This PR Workshop is intended for staff and faculty wishing to learn more about persuing a Permanent Resident status for his/her employee. It includes information on PR Overview and Pathways, UCSC Visa Policy and the exception process, How to initiate PR petitions, Working with ISSS and outside immigration counsel, Review of new UCSC PR Forms, and Case studies.
Amélie Ferland and Patrick Arsenault go over the basics of applying for a work permit upon graduation in the midst of the Covid-19 pandemic, with specific details on immigration law, policies, and procedures.
Visa Online Assistance is your first choice to help assist on your visa application. We specialise in temporary, student, partner visa and documentation for immigrant visa for the countries e.g, Canada, Australia, New Zealand, Norway, Spain and the UK and Ireland. Our commitment on our services does not end from getting the decision of yours application as we constantly seek to provide you with the latest information you need to know.Visit www.visaonlineassistance.com
We provide fully tailored and customised immigration solutions for UK, Canada, Australia & New Zealand visa categories. Our objective is to help our clients to achieve their aspirations to improve their own and their families lives through investor immigration programmes.
This educational session is designed to take the mystery out of complex immigration rules and provide you with the basic knowledge to successfully place foreign national physicians.
Watch and get an in-depth overview of the most common H-1B visa alternatives and strategies that can help you place these physicians faster.
Here's a summary of what you can expect to learn:
You'll learn about other visa options to hire qualified medical providers now.
You'll learn how some employers can avoid the H-1B cap and get H-1B visas year-round through available exemptions (“cap exemptions”)
You’ll learn about a certain loophole in the H-1B cap – the concurrent H-1B – that can let private employers
You'll learn about green card options as a viable alternative to H-1B visas
The document provides information about post-graduation employment options for international students in the United States. It discusses Optional Practical Training (OPT) as the ideal bridge between studies and employment. It warns against skipping OPT and moving directly to H-1B sponsorship, advising that OPT allows students to gain experience and try multiple jobs without paperwork for employers. The document also summarizes the H-1B visa process, including employer obligations, fees, quotas that limit the number of H-1B visas each year, and alternatives to H-1B like the TN, E-3, and J-1 visas.
This Permanent Residence Workshop is intended for UCSC staff and faculty wishing to learn more about persuing a Permanent Resident status for his/her employee. It includes information on PR Overview and Pathways, UCSC Visa Policy and the exception process, How to initiate PR petitions, Working with ISSS and outside immigration counsel, Review of new UCSC PR Forms, and Case studies.
The perfect campaign planning and management toolDavid Moody
This document provides an overview of key features for collaboration, messaging, tasks, workflow, planning, search, approvals, reporting, and financials. The platform aims to be simple, clean, and efficient while enabling users to work their way through familiar social tools that create collaborative teams globally on a massively scalable Microsoft platform.
Animation and characters for commercials, TV and video - Absolutely Cuckoo David Moody
Absolutely Cuckoo produce animation for commercials and brand communications. From concept and storyboard to finished film and all stages between - handled in-house.
Amélie Ferland and Patrick Arsenault go over the basics of applying for a work permit upon graduation in the midst of the Covid-19 pandemic, with specific details on immigration law, policies, and procedures.
Visa Online Assistance is your first choice to help assist on your visa application. We specialise in temporary, student, partner visa and documentation for immigrant visa for the countries e.g, Canada, Australia, New Zealand, Norway, Spain and the UK and Ireland. Our commitment on our services does not end from getting the decision of yours application as we constantly seek to provide you with the latest information you need to know.Visit www.visaonlineassistance.com
We provide fully tailored and customised immigration solutions for UK, Canada, Australia & New Zealand visa categories. Our objective is to help our clients to achieve their aspirations to improve their own and their families lives through investor immigration programmes.
This educational session is designed to take the mystery out of complex immigration rules and provide you with the basic knowledge to successfully place foreign national physicians.
Watch and get an in-depth overview of the most common H-1B visa alternatives and strategies that can help you place these physicians faster.
Here's a summary of what you can expect to learn:
You'll learn about other visa options to hire qualified medical providers now.
You'll learn how some employers can avoid the H-1B cap and get H-1B visas year-round through available exemptions (“cap exemptions”)
You’ll learn about a certain loophole in the H-1B cap – the concurrent H-1B – that can let private employers
You'll learn about green card options as a viable alternative to H-1B visas
The document provides information about post-graduation employment options for international students in the United States. It discusses Optional Practical Training (OPT) as the ideal bridge between studies and employment. It warns against skipping OPT and moving directly to H-1B sponsorship, advising that OPT allows students to gain experience and try multiple jobs without paperwork for employers. The document also summarizes the H-1B visa process, including employer obligations, fees, quotas that limit the number of H-1B visas each year, and alternatives to H-1B like the TN, E-3, and J-1 visas.
This Permanent Residence Workshop is intended for UCSC staff and faculty wishing to learn more about persuing a Permanent Resident status for his/her employee. It includes information on PR Overview and Pathways, UCSC Visa Policy and the exception process, How to initiate PR petitions, Working with ISSS and outside immigration counsel, Review of new UCSC PR Forms, and Case studies.
