I-140 Premium Processing Update
VIA AILA
07/28/2006
AILA-SCOPS Liaison has confirmed with USCIS that the plan to expand premium processing to certain I-140 petitions may be announced soon, targeted to be effective by the end of August. The exact date had not been set. Pursuant to the notice published at 71 FR 29571-74 (5/23/06), USCIS will inform the public of the change by posting the information on its website www.uscis.gov.
Guidance on Use of Revised Alien Fiance(e) Petition (NEW Form I-129F)
06/16/2006
USCIS published a revised form of the Alien Fiance(e) Petition (Form
I-129F) which complies with the requirements of the International
Marriage Brokers Regulation Act of 2005 (IMBRA). AILA’s VSC Liaison has
learned that, although the Service will accept the old form through
July 14, 2006, it is strongly encouraged that new form be used
immediately. If the old form is used between now and July 14, RFE’s may
be issued in order to collect the additional information required
pursuant to the new statutory and regulatory requirements. Beginning
July 15, the old form will be rejected.
Immigration judge off bench while broader U.S. review continues
Via Phillyburbs.com
PHILADELPHIA – One U.S. immigration judge is
off the bench and others could follow in the wake of blistering federal
court rebukes about the treatment of asylum seekers.
Donald V.
Ferlise has been replaced on the court calendar in Philadelphia while
the U.S. attorney general conducts a nationwide review of immigration
judges, who decide who can stay in the United States to avoid turmoil
in their homelands.
Several of the
judges have been the subjects of angry appellate court rulings. In
Ferlise’s case, the increasingly strident 3rd U.S. Circuit Court of
Appeals took aim at his demeanor.
“Yet once
again, under the ‘bullying’ nature of the immigration judge’s
questioning, a petitioner was ground to bits,” U.S. Circuit Judge
Maryanne Trump Barry wrote in a ruling this spring.
In rulings that
were overturned in recent years, Ferlise denied asylum to the nephew of
a deposed Gambian president, to a Pakistani woman whose father was
killed in sectarian violence and to a young Ghanian woman who said her
priest-father held her as a sex slave.
Ferlise denied
even the formality of a hearing for a Jordanian college student who
failed to register under a post-Sept. 11, 2001, program for men from
mostly Muslim countries, saying he had already decided the case.
Ferlise, 62,
did not return calls to his home and Philadelphia office this week. His
lawyer, Ralph Conte, said Ferlise remains employed by the Executive
Office of Immigration Review.
Local immigration lawyers say Ferlise stopped hearing cases a few weeks ago.
William Stock,
who heads the Philadelphia chapter of the American Immigration Lawyers
Association, said Ferlise was “deeply untrusting” of testimony from
asylum-seekers.
“He had a very
hard time finding a lot of people credible,” Stock said. “I think, too,
a lot of his decisions seemed to reflect that he had a very limited
experience of the world.”
The Justice
Department supervises about 215 immigration judges around the country
who oversee the nation’s teeming immigration courts. The department
called Ferlise’s job status a personnel matter and would not say if he
will return to the bench. The Executive Office of Immigration Review
also declined to say if other judges have been disciplined since
Attorney General Alberto Gonzales began a review this year.
USCIS Issues Memorandum on Eligibility for H-1B Cap Exemption Under American Competitiveness in the Twenty-First Century Act (AC21)
Via AILA.org
June 8, 2006
USCIS Associate Director for Domestic Operations, Mike Aytes, issued a memorandum, dated June 6, 2006, providing guidance on eligibility for exemptions to the H-1B cap based on employment or an offer of employment at an institution of higher education, a related or affiliated nonprofit entity, a nonprofit research organization or a governmental research organization as provided by Section 103 of AC21.
With respect to the interpretation of the statutory language “employed (or
has received an offer of employment) at,” the memorandum clarifies that USCIS
will allow third-party petitioners — petitioners on behalf of an H-1B worker
who will work at a qualifying institution but is or will be employed by the
third-party petitioner — to claim exemption on behalf of a beneficiary,
provided the petitioner establishes a logical nexus between the work performed
predominantly by the beneficiary and the normal, primary or essential work
performed by the qualifying institution (higher education or nonprofit or
governmental research). The memorandum also provides guidance on the meaning of
the statutory phrases “institution of higher education or related or affiliated
nonprofit entity” and “nonprofit research organization or a governmental
research organization.”
