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ursjanpal

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About ursjanpal

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  1. ursjanpal

    Successful H1-B approval after RFE response

    @siri p - Please take a look at my original post where the list of documents are mentioned
  2. ursjanpal

    RFE for client and vendor letter

    Client letter is not mandatory, but enough supporting evidence must be attached to convince USCIS adjudicating officer. For my RFE, client letter wasn't provided, but I had an email from my client manager describing the roles and responsibilities. My RFE was approved without any issues. See my thread here: http://forum.murthy.com/topic/120756-successful-h1-b-approval-after-rfe-response/
  3. ursjanpal

    Successful H1-B approval after RFE response

    @CC139 - Due to confidentiality, I cannot share any document. Your employer's attorney must guide you for standardized template/format. Affidavits can be notarized from a bank, certified state notary, public librarian, FedEx, UPS to name a few. Reputed RFE evaluation companies for an expert opinion letter would be Trust forte, Carnegie evaluations, Morningside evaluations Hope this helps
  4. Dear All, I would like to share my experience with my H-1B extension after addressing RFE. My petition was extended for 3 full-years and the RFE response was granted in 1 day after the documents were received by USCIS, yes 1 DAY Background 1. IT Consultant working on EVC model with a fortune 15 client for 3 years 2. US Masters degree in Computer Science from a tier-1 college 3. 4th H1-B renewal 4. I-140 approved 5. Never received any RFE in any prior approvals so far Extension 1. Filed in premium processing, RFE received after a few days on specialty occupation, employer-employee relationship Documents furnished 1. Client letter My client does not provide typically letters to support immigration My client supervisor provided an e-mail in lieu of the letter specifying my responsibilities, how my role is related to the organization, why a degree is needed for the role and ads of similar openings requiring a bachelor's degree or higher 2. Vendor letter Was provided with detailed job responsibilities and relationship with the client and the end company (employer) 3. Contract and SOW executed between Vendor (Between Prime Vendor and Client if applicable) and the Client Due to confidentiality and sensitivity, the SOW/MSA agreement between client and vendor was not provided Instead, the SOW numbers were mentioned indirectly in the vendor letter and also mentioned in my weekly client timesheet approvals Attorney handled this with additional appropriate verbiage 4. ID Badge issued by the Client Provided a photocopy of my client ID/badge Provided my contract details from corporate directory 5. Project related technical and functional docs This was confidential information so I had to get permission from my client supervisor Provided copies of the following: project plan, technical documents, functional documents etc. 6. Photographs of the beneficiary at his work desk or near the work location with the Company name board Provided photos of the client board/address with logo Provided photos of my desk/work area and colleagues Provided information of my supervisor with name, designation, phone, e-mail ID 7. Time Sheets/Project Status Report from petitioner Provided on a weekly basis for the last 3 months 8. Time Sheets/Project Status Report from client Provided on a weekly basis for the last 3 months Timesheets contained e-mail approval from client manager, timesheet template having SOW numbers 9. Handbook with signed acknowledgement page ·My employer provided 10. Performance Evaluation My employer provided for last year 11. Last 3 paystubs of the Beneficiary issued by the Petitioner, Medical Insurance, Certificate of Liability Insurance, Offer Letter, Employment Agreement, and Organization Chart All documents provided by employer 12. Client recommendation letters (not required by attorney but I provided) I gathered from my LinkedIn account 13. Copy of my MS degree and transcript 14. Copies of all my professional certifications related to the role 15. Resume 16. Specialty Occupation documents requested by attorney (all documents were provided): Client letter or email and Vendor letter Affidavits from two coworkers with their ID badges Present or past job announcements used to recruit for the position that states minimum educational requirements, minimum experience required. (Newspaper ads/Online job postings/Job announcement on company website etc.) Degrees, Transcripts and Most recent paystubs/W-2s of all individuals employed Expert opinion letter from an outside company – Provided by my attorney Advice to others waiting in response for an RFE: 1. Do not loose