The perfect campaign planning and management toolDavid Moody
This document provides an overview of key features for collaboration, messaging, tasks, workflow, planning, search, approvals, reporting, and financials. The platform aims to be simple, clean, and efficient while enabling users to work their way through familiar social tools that create collaborative teams globally on a massively scalable Microsoft platform.
Animation and characters for commercials, TV and video - Absolutely Cuckoo David Moody
Absolutely Cuckoo produce animation for commercials and brand communications. From concept and storyboard to finished film and all stages between - handled in-house.
Measuring The Intangibles A Schnur July2005AnthonySchnur
The document discusses the subjective factors that capital providers consider when evaluating potential investments. They look beyond quantifiable data to assess intangibles about management capability and the company-investor relationship. Capital providers form impressions throughout the acquisition process about what kind of client the company will be. They judge consistency, the ability to present a clear internal view, responsiveness to requests, and litigation history. How the company conducts itself in discussions conveys these intangibles that are important to securing funding.
Everyone wants to bring their best to their work and life. And doesn’t it feel great when we’re on top of our game – feeling sharp, resourceful and creative? But with unprecedented levels of demands (at work and in life) and limited resources, it's easy to get swept into the limiting chaos of feeling ‘too busy and overwhelmed’. The costs can be high – lost productivity, diminishing engagement, and less-than-optimal thinking ability. This is true for anyone at all stages of one’s career – from entry level, to mid-management and even executive leadership. This recorded webinar, with presenter Eileen Chadnick, gives you the tools you need to manage during times of 'crazy busy'. Watch the full recorded webinar here: http://charityvillage.com/elearning/webinars/past-webinars/finding-ease-in-times-of-crazy-busy.aspx.
EASTeam is comprised of a multinational group whose primary function is recruitment of technical professionals within Power Electronics (Motors/Drives) & Motion Control Industries. Emphasis on Product Development, R&D
The document provides an overview of Capodian LLC's investment strategy and objectives. Capodian targets small, independent oil and gas producers in the US that are overlooked by larger investors. It aims to provide capital and accelerate these companies' growth through structured preferred equity investments ranging from $8-40 million with targeted returns of 24% or more. Capodian's managers have extensive industry experience that helps identify opportunities and support portfolio companies' management teams.
This webinar, presented by Sheena Greer, explores just what boundaries are, examines some common workplace issues, and provides tips on how to create healthy boundaries that are not only good for you, but great for your entire team.
Watch the full recorded webinar here: https://www.youtube.com/watch?v=tyNipBf2x1Y
Discipline and Dismissal for Nonprofit Organizations: Making the best of a di...Marina Dawson
We appreciate our employees and volunteers and we value their contribution to our organization. But sometimes, the fit between organization and employee or volunteer just isn’t there and changes need to be made. This session will give you the tools you need to successfully manage the discipline and dismissal process, including how to: create an environment that proactively manages people; plan for and implement all three phases of the discipline process; engage in productive discussions when discipline is required, starting immediately and; identify how and when to move to a dismissal.
To view the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/discipline-and-dismissal-making-the-best-of-a-difficult-situation.aspx
Before the interview: How to successfully screen candidatesMarina Dawson
The document outlines an online training module on screening candidates for hiring. It discusses the importance of screening and legal considerations. It also covers developing rating guides and grids to rate candidates in a standardized, unbiased manner. The training is divided into three modules which discuss the impact of hiring, using organizational inputs to develop hiring criteria, and how to create rating tools to evaluate candidates.
The document discusses different roles in business transactions - buyer, seller, consultant - and how to shift one's mindset and approach. It suggests that truly defining your own value and learning from mistakes can help you move from a traditional buyer-seller dynamic to a more consultative role. Real-world examples are provided to illustrate how perceptions can be changed by focusing on problem-solving rather than just making sales.
Technology Controls in Business - End User Computingguestc1bca2
The Use of Spreadsheets: As it relates to Section 404 of the Sarbanes-Oxley Act.
The use of spreadsheets in financial reporting and operational processes, is a key tool for some corporations, and is an integral part of the information and decision-making framework.
This information is provided as an educational service and is not legal advice. Consult with an attorney for your specific circumstances. For a comprehensive evaluation of your immigration situation and options, you are invited to contact us:
Badmus & Associates
https://badmuslaw.com
immigration@badmuslaw.com
214-494-8033
Principal office in Dallas, Texas
Immigration services offered nationwide.
#badmuslaw #immigrationlawyerusa #uscis #immigrationlaw #usvisa
The document discusses career planning after residency, including fellowship, visa issues, types of practice, and job interviews. It provides details on planning for fellowship, the application process, selecting programs, and differences from residency training. It also outlines various types of medical practice in the US, factors to consider for solo practice or joining an existing solo practice.
Unlocking the Secrets to National Interest Waiver Green Cards!Badmus & Associates
Attorney Ann Badmus discusses National Interest Waiver (NIW) green card options for qualified applicants.
Consult with an attorney for your specific circumstances. For a comprehensive evaluation of your immigration situation and options, you are invited to contact us:
Badmus & Associates
https://badmuslaw.com
immigration@badmuslaw.com
214-494-8033
Principal office in Dallas, Texas
Immigration services offered nationwide.