Cap Treatment of H-1B Petitions Delivered to VSC Prior to Cap Cut-Off But Not Yet Receipted
06/01/2006
USCIS has confirmed to AILA that any cap-subject H-1B received at the
VSC mailroom prior to the cut-off day will be considered under the cap
regardless of whether it was data entered. Any cap-subject H1-B
petition received on the cut-off day will be eligible for random
selection. USCIS also advised that as of close-of-business yesterday
VSC had data entered through 5/25.
FY2007 REGULAR H-1B CAP FILLED
06/01/2006
FY2007 REGULAR H-1B CAP FILLED
All regular H-1B applications received after May 26, 2006 will be rejected.
Know Your Rights: Can an Employer Fire an Employee Because the Employee Participated in an Immigration Rally?
<a href="/files/4941-4844/Know_Your_Rights.pdf”>Know_Your_Rights: Can an Employer Fire an Employee Because the Employee Participated in an Immigration Rally?
Via AILA.org
Recently, people from across the country missed work to participate in immigration rallies. Unfortunately, a number of these individuals lost their jobs. These recent events have many wondering whether an employer can lawfully terminate an employee for missing work to attend an immigration rally. This pamphlet provides a general overview of the law. It is not intended to provide legal advice.
Employees have the right to join together in an attempt to improve their wages, hours and other employment conditions.
This right, however, does not permit employees to be late for work or to miss work. In most situations, an employer can fire an employee when the employee is absent without permission, even when the employee misses work to exercise her legal rights. Therefore, if an employee misses work to attend an immigration rally, an employer may be able to lawfully terminate the employee if the following conditions are met:
• The employee was hired at will. In other words, both the employer and the employee can terminate the relationship at any time for almost any reason
• At the time of the absence, the employer had an attendance policy in place
• Under the attendance policy, the employee’s absence is considered unexcused. These policies usually categorize an unexcused absence as any absence where an employer has not approved an employee’s request to use vacation, personal or sick leave. Employees should check their employer’s policy to determine what constitutes an unexcused absence
• The employer impartially granted employees’ requests to use their personal or vacation time, whether the employee requested time off to attend an immigration rally or for another reason
• The employer has a legitimate business reason for having an attendance policy
• The employer did not punish employees who missed work to attend the rallies more severely than other employees who had unexcused absences
How to Attend an Immigration Rally and Avoid Being Terminated
• Try to use your vacation or personal time Look at the attendance policy and determine how far in advance you need to request vacation or personal time. Keep in mind that your employer may limit the number of employees that can be absent on any particular day. Ask your employer whether their attendance policy limits the number of employees that can be absent on a particular day. If the policy does limit the number of employees that can be absent, then ask your employer how they determine which employees get the day off.
• Try to switch shifts or work extra shifts. If you cannot use vacation or personal time, ask your employer before the rally if you can be absent on the day of the rally in exchange for working extra shifts or switching shifts with another employee.
If your employer allows you to switch days or work extra shifts, have your employer put your agreement in writing. Then, if you do get terminated, you will have a record of your agreement.
• Review your employer’s sick leave policy. Most likely the policy will limit sick leave to instances when you or a family member is actually ill.
• Review your employer’s attendance policy. Specifically, review the consequences for an unexcused absence. Ask your employer what will happen if you miss work in order to attend the rally. Ask your employer to put his response in
writing. This will serve as a record in case you are terminated.
• Other options. If you are unable to take the day off, try to participate in the rally during your breaks or over your lunch hour.
What to Do If You Are Fired for Attending an Immigration Rally
• Stay calm. Do not panic or yell at your boss. Listen very carefully to what is being told to you. Calmly ask for some time to think about what has just been said, and to ask any questions you may have. If you are told to leave the job site immediately, ask for the name and phone number of the person you should call if you have any questions. Request an opportunity to gather your personal possessions, and leave. Be certain to collect any tools, property, or supplies you personally brought to the job
• Ask why you were fired. Even if you are an “at will” employee, you should ask the person firing you why you are being fired. If you receive only one reason for being fired, that might be the only reason your employer can give to a court or agency determining unemployment compensation or other benefits. Carefully record the exact reason you were given. Write down the name of the person who told you. Some states have laws that require employers to tell employees in writing why they are being fired. If the company fails to respond to your request, you may be able to sue your former employer. You typically cannot be fired just for participating in a political rally. However, if there are other valid reasons (you skipped work or left early with out permission, or you came in late), it may be more difficult to contest the decision.
• Ask who made the decision to fire you. Be sure you have the name of the person who actually had the ability to fire you, even if the person telling you that you are fired was your boss. If the person who had authority to fire you was not the person who supervised you, ask how the person with the ability to fire you made their decision, and who they spoke to about firing you. If the decision to fire you was based on someone else’s word, or other erroneous information, and you were not given an opportunity to defend yourself, you may be able to talk to the person who made the decision.
