140 approve了但没有到180天对换工作的影响

nellie1227 发表于 2021-4-2 02:26
是的。。

如果是这样的话， 在绿卡PD到之前，其实不用着急申请PERM

还是说无论如何，换了雇主最后还是要重新走所有的流程，才能拿到绿卡？

Vincentlnpa 发表于 2021-4-2 02:31
如果是这样的话， 在绿卡PD到之前，其实不用着急申请PERM

还是说无论如何，换了雇主最后还是要重新走 ...

在485 pending 180天之前的任何时间，换了工作就要从新做绿卡程序，现在PERM和140走一遍得2年吧。。。

nellie1227 发表于 2021-4-2 02:41
在485 pending 180天之前的任何时间，换了工作就要从新做绿卡程序，现在PERM和140走一遍得2年吧。。。

按照你的分析，如果一开始的原雇主180天内不withdraw 140的话
140其实一直有效，可以一直用来延期3年H1B

拿绿卡的话 肯定用重新走PERM/140，但是如果排期还没到，其实就可以用140一直延，没啥风险？

Vincentlnpa 发表于 2021-4-2 02:45
按照你的分析，如果一开始的原雇主180天内不withdraw 140的话
140其实一直有效，可以一直用来延期3年H1B ...

是可以一直延h1b。。支持你485的雇主需要有由这个雇主申请的140啊，最差是你交485的时候要有批准的PERM，可以concurrent filing 140和485；140必须是PERM批准后180天内file，否则PERM就废了；所以PERM和140要尽早做，不然PD到了，PERM没批，你交不了485

nellie1227 发表于 2021-4-1 10:26
是啊，180天规定就是可以撤销140啊，撤销的140不能用来延h1b；只要140批准了PD就锁定，撤不撤都不影响， ...

明白了, 感谢! 您好专业啊,而且很热心, 您是律师还是自学这方面的知识, 有没有180天撤销140不影响PD的法律条文链接可以参考? 谢谢!

nellie1227 发表于 2021-4-2 03:06
是可以一直延h1b。。支持你485的雇主需要有由这个雇主申请的140啊，最差是你交485的时候要有批准的PERM， ...

多谢专业解释

原则上是在新雇主尽快开始PERM和140，而且要考虑到PERM流程算两年

所以说新雇主最多等1年就开始马上开始，但是最好的是140后可以一直延期，这个倒是好事啊

我的PD是2020年6月中旬，所以等PD current估计要很久，暂时问题不大

xiaoshunlong 发表于 2021-4-2 10:11
明白了, 感谢! 您好专业啊,而且很热心, 您是律师还是自学这方面的知识, 有没有180天撤销140不影响PD的法 ...

你Google下 Final Rule on High Skilled Workers Takes Effect on January 17, 2017

nellie1227 发表于 2021-04-02 09:20:38
你Google下 Final Rule on High Skilled Workers Takes Effect on January 17, 2017

谢谢，就是这个retention of priority dates.

DHS clarified that under this rule that the beneficiary of a Form I-140 petition may be able to retain his or her priority date even if approval of the petition is revoked due to withdrawal or business termination

发现这个条例，不知道回国照顾病重家人算么？

Compelling circumstances I-140 employment authorization:

This new immigration provision will allow certain skilled workers with compelling circumstances who have an approved I-140 immigrant visa petition to apply for a one-year employment authorization card if specific requirements are satisfied. Such requirements include establishing compelling circumstances such as medical issues or other emergencies, employees engaging in protected conduct who fear retaliation from the employer, or other economic harm facing the employee or employer. Comments to the final rule provide several examples of situations where compelling circumstances employment authorization might be applicable. Additional criteria include that the individual is currently in the U.S. and maintaining E-3, H-1B, H-1B1, O-1 or L-1 status, that the individual is the beneficiary of an approved I-140 petition, and that the individual cannot immediately move forward with the permanent residence process due to visa backlogs. Such work authorization is only for a limited period when there are compelling circumstances. If the compelling circumstances are continuing and can be shown to USCIS, a one-year renewal of this type of work authorization can be applied for and approved by USCIS. This employment authorization must be applied for with Form I-765. The final rule confirmed that applicants who have been convicted of a felony or two or more misdemeanors are ineligible for this compelling circumstances work authorization. Spouses and children will be eligible for an EAD if the principal spouse or parent is granted an EAD. The EAD of the dependent will only be granted for the same time period of the principal spouse or parent. Although commenters to the proposed rule requested that advance parole be granted as part of the compelling circumstances work authorization, with the issuance of the final rule, USCIS decided not to make advance parole automatic with the issuance of this type of EAD. However, USCIS did note that it would consider such advance parole travel authorization on a case by case basis for a specific humanitarian reason or significant benefit to the public. The comments with the final rule indicate that those individuals in the U.S. working under this compelling circumstance provision will be considered in a period of authorized stay. However, having this type of work authorization will NOT allow an individual to adjust status to permanent residence. In order to file an I-485 adjustment of status application, this means that the individual would need to find an employer to sponsor him or her for H-1B status, leave and obtain an H-1B visa stamp, return back to the U.S. and then file the I-485 application. Based on the narrow requirements and the inability to file for an I-485 application, it is likely that this new provision will not be routinely used by immigration filers.