The document provides an overview of US immigration laws and processes for nonimmigrant and immigrant visas. It discusses categories such as F-1 student visas, H-1B specialty occupation visas, and employment-based permanent residence. The document outlines requirements and procedures for obtaining H-1B visas, including labor condition applications and supporting documentation. It also discusses options for extending or changing status when an H-1B petition is pending or denied.
The document provides an overview of the PERM labor certification process and subsequent green card application procedures. It discusses key aspects of the PERM process including choosing the correct employment category, defining the job requirements, determining the prevailing wage, conducting recruitment and maintaining documentation. The presentation also outlines the steps after PERM approval, including filing Form I-140, the immigrant visa application process via adjustment of status or consular processing, and tips for expediting processing. Attendees are encouraged to consult with an immigration attorney for advice specific to their case.
Hiring International Students - OverviewAmanda Warner
Hiring international graduate students can provide benefits to employers. These students often have skills in multiple languages and knowledge of business practices in other countries due to experiencing different cultures firsthand. They also tend to be highly adaptable and persevering due to navigating international systems of education and business. There are two main options for employers to hire international students: Curricular Practical Training (CPT) allows for summer internships and part-time work during studies, while Optional Practical Training (OPT) provides up to 12 months of work authorization post-graduation. The employer has little to no costs associated with these options and the university guides students through the application processes. Certain STEM-designated programs also qualify students for an extended 36 month
This document provides information about MSU College of Law's externship program for spring 2017. It defines the differences between externships and internships, noting externships have academic and experiential components under attorney supervision. Eligibility and placement examples at governmental, nonprofit and court sites are described. The application process involves reviewing postings and applying through the career services system. Students must complete substantive legal work, be supervised by an attorney, and attend seminar classes. Financial aid covers externship credits. The preferred and final deadlines to secure a placement and submit forms are noted.
This information is provided as an educational service and is not legal advice. Consult with an attorney for your specific circumstances. For a comprehensive evaluation of your immigration situation and options, you are invited to contact us at:
Badmus & Associates
https://badmuslaw.com
immigration@badmuslaw.com
214-494-8033
Principal office in Dallas, Texas
Immigration services are offered nationwide.
#badmuslaw #immigrationlawyerusa #uscis #immigrationlaw #usvisa
This document summarizes different types of on-campus and off-campus employment options for international students. It discusses working on campus, curricular practical training (CPT) internships, optional practical training (OPT) before and after graduation, economic hardship employment, and special situations like the H-1B extension and international organization employment. The last section provides contact information for the International Student and Scholar Services office for questions about employment authorization.
RTC Knowledge Services Private Limited evaluates student credentials to ensure universities attract genuine students. They assess academic history, documents, employment, and an applicant's overall profile to verify the student meets visa criteria and intends to gain an education, not maintain ongoing residency. The company's team of 50 professionals has extensive experience processing over 100,000 applications from high-risk countries like China, Bangladesh, and Pakistan to identify fraudulent documents and doubtful profiles.
The document provides an employer's guide for hiring international graduate business students from the University of Minnesota Carlson School of Management. It covers hiring international students for internships and full-time roles, different visa types and requirements, and the responsibilities of students and employers. The guide explains processes like Curricular Practical Training (CPT) for internships, Optional Practical Training (OPT) for post-graduation work, and H-1B visa sponsorship for long-term full-time hiring. It also addresses frequently asked questions about topics such as prevailing wages, specialty occupations, and STEM designations.
Measuring The Intangibles A Schnur July2005AnthonySchnur
The document discusses the subjective factors that capital providers consider when evaluating potential investments. They look beyond quantifiable data to assess intangibles about management capability and the company-investor relationship. Capital providers form impressions throughout the acquisition process about what kind of client the company will be. They judge consistency, the ability to present a clear internal view, responsiveness to requests, and litigation history. How the company conducts itself in discussions conveys these intangibles that are important to securing funding.
Everyone wants to bring their best to their work and life. And doesn’t it feel great when we’re on top of our game – feeling sharp, resourceful and creative? But with unprecedented levels of demands (at work and in life) and limited resources, it's easy to get swept into the limiting chaos of feeling ‘too busy and overwhelmed’. The costs can be high – lost productivity, diminishing engagement, and less-than-optimal thinking ability. This is true for anyone at all stages of one’s career – from entry level, to mid-management and even executive leadership. This recorded webinar, with presenter Eileen Chadnick, gives you the tools you need to manage during times of 'crazy busy'. Watch the full recorded webinar here: http://charityvillage.com/elearning/webinars/past-webinars/finding-ease-in-times-of-crazy-busy.aspx.
EASTeam is comprised of a multinational group whose primary function is recruitment of technical professionals within Power Electronics (Motors/Drives) & Motion Control Industries. Emphasis on Product Development, R&D
The document provides an overview of Capodian LLC's investment strategy and objectives. Capodian targets small, independent oil and gas producers in the US that are overlooked by larger investors. It aims to provide capital and accelerate these companies' growth through structured preferred equity investments ranging from $8-40 million with targeted returns of 24% or more. Capodian's managers have extensive industry experience that helps identify opportunities and support portfolio companies' management teams.
This webinar, presented by Sheena Greer, explores just what boundaries are, examines some common workplace issues, and provides tips on how to create healthy boundaries that are not only good for you, but great for your entire team.