• Think carefully about what you were promised. If you are promised the entire day off or the time of the rally off, write down the time and place that promise was made, who made the promise and who witnessed it. At times, these promises can be considered binding contracts. If you ask your employer to reconsider a decision because of a promise that was made to you by a supervisor, your employer will need specific information about what was promised, and who promised it.
• Ask to see your personnel file. Not all states require employers to show terminated workers the contents of their personnel files. However, if you are able to view this file, it could contain favorable recommendations and comments that may protect you from getting bad recommendations as you look for a new job. If your performance record is poor, you may be barred from contesting your employer’s decision to fire you. If your employer refuses to let you see the contents of your file, ask for written confirmation that the file will not be shared with anyone else without your permission.
• If you signed a written employment contract, reread it. Look carefully at what it says about termination. If the company fails to act according to the contract, your rights may have been violated, and you may be entitled to payment. Also, carefully review your employment handbook, or company rules. While these are not always considered part of your employment contract, in certain cases they can be.
• Ask for your final paycheck. In most states, you are entitled to payment for all hours you have worked up to the time you are fired, and payment for unexpired vacation or sick leave time you have accrued, at the time you are fired. If your employer refuses, you may be able to sue for payment.
• Carefully review all documents before you sign them. Sometimes employers ask employees to sign a “release,” or a promise not to sue, in exchange for money. You are entitled to money you have already earned regardless of whether you sign a release or not. In fact, in most states, an employer is not allowed to use your last paycheck as a way to force you to sign a release. However, if you have already received your final paycheck, and an employer is offering you money in exchange for your signature,
be sure you understand what you are signing before you sign it.
• Return company property. Do not take any tools or supplies provided by your employer, and do not wait for your
employer to ask for you to return any items he or she provided to you. Things like automobile keys, tools, phones, and samples must be returned to avoid claims of theft, fraud, and breach of contract. When returning items by mail, get a receipt to prove delivery. When returning items in person, ask your employer to provide you with a signature stating that he or she has received the item. Remember that if you signed a paper to receive an item, you probably need to sign the same or another paper stating that you returned the item.
• Find out if you are eligible for unemployment benefits under state law. While undocumented workers are often barred from receiving benefits, you do not have to be a U.S. Citizen to claim unemployment. You can request a hearing if you feel benefits were unfairly denied.
• Find out what your employer intends to tell others about you. Many states have enacted anti-blacklisting statutes that punish employers for intentionally trying to prevent former employees from finding work. In some states, untruthful job references are treated as crimes. You may also be able to assert a lawsuit based on defamation and emotional distress if you discover that your employer is sharing confidential information with others.
If you find out your former employer is providing negative references to potential employers, send a letter, by certified mail, return receipt requested, informing your former employer of what you have learned and put the employer on notice of your desire to take prompt legal action if the problem persists.
• Find a lawyer you trust. If you are owed wages, vacation pay, or other compensation, or believe the employer violated the law or your contract, speak with an attorney. Many statutes offer attorneys’ fees if you prevail. Some attorneys take cases on a pro bono (for free) basis. Some attorneys may take a case on a contingency basis, which means you don’t have to pay them if you don’t win your case. All lawyers should be able to find someone who can translate into your language.
Every state has a state bar association that keeps a list of lawyers who accept referrals for various types of cases, and are willing to consult with you for a certain amount of time for a set fee. Other lawyers and lawyer organizations (often called bar associations) may be able to provide referrals.
Keep all your documents related to your employer together. You will need to keep any notes you write about what your employer has stated, and any documents your employer gives you, from the day you were hired, to the day you are fired, in a place where you can easily find them. This will help you or your attorney to provide quick and accurate information if you contest the decision, or if you are asked by a potential employer.
Can an Employer Re-Evaluate an Employee’s Immigration Status Because the Employee Participated in an Immigration Rally
In general, the answer is no. If an employer properly examined and verified an employee’s I-9 Employment Eligibility Verification Form, then an employer may not review the employee’s immigration status again except as described below.
An employer has properly examined and verified an employee’s I-9 form if the employer reviewed the eligibility and identification forms that accompanied the I-9. If the documents appear to be genuine, then an employer must accept the documents as true. Therefore, in most cases, an employer cannot re-evaluate an employee’s immigration status just because the employee participated in an immigration rally.
