Hi all,
I am trying to figure whether there is a reason that a company doesn't revoke or withdraw the former employees' I-140.
I spoke with a lawyer, she said that an employer has to right to revoke or withdraw any former employee's I-140 when the I-140 is in process or after the I-140 is approved; and technically, the employer needs to revoke or withdraw a former employee's I-140 in order to transfer his or her priority date to attract a potential candidate.
So it seems to me that there is NO side effect or negative impact to the employer at all but potential upside - attracting talent by offering him or her a better priority date, so I wonder whether there is ANY reason that an employer chooses to not revoke or withdraw a former employee's I-140.
Any input is appreciate.
I am trying to figure whether there is a reason that a company doesn't revoke or withdraw the former employees' I-140.
I spoke with a lawyer, she said that an employer has to right to revoke or withdraw any former employee's I-140 when the I-140 is in process or after the I-140 is approved; and technically, the employer needs to revoke or withdraw a former employee's I-140 in order to transfer his or her priority date to attract a potential candidate.
So it seems to me that there is NO side effect or negative impact to the employer at all but potential upside - attracting talent by offering him or her a better priority date, so I wonder whether there is ANY reason that an employer chooses to not revoke or withdraw a former employee's I-140.
Any input is appreciate.