Watch the full recorded webinar here: https://www.youtube.com/watch?v=tyNipBf2x1Y
Discipline and Dismissal for Nonprofit Organizations: Making the best of a di...Marina Dawson
We appreciate our employees and volunteers and we value their contribution to our organization. But sometimes, the fit between organization and employee or volunteer just isn’t there and changes need to be made. This session will give you the tools you need to successfully manage the discipline and dismissal process, including how to: create an environment that proactively manages people; plan for and implement all three phases of the discipline process; engage in productive discussions when discipline is required, starting immediately and; identify how and when to move to a dismissal.
To view the full one-hour webinar, including audio, visit: http://charityvillage.com/elearning/webinars/past-webinars/discipline-and-dismissal-making-the-best-of-a-difficult-situation.aspx
Before the interview: How to successfully screen candidatesMarina Dawson
The document outlines an online training module on screening candidates for hiring. It discusses the importance of screening and legal considerations. It also covers developing rating guides and grids to rate candidates in a standardized, unbiased manner. The training is divided into three modules which discuss the impact of hiring, using organizational inputs to develop hiring criteria, and how to create rating tools to evaluate candidates.
The document discusses different roles in business transactions - buyer, seller, consultant - and how to shift one's mindset and approach. It suggests that truly defining your own value and learning from mistakes can help you move from a traditional buyer-seller dynamic to a more consultative role. Real-world examples are provided to illustrate how perceptions can be changed by focusing on problem-solving rather than just making sales.
Technology Controls in Business - End User Computingguestc1bca2
The Use of Spreadsheets: As it relates to Section 404 of the Sarbanes-Oxley Act.
The use of spreadsheets in financial reporting and operational processes, is a key tool for some corporations, and is an integral part of the information and decision-making framework.
This information is provided as an educational service and is not legal advice. Consult with an attorney for your specific circumstances. For a comprehensive evaluation of your immigration situation and options, you are invited to contact us:
Badmus & Associates
https://badmuslaw.com
immigration@badmuslaw.com
214-494-8033
Principal office in Dallas, Texas
Immigration services offered nationwide.
#badmuslaw #immigrationlawyerusa #uscis #immigrationlaw #usvisa
The document discusses career planning after residency, including fellowship, visa issues, types of practice, and job interviews. It provides details on planning for fellowship, the application process, selecting programs, and differences from residency training. It also outlines various types of medical practice in the US, factors to consider for solo practice or joining an existing solo practice.
Unlocking the Secrets to National Interest Waiver Green Cards!Badmus & Associates
Attorney Ann Badmus discusses National Interest Waiver (NIW) green card options for qualified applicants.
Consult with an attorney for your specific circumstances. For a comprehensive evaluation of your immigration situation and options, you are invited to contact us:
Badmus & Associates
https://badmuslaw.com
immigration@badmuslaw.com
214-494-8033
Principal office in Dallas, Texas
Immigration services offered nationwide.
The document provides an overview of US immigration laws and processes for nonimmigrant and immigrant visas. It discusses categories such as F-1 student visas, H-1B specialty occupation visas, and employment-based permanent residence. The document outlines requirements and procedures for obtaining H-1B visas, including labor condition applications and supporting documentation. It also discusses options for extending or changing status when an H-1B petition is pending or denied.
The document provides an overview of the PERM labor certification process and subsequent green card application procedures. It discusses key aspects of the PERM process including choosing the correct employment category, defining the job requirements, determining the prevailing wage, conducting recruitment and maintaining documentation. The presentation also outlines the steps after PERM approval, including filing Form I-140, the immigrant visa application process via adjustment of status or consular processing, and tips for expediting processing. Attendees are encouraged to consult with an immigration attorney for advice specific to their case.
Hiring International Students - OverviewAmanda Warner
Hiring international graduate students can provide benefits to employers. These students often have skills in multiple languages and knowledge of business practices in other countries due to experiencing different cultures firsthand. They also tend to be highly adaptable and persevering due to navigating international systems of education and business. There are two main options for employers to hire international students: Curricular Practical Training (CPT) allows for summer internships and part-time work during studies, while Optional Practical Training (OPT) provides up to 12 months of work authorization post-graduation. The employer has little to no costs associated with these options and the university guides students through the application processes. Certain STEM-designated programs also qualify students for an extended 36 month
This document provides information about MSU College of Law's externship program for spring 2017. It defines the differences between externships and internships, noting externships have academic and experiential components under attorney supervision. Eligibility and placement examples at governmental, nonprofit and court sites are described. The application process involves reviewing postings and applying through the career services system. Students must complete substantive legal work, be supervised by an attorney, and attend seminar classes. Financial aid covers externship credits. The preferred and final deadlines to secure a placement and submit forms are noted.
This information is provided as an educational service and is not legal advice. Consult with an attorney for your specific circumstances. For a comprehensive evaluation of your immigration situation and options, you are invited to contact us at:
Badmus & Associates
https://badmuslaw.com
immigration@badmuslaw.com
214-494-8033
Principal office in Dallas, Texas
Immigration services are offered nationwide.