There are some exceptions that allow an employer to review an employee’s immigration status even after the employee is hired:
• Confession of fraudulent documents: If an employee confesses that their documents are fraudulent, then an employer is allowed to review their immigration status. The law requires the employer to immediately terminate the employee.
The employer has the right to rehire the employee if the employee submits a genuine I-9 form and documents proving employment eligibility and identification that are free of misrepresentation and fraud.
• Employer knows that employee is unauthorized to work: It is illegal for an employer, who knows that an employee is or has become an unauthorized alien, to continue their employment.
• The government can check an employee’s status: The U.S. Department of Homeland Security, can investigate an employee’s immigration status at any time. If the government determines an employee is unlawfully employed, it can issue a warning or notice of intent to fine to the employee or employer. The government will not fine an employer for hiring an individual with fraudulent documents, if the employer reviewed the documents and believed that they were genuine.
• The employee had temporary work authorization. If the original I-9 indicated the employee was temporarily authorized to work, the employer is required to re-verify eligibility for continued employment on or before the date the temporary work authorization expires. This may only be done in connection with expiring work authorization however.
For more information see:
United States Citizenship and Immigration Services at:
http://www.uscis.gov/graphics/howdoi/EEV.htm
ICE Increases Sweep and Arrest Activity
Via The American Immigration Lawyers Association (AILA)
04/26/2006
Following on the heels of the employer raids last
week that made national headlines and resulted in the arrests of over
1,000 alleged undocumented workers, and the arrest and criminal
indictment of several corporate managers, further reports are reaching
AILA that ICE is conducting additional sweeps in communities in various
parts of the country. This is consistent with DHS’s announced intent to
beef up enforcement of immigration laws within the U.S. as part of the
Secure Border Initiative. It appears that there are two prongs to the
interior actions: investigations of employers and sweeps looking for
individual alien “absconders.”
Reports from New York and New Jersey indicate that sweeps and
arrests have taken place in Brentwood, Bay Shore, and Farmingville on
Long Island, and in Newark, Elizabeth, and Willowbrook, and at the
Garden State Plaza. The AP reported yesterday 183 arrests in Florida
last week related to enforcement of deportation orders involving aliens
convicted of crimes.
AILA is also hearing that ICE is conducting employer actions,
including multi-state raids on specific companies, with reports from
AILA members of employer clients being raided in New York, Ohio and
Illinois.
At a press conference Thursday, April 20, 2006, announcing that
week’s raids and arrests, DHS Secretary Michael Chertoff announced a
crackdown on employers, saying: “We are looking at those people who
adopt as a business model the systematic violation of U.S. laws,”
Chertoff said. “We are continuing to investigate other companies.”
AILA will continue to monitor these events and update members as events unfold.
AILF has just compiled and posted an Employer Sanctions and “Know Your Rights” resource list that provides links to important materials and information. In
addition, AILA and AILF are working on an updated advisory for
employers faced with workplace raids.
USCIS Sources Provide Early, Unofficial Information on FY 2007 H-1B Filing Volume
Via The American Immigration Lawyers Association
Sources at USCIS indicate that the first two days of filings for H-1Bs for
fiscal year 2007 are at about the same pace as last year. Last year, the cap was
reached on August 10, 2005. USCIS expects to have a count of initial receipts
within a week.
Gregory W. Christian Acting Director, USCIS Nebraska Service Center, answers the American Immigration Lawyers Association’s Questions about PERM, I-129, I-130, I-131, I-140, I-485, I-765, TN and H-1B applications
March 9, 2006
The following are questions supplied prior to the March 9, 2006 AILA Northwest Regional Immigration Law Conference and the NSC’s answers.
1. If an H-1B petitioner asks for a
certain period of time (based on the “recapture” of time outside the
country) but the Service did not see the evidence or felt that the
evidence of “recapture-able” time was insufficient, should it have
issued an RFE or just issued the approval for the period of time it
felt was demonstrated by the evidence (i.e., without issuing an RFE).
Of course, this could be generalized to other issues, too.
A:
In accordance with the HQ policy memo we do not RFE on recapture
issues. The burden is on the petitioner to provide clear evidence to
support any assertions made. If the petition is otherwise approvable,
an approval will be issued for the period of time demonstrated by the
evidence submitted.
2.
The I-140 form has a place for CIS itself to check Schedule A, Group
II, but there is no place for the petitioner to check that box, so
which box is the petitioner to check for these cases? There is a
“members of the professions/exceptional ability” box, but that
“exceptional ability” is different from Schedule A, Group II
“exceptional ability.”