hope, if you and your attorney can provide all requested documents, it should not be an issue at all, even for EVC model 2. Tenure of extension does not depend on the contract details/SOW. For me client did not provide the actual contract, still it was extended for 3 years 3. DO NOT depend on the attorney fully, you need to work with them to furnish the client specific paperwork. Client will not respond to attorney directly for immigration matters 4. USCIS website was not updated after my RFE documents were received, but my attorney got an e-mail in one day, so DO NOT depend on the website at all. USCIS needs to really ramp up their resources for a more streamlined process 5. Finally, some degree of luck is there, but we have to live up to it and hope for the best 6. DO NOT be concerned when you hear of denials from others, in Murthy.com forum, I have observed folks do not post their experiences of a successful case, be it for approvals or stamping Got luck to everyone in the same boat and god bless!
  5. Thanks Jairichi. So in a nutshell, if my current employer revokes my I-140, I can still continue working till the validity on my H1-B with my new employer and my new employer needs to initiate the PERM process again before 09/30/2015, which is the end date of my H1-B (3 years extension period after 6 years) So, based on what criteria will my H1-B visa be extended beyond 09/30/2015, is it the till the end date of the duration of my project at a client site? I consulted an immigration attorney recently regarding this and this was told that as per "Aytes memo of Dec. 27, 2005, an I-140 is no longer valid for porting purposes when an I-140 is withdrawn" This however contradicts many of the experts here, as far as I know by reading the forum messages, even if an I-140 is withdrawn, an employee can retain the priority date. Any light on this would be much appreciated?
  6. Thanks Jairichi for the response. So essentially in a nutshell, if I change my employer, my new employer can port the PD from my approved I-140, and this stays the same even if my I-140 is revoked. But the transfer of my H1-B visa needs to be done before I-140 gets revoked and an extension of my H1-B validity period beyond 09/30/2015 is dependent on a new PERM filing by my new employer well before 09/30/2015. So, on what basis will I get an extension of H1-B after 09/30/2015, is it the end date of my project with a specific client? I also managed to consult an immigration attorney and this is what he said "Under the Aytes memo of Dec. 27, 2005, an I-140 is no longer valid for porting purposes when an I-140 is withdrawn" ts, please help. This however contradicts the fact that I-140 belongs to an employee even if it gets revoked. Experts please help
  7. Thanks Jairichi. So in a nutshell, if my current employer revokes my I-140, I can still continue working till the validity on my H1-B with my new employer and my new employer needs to initiate the PERM process again before 09/30/2015, which is the end date of my H1-B (3 years extension period after 6 years) So, based on what criteria will my H1-B visa be extended beyond 09/30/2015, is it the till the end date of the duration of my project at a client site? I consulted an immigration attorney recently regarding this and this was told that as per "Aytes memo of Dec. 27, 2005, an I-140 is no longer valid for porting purposes when an I-140 is withdrawn" This however contradicts many of the experts here, as far as I know by reading the forum messages, even if an I-140 is withdrawn, an employee can retain the priority date. Any light on this would be much appreciated?
  8. Thanks Jairichi for the response. Assuming my previous employer revokes my I-140 and I can still retain the priority date, what happens to my extension of visa?
  9. Hello Experts, My H1-B visa is valid till 09/30/2015, a 3 year extension was given following the six year H1-B period, based on an approved I-140. I am thinking of changing my employer now and my green card process (PERM/Labor) would be started after 1 year as told by the new company. Assuming I join my new employer by middle of March this year, my PERM won't be started until March 2015. Nowadays, PERM takes on an average 6-8 months, which means it won't be approved until November 2015, if filed in May 2015. But an extension of my H1B visa needs to be filed well before 09/30/2015. On what basis will I get an extension from USCIS? The new company has also told that they will port my I-140 priority date, which is 04/03/2011 when the time comes after approval of PERM. What if my previous employer revokes my I-140. Can they do this? I have heard that once an I-140 is approved, it belongs to the employee unless USCIS revokes it due to some fraud or misinterpretation. Appreciate your response on this.
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