#badmuslaw #immigrationlawyerusa #uscis #immigrationlaw #usvisa
This document summarizes different types of on-campus and off-campus employment options for international students. It discusses working on campus, curricular practical training (CPT) internships, optional practical training (OPT) before and after graduation, economic hardship employment, and special situations like the H-1B extension and international organization employment. The last section provides contact information for the International Student and Scholar Services office for questions about employment authorization.
RTC Knowledge Services Private Limited evaluates student credentials to ensure universities attract genuine students. They assess academic history, documents, employment, and an applicant's overall profile to verify the student meets visa criteria and intends to gain an education, not maintain ongoing residency. The company's team of 50 professionals has extensive experience processing over 100,000 applications from high-risk countries like China, Bangladesh, and Pakistan to identify fraudulent documents and doubtful profiles.
The document provides an employer's guide for hiring international graduate business students from the University of Minnesota Carlson School of Management. It covers hiring international students for internships and full-time roles, different visa types and requirements, and the responsibilities of students and employers. The guide explains processes like Curricular Practical Training (CPT) for internships, Optional Practical Training (OPT) for post-graduation work, and H-1B visa sponsorship for long-term full-time hiring. It also addresses frequently asked questions about topics such as prevailing wages, specialty occupations, and STEM designations.
This presentation was compiled using current information available for ISSSO’s Spring Employment Seminar. The contents presented are for educational purposes only and are subject to change without notice.
This document provides an orientation for J-1 scholars at Northeastern University. It includes information about Northeastern and Boston, accommodations, transportation, government identification, safety, the J-1 exchange program objectives and cultural component, health insurance requirements, and maintaining J-1 status compliance. Key details covered are the large international population at Northeastern, obtaining a Massachusetts ID, using public transportation, and understanding rules around travel, insurance coverage, and the 24-month bar on returning as a J-1 research scholar.
Optional Practical Training (OPT) allows F-1 students to gain up to 12 months of work experience in their field of study after graduating from an eligible academic program. To qualify for OPT, students must have been enrolled full-time for at least one academic year and apply before completing their studies or within 60 days of completion. The application process involves obtaining a recommendation from the school, applying to USCIS, and receiving an Employment Authorization Document. While on OPT, students must report employment changes and are allowed brief periods of unemployment not exceeding 90 days total.
This document provides an overview of hiring and employing foreign healthcare workers in the United States. It discusses the visa options available, including nonimmigrant visas like H-1B and TN visas as well as immigrant visas. It outlines the requirements and processes for obtaining different visas, such as the VisaScreen educational and licensure validation required for many healthcare occupations. It also notes current problems and proposed legislative changes regarding hiring foreign healthcare professionals.
The admissions and enrolment policy of Grafton College sets out a fair and transparent process for admitting students from diverse backgrounds. The policy ensures equal opportunity for all qualified applicants and assesses students holistically, considering qualifications, experience, and motivation. Upon acceptance, students complete an enrolment process that includes verification of documents and an induction covering administrative, course-related, and welfare information to support their study.
13062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
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Essential Tools for Modern PR Business .pptxPragencyuk
Discover the essential tools and strategies for modern PR business success. Learn how to craft compelling news releases, leverage press release sites and news wires, stay updated with PR news, and integrate effective PR practices to enhance your brand's visibility and credibility. Elevate your PR efforts with our comprehensive guide.
Here is Gabe Whitley's response to my defamation lawsuit for him calling me a rapist and perjurer in court documents.
You have to read it to believe it, but after you read it, you won't believe it. And I included eight examples of defamatory statements/
Youngest c m in India- Pema Khandu BiographyVoterMood
Pema Khandu, born on August 21, 1979, is an Indian politician and the Chief Minister of Arunachal Pradesh. He is the son of former Chief Minister of Arunachal Pradesh, Dorjee Khandu. Pema Khandu assumed office as the Chief Minister in July 2016, making him one of the youngest Chief Ministers in India at that time.
2. Introducing the “A
Team”
Anne L. Butler, ISSS Director
Anna L. Stuart, ISSS
Administrative Coordinator
Ann L. Lipson, Attorney at Law
3. Agenda
PR Overview and Pathways
UCSC Visa Policy and the
exception process
How to initiate PR petitions
Working with ISSS and outside
immigration counsel
Review of new UCSC PR Forms
Case studies
Q&A
4. Learning Objectives
Understand the various PR
pathways: know what
elements must be present in
order to pursue each pathway
Understand how to navigate
the PR process at UCSC:
how to work with ISSS and
outside attorney
6. What is Permanent
Residence?
Immigrant visa
Immigrant = Green card = Resident
Alien = Lawful Permanent Residence
Requires offer of permanent
employment
Reasonable expectation of indefinite
employment for professors
Reasonable expectation of
guaranteed funding for at least three
years for researchers
Employment must be full-time
7. Definition: Non-
immigrant Visa
Temporary; for work purposes
Tied to specific employer – FT/PT
Alphabet Soup
H-1B (dual-intent)
O-1A (dual-intent)
TN
E-3
8. Who Is a Permanent
Resident?