A: In the situation where the
applicant is applying under schedule A it is recommended that a cover
letter be submitted with the I140 indicating that a schedule A
occupation is requested.
3.
The Yates Memo on “ability to pay” seems to indicate that the three
scenarios listed are meant to be obviously approvable cases (i.e., so
obvious that not even an RFE should be issued), but the NSC seems to
treat these as the only tests capable of proving ability to pay. That
is, NSC appears to insist on denying the I-140 if the petitioner does
not meet one of the tests, but the wording of the memo seems to
indicate only that those scenarios are completely obvious and don’t
warrant an RFE. For example, we had a case in which the denial included
a CIS-created table showing that the company’s bank statements
reflected monthly cash balances of more than $90,000 for a position
with a proffered salary of only $45,000, and the alien was being paid
about $44,000 at the time of I-140 filing.
A: On Page
3 of the same memorandum, it was explained that if required initial
evidence has been submitted but fails to establish ability to pay,
USCIS adjudicators are not required to accept, request, or RFE for
additional financial evidence. If additional financial evidence is
submitted but does not clearly establish the petitioner’s ability to
pay, the USCIS adjudicator may deny the petition and not RFE for
additional evidence to further clarify the discretionary evidence that
was accepted.
4. What exactly is the third-prong test in national interest waiver cases?
A: For purposes of submitting and reviewing evidence, Service guidance regarding the final threshold in Matter of New York State Dept. of Transportation, 22 I&N 215 (Comm. 1998) is:
“…The Service here does not seek a quantified threshold of experience
or education, but rather a past history of demonstrable achievement
with some degree of influence on the field as a whole.” 22 I&N at
219, note 6.
“Because, by statute, “exceptional ability” is not by itself sufficient
cause for a national interest waiver, the benefit which the alien
presents to his or her field of endeavor must greatly exceed the
“achievements and significant contributions” contemplated in the
regulation at 8 C.F.R. § 204.5(k)(3)(ii)(F).” 22 I&N at 218.
(8 C.F.R. § 204.5(k)(3)(ii)(F) defines one of the criteria used to
demonstrate “exceptional ability”: “Evidence of recognition for
achievements and significant contributions to the industry or field by
peers, governmental entities, or professional or business
organizations.”)
Accordingly, petitioners seeking the national interest waiver should
present documentary evidence relating to achievement, influence in the
field and, if applicable, evidence of recognition as set out in 8
C.F.R. § 204.5(k)(3)(ii)(F).
5.
The Service Center says one thing, but the AAO always says something
else. For example, in national interest waiver cases, some CIS
examiners have denied cases stating that the beneficiary did not prove
that the national interest would be “adversely affected” if a labor
certification were required, but the AAO never uses that language in
its opinions.
A: The precedent decision states, “The
petitioner seeking the waiver must persuasively demonstrate that the
national interest would be adversely affected if a labor certification
were required for the alien.” 22 I&N at 217. Probably for that
reason many petitioners seeking the waiver assert the national interest
would be adversely affected if the waiver were not granted. When a
petition is approved it is because the evidence is persuasive on this
point. If a petition is denied, the adjudicator would normally be
correct in addressing the point, both because it was argued by the
petitioner and because it was used by the AAO in the precedent
decision.
6.
Some examiners imply that if the person has H-1B status, he or she is
eligible for ongoing research anyway, and therefore the national
interest would not be “adversely affected” by requiring a labor
certification instead. This kind of analysis, however, appears nowhere
in AAO opinions. In addition, the same statements could be made about a
Nobel Prize winner in H-1B status – i.e., the national interest would
not be “adversely affected” by requiring a labor certification, because
the Nobel Prize winner could continue on in H-1B status, too.
A:
If the evidence presents “a history of demonstrable achievement with a
degree of influence on the field as whole,” and assuming the underlying
visa requirements and prongs one and two are also satisfied, the waiver
is warranted regardless of the alien’s nonimmigrant status.
From
time to time, researcher petitioners assert labor certification is
inappropriate or unavailable, and from there contend the national
interest would be adversely affected if the immigrant petition is not
approved. In the precedent decision, the Service determined that
“inapplicability or unavailability of a labor certification cannot be
viewed as sufficient cause for a national interest waiver,” even for
“certain occupations wherein individuals are essentially self-employed,
and thus would have no U.S. employer to apply for a labor
certification.” 22 I&N at 218, note 3.
Because
researchers typically have university or laboratory employers, an
adjudicator would not be in error if s/he were not to give the
assertion significant weight. Also, it would not be incorrect for an
adjudicator to address the claim by noting there is no automatic bar to
the alien’s services (whether by way of labor certification, extension
of any current H-1B status, or potential change to H-1B or J
nonimmigrant status). Contrary to the claim presented in the question,
this analysis also appears in AAO decisions.
