Letter to explain AC21 to new employer

G

gctrip

Registered Users (C)
Hello Everybody,

I was faced with a question from recruiters and potential new employers about a letter to explain my status (More than 180 days of pending immigration application) and why it is now legal to switch jobs without having a green card. I am going to contact my immigration lawyer to ask her to compose such letter. I just wanted to share this question with this guys incase any one have a template that has been used in similare situations.

Thanks
 
Unless the job requires actual US citizenship, before you are hired it is genreally illegal for them to inquire about the specifics of your status other than asking if you are legally authorized to work or not.

If they ask any questions, just say you are a legal resident with authorization to work and you don't need sponsorship. Once you are actually hired, you'll produce the EAD or whatever to meet the requirements of the I-9 paperwork.
 
EAD work

Jack, the same thing happened with me a few weeks ago. I was going to have an interview with citigroup and once HR asked me what my status was -I mentioned I need no sponsorship, I have the work permit. She said Citigroup is trying to fill these reqs without H1 folks. I repeated that I need no sponsorship, but then she cut the answer short to we'll get back to you if any other openings open up. Lots of discrimination happen in the background.
I am sure many others can relate to the same story.
 
Nabeel1 said:
Jack, the same thing happened with me a few weeks ago. I was going to have an interview with citigroup and once HR asked me what my status was -I mentioned I need no sponsorship, I have the work permit. She said Citigroup is trying to fill these reqs without H1 folks.
Click to expand...
She probably thought "work permit" was H1.

Was that conversation over the phone?

Next time just say "I am a legal resident" without the "work permit" words.
 
Last edited by a moderator:
Jack ... I agree that it is illegal for potential employers to ask such questions. Which is why they usually ask it to immigrants who are relatively less likely to take objection to such questions to the point of suing them.

However, I have got a question about the approach you have suggested - to produce I-9 paperwork and tell the new employer about your immigration status *after* you have been hired.

In your opinion, is there anything new employer can do (e.g. not support you in case of inquiry, etc.) that can completely screw up your GC process?
 
You must log in or register to reply here.
Top