Someone who has acquired the
legal right to remain in the U.S.
indefinitely but is not a U.S.
citizen
Has similar, but not all, rights
and privileges as a U.S. citizen
Employment, Voting, Selective
Service
9. Advantages of PR for
UCSC:
Highly effective recruitment and
retention tool
May enhance our ability to obtain
government grants
Cost savings
Continuity of service
10. Advantages of PR for
Foreign National:
Significant quality-of-life
enhancements:
Long-term career planning
Spouse & children may work
Resident tuition for children
Eligible for own federal grant funding
Dependents don’t “time-out” of derivative
visa status at the age of 21
Eligible for mortgage and other personal
financial opportunities
Ease of travel – including business travel
Freedom to work elsewhere
11. Government Agencies
& PR
Dept of Labor (DOL)
for PERM labor certification cases
only
Dept of Homeland Security (DHS)
US Citizenship & Immigration
Services (USCIS)
Customs and Border Protection
(CBP)
Dept of State (DOS)
12. USCIS Eligibility Paths for
Permanent Resident Status
Family membership
Employment based on a shortage of
workers in an occupation or on the
special skills, knowledge and ability
of the applicant
Through investment that creates
employment for U.S. workers
The Visa Lottery
Humanitarian reasons (refugees, asylum
16. UCSC Visa Policy
UCSC may sponsor employment-based
immigrant visas for:
Permanent tenure-track faculty members
Researchers in Professional Researcher
Series at the Associate Researcher level
or higher, if:
employment is full-time
funding is guaranteed for minimum of
3 years;
recruitment has occurred within 6
months
17. Exceptions to UCSC Visa
Policy Requires approval by ISSS
Director
Review for legal “bright line”: must
meet all USCIS requirements
Advise AVC on risk that exception may
pose
Requires approval by AVC
Academic Personnel and EVC
Determine if exception is required to
support academic mission
Determine if risk is acceptable
18. Exceptions to UCSC Visa
Policy
An exception to visa policy may
not be part of a job offer
An offer of sponsorship may not
be used to “sweeten” a low-wage
position
An exception to policy is not
appropriate as an automatic “next-
step” when a non-immigrant visa
21. 6 Possible Pathways to PR
Status
for UCSC Faculty &
Researchers1. PERM
2. Outstanding Professor
3. Outstanding Researcher (or Researcher
with Exception)
4. Self-petitioning “Alien of Extraordinary
Ability”
5. Self-petitioning “Alien whose work is in the
National Interest”
6. Marriage to US citizen
22. Pathway 1: PR for
Classroom Professors Via
PERMPERM
Program Electronic Review
Management system
Labor Certification
application
PERM/Special Handling
College/University Teachers
only
23. Mandatory PERM
Requirements Professor must be paid at or
above the prevailing wage as
determined by on-line wage library
confirmed by DOL in Sacramento
Must be completed within 18
months of date of selection
Signed letter from Professor
accepting job offer, with date of
selection
24. PERM Competitive Recruitment
Requirements
Candidate must be more qualified than any other
U.S. workers who applied for the job as evidenced by
completion of UCSC competitive recruitment, Parts
A, B and C
Notice of job opening to Labor Relations for
forwarding to UCSC Faculty Association
Minimum of 1 National Professional Journal Print Ad
(campus omnibus ad might be sufficient)
Ad tear-sheet and proof of payment
Copies of on-line advertising
Recruitment Report
25. PERM Recruitment
Dossier
Copy of job offer letter (selection
document)
Prevailing wage request determination
from EDD
Copy of notice to Labor Relations for
forwarding to Faculty Association, and
copy of letter from Labor Relations
confirming forwarding
Recruitment report documentation
26. PERM Recruitment Report
Documentation
Signed recruitment report
from hiring authority,
supported by the following:
Recruitment results, part A, B and C
Copies of all ads
Statement attesting to professor’s
credentials
Copies of academic credentials and
letters of reference
UCSC retains for 5 years
27. PERM Process
Step 1: PERM
UCSC files PERM application on-line with
DOL
Based on prior recruitment
Step 2: I-140
UCSC files petition with USCIS to classify FN
in employment-based 2nd
preference category
File concurrently if visa available
Step 3: I-485
FN & dependents file green card application
in U.S.
Normally file concurrently with I-140 if visa
available
Can apply for PR at US consulate overseas
28. UCSC PERM
Timeline:
Special Handling
Conduct normal competitive
recruitment
Submit Academic Recruitment
Record, Parts A, B, C
Must file within 30 – 180 days after
notice forwarded to UCSC Faculty
Association
29. DOL & USCIS Adjudication
Timelines & Fees
PERM
DOL: 3-6 months, assuming no audit.