7.
Please ask them to explain the relationship among EB-1A, EB-1B, and
NIW. It seems that NSC does not recognize the great difference between
EB-1A and NIW.
A: Each benefit is to be adjudicated
under its own statute, regulation and case law. To illustrate, for
petitions seeking alien of extraordinary ability classification,
adjudicators should refer to Matter of Price, 20 I&N 953
(Assoc. Comm. Exams 1994)(reaffirming “Congress’ intent to reserve this
category to ‘that small percentage of individuals who have risen to the
very top of their field of endeavor’”) and Matter of Chawathe (USCIS
Adopted Decision January 11, 2006) note 6 (reaffirming that “that
specific objective evidence be submitted to demonstrate eligibility”),
whereas in petitions involving a request for the national interest
waiver, adjudicators should rely on Matter of New York State Dept. of Transportation, 22 I&N 215 (Comm. 1998).
8. Please verify again when duplicate petitions are required on I-129 petitions.
A:
Whenever an alien will be applying at a consulate or POE and we need to
send a duplicate copy. As a courtesy, we would appreciate being sent a
duplicate of the actual petition and supplement in all cases, but
duplicate copies the supporting evidence are not needed. In the event
classification is approved but the COS or EOS request is denied, we
would need to send a copy abroad.
9.
When there are a number of attorneys in a firm, must the G-28 be signed
by all attorneys or only the one filing the case? As long as the firm
name is mentioned, can all attorneys at the firm discuss the case? Can
the signature of the attorney be a copy or must it be original.
A:
The attorney signing the G-28 is the attorney with whom we correspond.
The applicant or petitioner signature must be original. We will accept
a rubber stamp or mechanically produced signature for the attorney.
10. If an I-130 IR is received in your office, is it immediately transferred to California?
A: Yes.
11.
Why, when the primary beneficiary files the I-140/I-485 concurrently
and the spouse enters at a later date and his/her I-485 is interfiled,
does CIS transfer the case to the local district office? The local
office has no idea why it is being done and all the information NSC
needs for the determination, such as a marriage certificate and the
person’s passport and birth certificate is submitted with the
interfiled case.
A: The NSC does not summarily
relocate EB485 cases as indicated in the above scenario. The NSC
generally relocates EB485 cases on a case-by-case basis applying the
national EB485 SOP standards. Some of the case considerations outlined
in the national SOP are:
- A need for validation of identity;
- A need for validation of legal status;
- Questionable admissibility and /or qualifications;
- Apparent fraud;
- A second filing;
- An applicant with fingerprint results rejected twice;
- An applicant medical condition class A or B;
- The A-file cannot be located at the time of adjudication
An officer may choose to modify the interview-waiver criteria based
upon articulable case aspects, in response to developing local
circumstances, or regional concerns. Cases that involve recent
marriages may be one of the areas in which NSC adjudicators may deviate
from the interview waiver criteria; however, these assessments are made
on a case-by-case basis, based upon the individual case’s facts and the
evidence of record.
12.
Our office filed a TN application at the NSC requesting notification of
the approval be sent to the consulate (aka: loose TN). Our client was
then going to present the TN approval notice at the port of entry
instead of having the TN adjudicated at the border. In December 2005,
our office received a denial of the Nonimmigrant Worker Petition and
the NSC denial letter cited Title 8, Code of Federal Regulations,
Section 214.6(e) and have quoted the pertinent section to read as
follows:
Application for admission. A citizen of
Canada seeking admission under this section shall make application for
admission with an immigration officer at a United States Class A port
of entry, at a United States airport handling international traffic, or
at a United States pre-clearance/pre-flight station. No prior petition,
labor certification, or prior approval shall be required ……
However,
Section 214.6(e) does not state the above referenced language, nor
could we locate any other section under 214.6 that reflects the above
cited language. It remains unclear to us whether our petition was
denied in error, or whether it reflects a change in the Service
Center’s policy with regards to adjudications of TN petitions requiring
consular notification. As this is a very significant deviation from
prior practice and therefore of significant concern to our client, we
request that NSC provide clarification as to the basis for this denial.
Thank you.
