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Urgent Please Reply
- Thread starter ritu18
- Start date
What is the application?
Did your company file for I-485? Moreover even if your current company is merged or taken over there is "phase in" period for new name etc. on pay stubs. Your application would not have much impact if I-485 is approved otherwise check with co. lawyer for filing ammended application for GC.
Did your company file for I-485? Moreover even if your current company is merged or taken over there is "phase in" period for new name etc. on pay stubs. Your application would not have much impact if I-485 is approved otherwise check with co. lawyer for filing ammended application for GC.
could be big impact, some impact or no impact.
When an employer has filed I-140 and it taken over or merged with another company, the new management team (company taking over or the merged management team of the combined company) has all the controls and options.
The new management team may choose to continue processing on all the pending I-140\'s.
The new management team may choose to cease processing on some or all of the pending I-140\'s. (The company just informs the INS which ones to withdraw.)
The new management team may also choose to lay off or fire any or all of the previous employees of either company, including NIW\'s.
Complicating this issue, the new management team may neglect to inform INS, simply releasing all the unwanted employees without regard to their immigration status.
If you are laid off/released in this situation, the I-140 is no longer valid. You might have some, limited, portability if your previous status was H1B. However, you might just be simply out of status. in this situation, a good immigration attorney, that does not work for your previous employer, would be invaluable.
Unfortunately, this has become the normal way of US business: Downsizing after acquisition.
When an employer has filed I-140 and it taken over or merged with another company, the new management team (company taking over or the merged management team of the combined company) has all the controls and options.
The new management team may choose to continue processing on all the pending I-140\'s.
The new management team may choose to cease processing on some or all of the pending I-140\'s. (The company just informs the INS which ones to withdraw.)
The new management team may also choose to lay off or fire any or all of the previous employees of either company, including NIW\'s.
Complicating this issue, the new management team may neglect to inform INS, simply releasing all the unwanted employees without regard to their immigration status.
If you are laid off/released in this situation, the I-140 is no longer valid. You might have some, limited, portability if your previous status was H1B. However, you might just be simply out of status. in this situation, a good immigration attorney, that does not work for your previous employer, would be invaluable.
Unfortunately, this has become the normal way of US business: Downsizing after acquisition.