Add on three months if audited
USCIS: I-140 alone: 9-12 months
USCIS: I-485 green card application
alone: 6-12 months
USCIS: I-140/I-485 together: 12-24
months
USCIS filing fees
$0 for PERM
$475 for I-140 for step 2
$1010 for the FN’s I-485 green card
application (includes work permit and
30. Pathway 2:
PR for Outstanding Professor
Step 1: I-140
UCSC prepares and files petition with USCIS
showing:
Professor is internationally recognized as
outstanding in his/her academic field
Has at least 3 years of prior
research/teaching experience
Can submit at least two out of eight possible
types of evidence – see handout for list of
evidence
Requires at least six to eight letters of
endorsement from scholars/researchers in the
field
Step 2: I-485
FN and dependents file green card application
31. Pathway 3: PR for Outstanding
Researchers (without or with
exception)
For FN at the Associate Researcher level
or higher – others must be by exception
Employment must be full-time
Funding must be guaranteed for a
minimum of 3 years and recruitment has
occurred within 6 months
Follows same 2-step process as
Outstanding Professors
32. Pathways 4 & 5:
Self-petitioning Researchers
Must demonstrate they are “aliens of
exceptional ability in the arts, sciences,
business, or education”;
OR
Must demonstrate that their work is in
the “national interest” and that they
contribute to this research in a significant
way on a national level
Self-petitioners follow same 2-step
process as UCSC-sponsored Professors
and Researchers
33. Pathway 6: PR Based on
Marriage to a US Citizen
Applications filed by foreign national (FN)
and spouse
No UCSC involvement
Timeline: ~ 75 days for travel document;
90 days for work permit (EAD); 4 mos. to
interview
USCIS filing fees: $1010 for FN; $355
for petitioning spouse
36. H-1B vs. PR
H-1B PR
Temporary job offer –
maximum 6 years; can be
extended in certain
circumstances
Offer of permanent
employment
Visa status tied to
employer – can only
receive salary from UCSC
Once PR is approved FN
no longer tied to UCSC
Can be part-time Must be full time
Can hold > 1 H-1B for > 1
employer
Must work for UCSC for
“reasonable period of time”
once approved
37. H-1B PR
No recruitment of US
workers required
PERM requires
recruitment of qualified
candidates first
Job posting must be for 10
days by dept.
Job opening must be
forwarded to Labor
Relations for forwarding to
UCSC Faculty Assoc.
Must be paid prevailing
wage
Must be paid prevailing
wage
H-1B vs. PR
38. H-1B PR
Only requires a
Bachelor’s degree
Requires Master’s or
higher; FN must be
more qualified than all
US candidates (PERM)
or be internationally
recognized & have 3
yrs prior
teaching/research
experienceRequires H-1B visa in
passport to enter US
from abroad
No visa required; entry
with green card and
foreign passport
H-1B vs. PR
39. H-1B vs. PR
H-1B PR
No direct pathway
to citizenship
Can apply for US
citizenship after 5
yrs & if certain
residence
requirements are
met
Does not require
medical exam or
FBI background
check
Requires medical
exam &
background check
40. Strategic Maintenance of H-1B
During PR Process
UCSC applies for PR status during foreign
national’s H-1B status
FN should maintain H-1B status during the
PR process as a back-up position in case
the PR case is denied for whatever reason
(including USCIS errors).
FN and UCSC should apply for H-1B
extensions in plenty of time to avoid delays.
During PR process once FN applies for
green card, FN also applies for
employment authorization (EAD) and
international travel document (Advance
41. EAD and Advance
Parole
I-140/I-485: 12-24
monthsEmployment Authorization
Document (EAD)
Allows FN to work for UCSC and for
other employers during the PR process
Normally given for one year at a time
Fee is included in green card
application
Advance Parole (AP)
Allows FN to come back into US from
overseas trip without visa
Fee is also included in green card
42. Work/Travel on H-1B
or EAD/AP
If FN enters on AP, he/she must work on
EAD
If FN enters on H-1B visa he/she would
continue working in H-1B status
ISSS preference: FN should try to stay in
H-1B status and use the EAD and AP as
a back-up in case the FN does not have
time to obtain new H-1B visa overseas or
if FN wants to accept payment from
consulting assignments from employer
43. Maintenance of PR
Status Re-entry from int’l trip of 6 months or
less:
Valid unexpired green card and valid
unexpired passport
Trip must be temporary and intent is to
remain lawful PR
Trips of 6 months to 1 year
FN should consult with ISSS or
immigration counsel to find out what
evidence to present upon re-entry
Trips of 1-2 to two years
Must first obtain re-entry permit prior to
departure
44. Naturalization as US
citizen Recommended for most PRs – no
UCSC involvement in application
FN usually can retain dual citizenship
Must wait 5 years after becoming PR (3
if based on marriage)
Must satisfy residence and physical
presence requirements
Trips overseas longer then 180 days
may create continuity of residence
issues
45. Must demonstrate good moral
character
Must pass English and Civics test
Timeline: Approximately one year
from application to swearing in
USCIS Filing Fees: $595 plus $80
biometric fee
Naturalization as US
citizen
46. Process
Key Points to Remember
“How to” Overview
Workshop Materials
Review
Presented By Anna L. Stuart
49. Initiating Outside Counsel:
ISSS Form OC01
Mandatory Initial Consultation
Meeting
Purpose: to discuss & determine most
appropriate PR Pathway with Outside
Counsel
Minimum Attendees: Outside Counsel,
ISSS, Employee/Scholar, Dept &/or Div
Rep
ISSS Form OC01: Initiate Outside
Counsel
50. Continued Representation
by Outside Counsel
ISSS Form OC02: Continuity of
Outside Counsel
FOAPAL provided to cover basic
attorney fees specific to PR Pathway
Dept acknowledgement of
responsibility for all associated costs
Dependents - responsibility of
Employee
Cannot pass costs associated with
PERM filing back to Employee
If a UCSC FOAPAL is used =
“UCSC-sponsored PR’
51. Workshop Materials
Overview Pathway 1: PERM
Sample Department Checklist (Dossier)
EDD Prevailing Wage Request
DOL ETA 9089
Pathways 1-5:
USCIS I-140 Form
Charts
Comparison of PR Pathways
H-1B vs PR
PR Process Flow
Visa Costs Comparison
52. Test
What’s the most important
thing to remember after
today?
