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 January 2014


Please forward this newsletter to persons you think will be interested.
Happy Holidays and Happy New Year
 
The Challa Law Offices in VA and Challa Immigration Law Office in NC wish you the very best this New Year, and hopes you enjoyed an excellent holiday season.
Challa Law Team Visits Richmond  

Area Veteran's Home 

 

When it comes to serving the community, Challa Law Offices strives to lead the way. On January 11, 2014, the employees of Challa Law headed for volunteer work at the Veteran's Transitional Program, located on the grounds of Hunter Holmes McGuire Veterans Center in Richmond, Virginia. The program, affiliated with United Way's HomeAgain, is a transitional home for Military Veterans returning to civilian life. HomeAgain's mission is to assist homeless families and individuals by providing emergency and transitional shelter as well as programs designed to build skills leading to increased self-support and to identify resources needed to obtain and maintain permanent housing. The passionate and committed staff of HomeAgain took the Challa Law Offices team on a fantastic tour of the veteran's facility which includes space to accommodate up to 16 veterans. The Challa Law team then spent time connecting with and listening to the stories of several veterans who shared their encouraging stories of success having taken part in the program. To top off their visit, the Challa Law Offices team served and enjoyed lunch with some of America's heroes.

Challa Law Helps Out at HomeAgain's Veteran Transitional Home at Hunter Holmes McGuire Veterans Center in Richmond, Virginia

Challa Law Offices Celebrates the Holidays

 

Challa Law Offices had its New Year's celebration 
at Hondo's Steakhouse in Richmond,VA.
 
 
H-1B Foreign Workers in FY 2015 H-1B Cap Season (10/01/2014-09/30/2015)

 

Considering continuous improvement of the country's economy, demand for high-level foreign workers, particularly in the high-tech and finance industry, is likely to rise in coming years. FYI, FY 2014 that started on October 1, 2013, the annual H-1B cap numbers of 85,000 (65,000 regular cap+20,000 master cap) ran out as soon as the USCIS opened the H-1B cap season on April 1, 2013. Therefore, in the next one year, the employers will face a challenge to fill their demands for their needed foreign high-tech workers in FY 2015. It is certain that the H-1B cap situation will become worse in the following year.

 

Since FY 2015 H-1B cap season will open in the next four months, employers should start assessment of the estimate growth of their businesses and their demand for high-tech workers in coming years so that they start planning and recruitment of the needed foreign worker resources and preparation of H-1B cap filing on the first day of April 2014 or at least within the first seven (7) calendar days or the first five (5) business days in April 2014.

 

Under the H-1B rule, the agency is required to keep taking in new H-1B cap petitions during the first five business days of April even if they receive enough numbers on the first day of April. In April 2014, they should make it sure that their H-1B petitions are "physically" received by the appropriate Service Centers without any flaws in their documentation by April 7. The USCIS will then initiate computer random selection process right after April 7, 2014 to select the final cap numbers.

 

The USCIS initiated a rule-making process to launch electronic pre-registration of H-1B petitions to avoid its current hassle to deal with processing of "mountain" of H-1B cap petitions in the mails or by overnight deliveries in a matter of a day or a few days. The current system presents a huge problem in the front-end intake process. 

 

During the last two years, launch of this pre-screening process of electronic pre-registration rule was postponed since the reach of cap within first one week of April was not witnessed until April 2013. With the changed circumstances, the USCIS may consider pre-registration initiative in coming year, but thus far, there is no official release that the agency will launch the pre-registration process in April 2014.

 

 

Immigration Reform on the Horizon?

 

Early in 2013, a bipartisan group of eight Senators: Marco Rubio of Florida (R); Lindsey Graham of South Carolina (R); John McCain of Arizona (R); Jeff Flake of Arizona (R); Robert Menendez of New Jersey (D); Charles Schumer of New York (D); Richard Durbin of Illinois (D); and Michael Bennet of Colorado (D) formed a committee tackle the issue of immigration reform. On April 16, 2013 the committee, known as "the Gang of 8", introduced the Border Security Economic Opportunity, and Immigration Modernization Act to the Senate.

Of note, the Gang of 8 has proposed reforming the employment-based categories, which lead to lawful permanent status (green card.) There are five immigrant visas in employment-based categories, EB-1 through EB-5. Most non-citizens who are eligible for lawful permanent status through an employment-based categories fall under the EB-2 category, for advance degree recipients, or the EB-3 category, for skilled workers. Currently, employment-based categories are subject to annual limitations.

Each year, only a certain number of immigrant visas are made available to the employment-based categories; those visas are divided up among the various categories. However since most individuals fall into the EB-2 and EB-3 categories, more people apply for those categories than visas are available every year. Non-citizens who apply for those categories but don't receive their visa before the annual limit is reached are placed in a queue based on the date of their application. As the years have gone by, the queues have grown so long that many people are forced to wait five to ten years in order to even apply for their green card. This is especially true for nationals of high-demand countries like India and China.

