'regular' labor certs. They are slow as molasses, but a rather secure way to a GC)
(It might be worthwhile to look for a postion as specialty cook for vietnamese/cantonese/indian/lebanese cuisine. For some bizarre reason it seems to be easier to get these approved than the ones for highly qualified professionals.)