If in doubt, contact ISSS:
Anne Butler @ 9-4214
Anna L. Stuart @ 9-5269
ISSS Mainline @ 9-3550
Call Anne/ ISSS as liaison to Attorney
When a department enteres into a contract with our immigration attorney, they do so they are also acknolwedging the understanding that it is the department’s responsibility to account for all associated costs of the entire PR case. As to which costs they pass along to their employee/scholar is a discussion between those two parties. Neither ISSS nor the attorney are liable for those costs. With only one exception, all associated costs can be passed to scholar.
Sponsorship: it is important also to remember that anytime a UCSC FOAPAL will be used in connection with a PR case of any kind - the process must come through our office and must involve the Department taking responsibility for those fees.
Deadline: as soon as you start thinking about the issue of permanent employment for an international employee - call ISSS. In order to give the case the widest selection of PR Pathways - to include the PERM ALC - Between 6-12mths after a formal letter of acceptance from the scholar.
Contact Anne - ISSS as the liaison between attorney and Department
Eligibility - in the rare event that an exception is needed - Anne will talk you through the process and provide you with the necessary form.
Initiating Outside Counsel - first & mandatory step is an initial consultation with all parties and Outside Counsel. ISSS will provide Dept the first of our two Outside Counsel Forms - OC01: Initiate Outside Counsel which as the name suggests is specifically designed for the first mandatory meeting with the attorney. Upon signing this form and providing a FOAPAL, you are agreeing to cover the attorney fees associated with the ICM. We did not used to make this meeting mandatory but we have found that holding this meeting saves both time and money down the road for all concerned. Refer in packets to the purpose of the Meeting - QUOTE - and a sample agenda. The other good thing to note about this meeting is that if you forget everything that we have covered today - this meeting will include a complete discussion of the PR process specific to the scholar/employee in question. In terms of attendees - at a minimum - attorney, scholar, ISSS Director or liaison, Departmental &/or Divisional Representative. Linguistics Chair example.
Final Note: the main importance of these meeting is to save staff time and save money.
Imagine we are toward the end of that ICM - a pathway for PR has been selected and the decision to move forward has been made. At that time, during that meeting, ISSS will provide you with the second of our Outside Counsel Form - OC02: Continuity of Outside Counsel which as the name suggest is designed to cover the continued representation by our attorney in the preparation and filing of the specific PR pathway chosen. I quickly want to discuss the issue of fees - if you refer to the Attorney and Filing Fee overview document, I would just like to highlight some key point - 1. The FOAPAL or FOAPALs provided on this OC02 form are only to cover the attorney fee portion of the PR Pathway chosen. They do not include USCIS fees (outlined below) - you will be specifically asked to order the checks for these fees by us at the appropriate time; it also does not include further attorney work such as representation at an interview when scheduled by USCIS; RFEs (Requests for Further Evidence); or appeals. All of these costs should be taken into account at the outset - and as I mentioned in the signing of this OC02 form - you are also signing acknowledgment of responsibility for any associated costs (bear in mind that an interview may be held a few years down the PR Pathway).
A quick word on the costs associated with Dependents - these costs, when applicable, are the responsibility of the scholar to cover - again these costs can be passed to their department but that discussion will be between you and your employee - neither the attorney nor ISSS are involved in that decision but those costs will need to be covered.
Before I finish and in your own time - take a look through the other documents in your binder. I haven’t talked about them specifically as they are just for your reference. One thing that I would like to call out specifically is that we have included the Department Checklist associated with Pathway 1: PERM Alien Labor Certification. This is just a sample - no cheating - but it is designed to give you some advance notice of the kinds of documentation that you will be collecting on behalf of your scholar in order for us to file. This is the most labor intensive for you as departments and so take a look. We have also included the PERM form that we file (the 13 page document Ann referenced earlier) so you can take a look at the process from the ISSS/Attorney standpoint. We have also included the USCIS form I-140: Immigrant Petition for Alien Worker - that ISSS/Attorney work on and file on behalf of UCSC and the scholar.
Before I finish and in your own time - take a look through the other documents in your binder. I haven’t talked about them specifically as they are just for your reference. One thing that I would like to call out specifically is that we have included the Department Checklist associated with Pathway 1: PERM Alien Labor Certification. This is just a sample - no cheating - but it is designed to give you some advance notice of the kinds of documentation that you will be collecting on behalf of your scholar in order for us to file. This is the most labor intensive for you as departments and so take a look. We have also included the PERM form that we file (the 13 page document Ann referenced earlier) so you can take a look at the process from the ISSS/Attorney standpoint. We have also included the USCIS form I-140: Immigrant Petition for Alien Worker - that ISSS/Attorney work on and file on behalf of UCSC and the scholar.