The Committee proposes to remedy these backlogs within the next ten years by implementing the following measures. First, the bill proposes increasing the annual limits in the EB-2 and EB-3 categories by 40%. With close to double the annual slots, those who are currently backlogged can be processed more quickly, and in the future, there will be more slots available which will reduce backlog. Additionally, the annual numerical limits will exclude immigrants with doctoral degrees; immigrants with extraordinary ability in arts, science, education, business, and athletics (EB-1 category); certain physicians; and derivatives (children and spouses) in the immigrant visa employment-based categories. These exclusions from the annual numerical limitations will result in more available slots in the EB-2 and EB-3 categories. Finally, the Gang of 8 proposes creating a new EB category for individuals who have earned a U.S. Master's degree in a STEM field as long as they have been in the U.S. for at least five years and have an offer of employment in the U.S.

This proposed reform is not only beneficial for the immigrants and their families who are currently in limbo due to the existing backlogs, but also it is beneficial for the US economy as a whole. A large percentage of the EB-2 and EB-3 work visas are sponsored by employers unable to fill positions in the fields of Science Technology Engineering and Math (STEM) with American workers. In 2006, The United States National Academies expressed its concern about the steady decline of STEM education in the United States. Since those findings were published, organizations such as Nation Research Council and government officials have made concerted efforts to address the decline of STEM education. The government has implemented several measures to remedy this issue including encouraging Americans to enter these areas of employment; strengthening STEM education in primary and secondary school as well as encouraging foreign nationals educated in these fields to remain in the United States for longer periods of time. Prior to 2012, F-1 student visa holders who graduated from US universities, regardless of area of study, were only able to work in the United States on their F-1 visa for 12 months through the Optional Practical Training extension (OPT.) As of 2012, F-1 student visa holders who graduate from STEM designated degree programs can remain in OPT status an additional 17 months after the 12 month period on an OPT STEM extension.

Thus far during the mark-up period in the Senate for the Border Security Economic Opportunity, and Immigration Modernization Act (BSEOIM), the period in which Congresspersons review bills which are introduced and propose amendments, there have not been any significant changes to the employment-based categories of the bill which were proposed in mid-April. Therefore, it is highly likely that this portion of the legislation will remain if the BSEOIM is enacted. We applaud the Gang of 8's proposal in the immigrant visa employment-based category and hope that this portion of the bill remains throughout the revision process.

What Can I do if I Lose my H-1B Employment?

 

For H-1B employees, an unexpected loss of employment can raise all sorts of questions and concerns. Nevertheless, despite the alarm of this kind of scenario, there are still options available if an individual acts quickly enough. Below are some strategies that address these concerns. 


First, it is important to understand that the loss of H-1B employment does not mean that an employee begins to accrue time in unlawful presence right away. Unlawful presence, under INA § 212(a)(9)(B) imposes three and ten year bars upon foreign nationals who have accrued 180 days or a period of more than a year respectively in the US without authorization. The date on an individual's I-94 still controls how long he or she is able to stay in the United States before accruing unlawful presence. Therefore, although one loses H-1B "status" at termination of employment, one will not begin to immediately accrue unlawful presence in the United States until after the expiry of the date on his or her I-94. Nonetheless, it is important to keep in mind that loss of H-1B status means an employee may no longer in the work until a new H-1B petition has been filed on their behalf, and any denial of a new petition, extension, or change of status could potentially render them unlawfully present in the US.

With that said, USCIS does have discretion to excuse filings in spite of failure to maintain status under some circumstances. Although an employee is technically out of status immediately after the employment relationship ends, as a practical matter, especially if the petition is not revoked, USCIS may still approve a new H-1B petition or extension of status, filed by a new employer within 30 days or less after the previous employment relationship ends.

As soon as previous employment ends, the new job search should begin immediately. For any individual who previously had to qualify for their H-1B approval through the lottery selection system within the previous six years, they have the right to transfer their H-1B Petition to another H-1B employer, provided that their H-1B has not been revoked. Under those circumstances, an employee may begin working once again as soon as their new H-1B employer has filed another "non-frivolous" petition.

Still, finding new employment might not happen right away. Therefore it is prudent to file a change of status to some other non-immigrant visa classification as soon as possible. Not only does this give an individual a continuing legal presence in the United States, but it also provides an avenue to extend the job search. If an individual has other visa-holding relatives, he or she may be able to change status to become a derivative of another's visa classification, providing one of the most secure cushions between employment. However, another flexible way to secure status in the US is to investigate a change of status to either B-visitor classification, or F-student classification. This should be done as soon as possible, especially if one knows that it will take longer than 30 days for them to find new H-1B employment. After a change of status, when the time comes to change back to H-1B, the employee should wait for an actual approval of their new H-1B Petition before returning to work to avoid the risks of work without authorization.