The regulation quoted in the
denial you received was taken from an old copy of the 8 CFR and is no
longer in that format in the current regulations. However, the
regulation is still in effect. The NSC has jurisdiction to adjudicate
extensions of TN status and changes to TN status from another valid
nonimmigrant status. We do not have jurisdiction or authority to
adjudicate a petition for initial TN status. Application for initial
admission in TN status must be made at a US Class A port-of-entry, a US
airport handling international traffic, or a US
pre-clearance/pre-flight station. Based upon the information provided,
the petition in question was for new employment for a person currently
outside the US. The NSC does not now, and has not previously, processed
any TN petitions for Canadian Citizens who are not already in the US in
a valid nonimmigrant status.
13.
What is the criteria and procedure for requesting an expedited re-entry
permit application? In the past, NSC has accepted and approved expedite
requests but we would like to know the current criteria/procedure as
well as the timeframe for the expedite.
A: I-131
expedite requests are handled in one of two ways. You may request the
expedite at the time of filing. Clearly and boldly mark the case as
“expedite requested” and attach a reason for the request. Simply asking
for an expedite without giving an explanation will not result in the
case being expedited. Expedite criteria include severe financial loss,
extreme emergent situations, humanitarian situations, Service error,
compelling interest of the Service, a request originating from a U.S.
Government entity, or a request originating from a non-profit
organization in furtherance of the cultural and social interest of the
United States.
You may
also request that an already-filed application be expedited. You may
submit such a request by mail, clearly and boldly marking the
correspondence as an expedite request and giving a reason. As an
alternative, you may FAX the request to 402-219-6170 or 402-219-6171.
Again, clearly request an expedite and give a reason for it.
For
I-131s that are expedited, the turn-around time is 7 to 14 days if no
additional information is needed. It is very important to submit a complete application
at filing with passport-style photos (non-digital), proof of status,
proof of identity (facial features should be clearly recognizable), and
the appropriate filing fee. If requesting delivery of the travel
document by UPS, FedEx or other service, include a prepaid,
preaddressed mailer.
You can request
expeditious handling for other form types in the same manner unless the
petition is eligible for premium processing.
14.
How do the Service Centers handle rider I-765 petitions for spouses of
Ls. There are liaison notes suggesting it is preferred that these be
filed this way, presumably because of the relationship of the petitions
(that is, if the L renewal is denied, so is the I-539 and I-765).
However, I’ve had mixed experiences doing this. E.g. Recently I filed
with California this way and the EAD petition was first returned to me,
then accepted but forwarded to Nebraska.
A: We have
found it most efficient to have the I-765 filed with the I-129 and
I-539 so all can be adjudicated together. The example you reference
refers to an application filed with the CSC – we cannot comment on the
practices in place at that office.
15. Is the I-140 line of the NSC acknowledging the Grace Church case
(Nov. 2005 Fed. Dist. Ct., Portland, OR) as persuasive for EB(3)
equivalency cases? The case says that the USCIS must consider the
qualifications of the foreign national under both professional and
skilled worker and also that the employer and DOL have more authority
in interpreting what is equivalent in terms of degree equivalency as
stated on a labor certification application. The appeal filed by the
Service in this case has been dismissed.
A: We do
consider applicants under both the professional and skilled worker
categories. What happens most often is that the labor certification
specifies that the alien must have a bachelor’s degree or “equivalent.”
Equivalent is interpreted to mean a single foreign degree that is
equivalent to a US bachelor’s degree. If the beneficiary does not meet
the degree requirement as outlined in the labor certification form, the
petition is not approvable as either professional or skilled worker.
This is because the alien does not meet the minimum qualifications as
stated in the labor certification, i.e., a bachelor’s degree. If the
labor certification stated the requirement of a bachelor’s degree, but
also stated in block 15 that the employer would be willing to accept
certain training, experience, and/or education in lieu of the
bachelor’s degree requirement, it could potentially support a petition
for a skilled worker.
With
regard to the Grace Church decision, the NSC is not following the
finding by the court. In essence, in concluding that USCIS has no role
in interpreting the requirements listed on the labor certification in
the visa approval process, the court in this decision held that DOL,
not USCIS, makes the final determination of whether a beneficiary’s
qualifications meet the requirements of the labor certification. This
is contrary to 8 U.S.C. 1154(b) and to precedent 9th Circuit case law.
See K.R.K Irvine, Inc. v. Landon, 699 F.2d 1006 (9th Cir. 1983); Tongatapu Woodcraft Hawaii, Ltd. v. Feldman, 736 F.2d 1305 (9th Cir. 1984); Black Const. Corp. v. I.N.S.,
746 F.2d 503 (9th Cir. (Guam)1984). In these cases, the Circuit Court
states that INS [USCIS] is the final authority on that issue. Implicit
in determining whether an alien meets the requirements, is determining
what those requirements are.