Finally, even if a change of status is not an amenable route, in situations where an employee's H-1B visa from the former employer is still valid, a new employer can still file a new H-1B petition. The employee can take the new petition approval along with their original, valid H-1B visa, depart the US and reenter with a new I-94 to return to work. Alternatively, if the employee's H-1B is no longer valid, he or she may depart the US, take his or her new approval to the US consulate, then obtain a new visa, and reenter the US to return to work. Keep in mind that under 8 CFR § 214.2(h)(4)(iii)(E), upon termination prior to the expiration date of the H-1B status, the employer is required to pay the employee's return costs of transportation to his or her home country.

In summary, while losing H-1B employment may seem frustrating, there are ways to navigate the concerns and secure new employment. Challa Law Offices has experience in handling all of these kinds of issues. If you would like to discuss any of the information in this article, or anything further, please do not hesitate to contact us.  

Visa Bulletin For February 2014

Family-Sponsored

CHINA- mainland born

INDIA

F1

01 JAN 07

01 JAN 07 

F2A

08 SEP 13

08 SEP 13

F2B

08 JUL 06

08 JUL 06

F3

15 MAY 03

15 MAY 03

F4

22 OCT 01

22 OCT 01

 

Employment- Based

CHINA- mainland born

INDIA

1st

C

C

2nd

08 JAN 09

15 NOV 04

3rd

01 JUN 12

01 SEP 03

Other Workers

01 JUN 12

01 SEP 03

4th

C

C

Certain Religious Workers

C

C

5th  Targeted
Employment
Areas/
Regional Centers and Pilot Programs

C

C


If you would like to know about your case status, please call our office 804-360-8482 in Richmond or 919-380-4044 in NC and ask your attending paralegal/attorney or email them directly or send an email to our office at info@challalaw.com and someone will be able to help you.

 Supporting Our Troops and 

Showing Our Love for the Military 

 

Challa Law continues to send a box every month to our Military men and women who are overseas. If you would like to be a part of our continuing effort, you can donate and we will purchase the items to send them on your behalf, along with hand written notes to our troops.

 

You can send a check to Challa Law Office with AnySoldier.com  in the memo line, or you can donate via PayPal at www.challalaw.com  

 

The soldiers typically ask for basic items such as socks, snack foods, and laundry detergent.  For a more comprehensive list of necessary items, more information can be found on the Challa Law Facebook Page.  

  


Here is what a soldier recently had to say upon receiving our most recent package:

 

 

Excerpt from August 2013 Letter from Lt. H. Benedict

 

-          Thank you for the Morale Booster! Our soldier's faces lit up as I started laying out all the goodies from your care package. As soon as I announced the box, some soldiers made a beeline for it to see what was up for grabs! Two of my younger soldiers (21 and 20) have immediately started tossing around the mini footballs...a few others went straight for the magazines...  I try to think of the small things that will keep them going and help them remain positive, but as I get to know a number of them, many join the Army to get away from a rough upbringing and a number of them will not receive mail or packages at all from loved ones throughout this deployment. Thank you for making a difference --- my soldier, Donovan, in particular will remember your kindness... P.S. That candy kept most of our staff alert and awake for one of our late night planning sessions! Perfect timing!

 

 Challa Law is doing good things with your support. 

Please help this effort continue to grow. 

 Donations are tax-deductible !

Disclaimer
  
This newsletter has been prepared for general informational purposes only and does not constitute legal advice.  No information included herein shall create an attorney/client relationship or constitute an invitation for such a relationship. This newsletter is not intended to be an advertisement.  You should always seek professional, independent legal consultation before taking or refraining from any action.
Sincerely,
  
  
Lakshmi Challa
Challa Law Offices
In This Issue
Challa Law Team Visits HomeAgain

Challa Law Offices Celebrating the New Year

H-1B Foreign Workers in FY 2015 H-1B Cap Season (..

Immigration Reform on the Horizon?

What Can I do if I Lose my H-1B Employment?

February 2014 VISA Bulletin

Supporting Our Troops and Showing...Our Love for the Military

 

Upcoming Events at Challa Law 
 
Challa Law  office will be coming up with new seminar dates in 2014
 
Stay Tune for future seminars on immigration updates at a site near you.

 

Challa Law Offices After Hours Drop Box   

 

For your convenience we now have this facility at our 

Richmond office. 

 Our Office Locations:

 

RICHMOND, VA:

5040 Sadler Place

Suite 200

Glen Allen, VA 23060

804-360-8482

  

MORRISVILLE, NC:

5105 Grace Park Drive 
Morrisville, NC 27560

919-380-4044

 

HYDERABAD INDIA:

Challa Legal Services Pvt. Ltd
401 Flora Apartments
Road Number 3
Banjara Hills
Hyderabad, AP. India

info@challalegal.com

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