16.
Beginning April 1, 2006, when we begin filing H-1B Petitions for a
start date of 10/01, will the numbers be reserved upon receipt of the
petition, or when it is adjudicated.
A: Guidelines and instructions for FY07 cap cases will be issued by headquarters.
17.
If we have cases that are unadjudicated 30 days or more after you
receive our response to RFE, what can we do to obtain a decision?
A:
Please use normal inquiry channels on cases of this nature, that is,
contact the National Customer Service Center. Be sure to tell the
customer service rep that 30 days have expired since the Center
received the RFE response. The NCSC practice is to refer the inquiry to
us.
18.
If all evidence presented, including the cover letter, with a petition
reveals that a box was incorrectly checked on the I-129, [e.g. all
evidence supports an extension of stay for a successive petition, but
the notify consulate box is accidentally checked] it would be
appreciated if your examiner would telephone the attorney to clarify,
rather than err in the adjudication, due to one erroneously-checked box.
A:
The form is the guiding document guiding document. It would not be an
officer error to adjudicate an I-129 based on what the petitioner and
counsel marked on the I-129. That said, however, the NSC does encourage
officers to seek clarification if everything in the file appears to
belie what is checked on the form. The NSC encourages practitioners to
supply their e-mail addresses with their filings to facilitate this
contact.
19.
If all evidence presented reveals an attorney is representing the
petitioner, including signature of the cover letter on letterhead
paper, on the filing fee check, signature on the petition papers, etc,
but the G-28 is inadvertently unsigned in the attorney box, could you
examiner please call the attorney rather than ignoring the presence of
the attorney and sending correspondence to the petitioner.
A:
In the absence of a properly-executed G-28, we are required to
correspond with the applicant or petitioner. Per regulations at 8 CFR
103.2(a)(3) “where a notice of representation is submitted that is not
properly signed, the application or petition will be processed as if
the notice had not been submitted.”
20.
How do you want us to handle appeals/motions for reconsider under 8 CFR
§ 103.3 (a) (2) (iii) and § 103.5 (a) (8)? Is a particular form
required, or may we advise you in our letter that we wish for you to
first consider the matter as a reopening/reconsideration and then, an
appeal to the AAO? Is one filing fee sufficient for both?
A:
For appealable cases, an appeal must be submitted on an appeal form.
There is only one fee for an appeal. The appeal is treated as though it
were a motion to reopen/reconsider. Should the reviewing officer find
that the appeal overcomes the denial, he/she will reopen the case and
approve. If not, the appeal will be forwarded to the AAO.
21.
If an appeal is filed, does the same examiner who denied the case
review it again or does someone other examiner review it before
forwarding it to AAO?
A: Yes, the original deciding
officer reviews the appeal; however it is reviewed by a supervisor
before being sent to the AAO.
22.
My understanding is that the examiner can issue an RFE without
supervisory review, but cannot deny without supervisory review. Is that
true? Please explain. Thanks.
A: Regulation requires
supervisory review of most denials; however there is no such
requirement for RFEs. Supervisory review of RFEs would place an
unmanageable burden on the Center.
Sincerely,
Gregory W. Christian Acting Director

A Post-Mortem On Fiscal 2007 H-1B Count
Via AILA.org
Questions are pouring in asking how it could be
that on May 25th USCIS indicated that there were as many as 12,000 H-1B
quota numbers available, and on May 26th, there were none. As of
Wednesday morning, June 1st, USCIS had just finished data-entering
cases that were received on May 25th, and began data-entering cases
received on May 26th. During the entry of May 26th cases, the cap was
reached, making it appear that 12,000 cases arrived overnight.
AILA has inquired into this oddity, and it appears that the problem
lies in the processing of filings by the USCIS at the VSC. When the
USCIS went to Bi-Specialization filing effective April 1, 2006, VSC was
unable to handle the volume of cases it was receiving, because all
I-129 case types were to be sent to the VSC, leading to data-entry and
receipting backlogs from early on. VSC data-entry and receipting
remained backlogged, leading to the lag between delivery of a petition
to VSC and its entry into the system. As USCIS updated its cap-count
reports, the volume of cases sent to VSC increased, further
contributing to the backlog in data-entry and receipting. The cap count
reports posted by USCIS failed to mention that not all cases received
had been input into the system, and that thus the counts did not
include all cases received as of the report dates. Ultimately, the
combination of the existing backlog in data entry and the volume of new
cases delivered last week made it appear that 12,000 cases arrived
overnight.