Since I got electronic refund to my tax rebate and have SSN for all family members, I was expecting Tax refund (stimulus) to be deposited in my bank accoung this week. This was big announcement in the last week.
But I dont see any rebate deposited in my account?
Does any of you have received such rebates?
Is there any contacts numbers where we can approach if we did not received Stimulus rebate al though we filed electronically?
Thanks
I did received the money on May 2 nd. The date when you receive your money depends on teh last two didigit of your SSN number. PLease check IRS.Gov there is a link to check your sttaus.
But I dont see any rebate deposited in my account?
Does any of you have received such rebates?
Is there any contacts numbers where we can approach if we did not received Stimulus rebate al though we filed electronically?
Thanks
I did received the money on May 2 nd. The date when you receive your money depends on teh last two didigit of your SSN number. PLease check IRS.Gov there is a link to check your sttaus.
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gk_2000
11-05 05:07 PM
It leaves out per-country limits for EB
Leo07
09-03 05:03 PM
I was thinking I'm the only one waiting for the inventory data eagerly.I just stopped short of opening a thread though:)
As ridiculous and pathetic as it may sound in our case, Homo sapiens like to wait for something good or in 'hope' for the good to come.
While waiting for GC eternally, we learned to wait for VB each month,Demand Data used for VB each month,Inventory Data released quarterly. Of course, for all the analysis & comments that come out of each of these data points.
If it helps any, don't expect it before Tuesday/Wednesday next week.
Have a wonderful long weekend y'all!
When will they post inventory data? I got bored with analyzing/looking May 2010 inventory. EB3 filers like me needs something to munch on for next couple of years.
Note to USCIS: don't delay your release dates of inventories. Keep us busy ...
As ridiculous and pathetic as it may sound in our case, Homo sapiens like to wait for something good or in 'hope' for the good to come.
While waiting for GC eternally, we learned to wait for VB each month,Demand Data used for VB each month,Inventory Data released quarterly. Of course, for all the analysis & comments that come out of each of these data points.
If it helps any, don't expect it before Tuesday/Wednesday next week.
Have a wonderful long weekend y'all!
When will they post inventory data? I got bored with analyzing/looking May 2010 inventory. EB3 filers like me needs something to munch on for next couple of years.
Note to USCIS: don't delay your release dates of inventories. Keep us busy ...
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gxtrader
10-02 02:49 AM
Fully paid?
Do we need to have the original receipt notices.
I asked my attorney and he said that the copies would be fine.
He sent me scanned receipt notices via e-mail and says that it will
be fine and not ready to send the originals for some reason.
Can you guys think of any reason attorney not willing to give the original receipt notices?
Thanks.
Do we need to have the original receipt notices.
I asked my attorney and he said that the copies would be fine.
He sent me scanned receipt notices via e-mail and says that it will
be fine and not ready to send the originals for some reason.
Can you guys think of any reason attorney not willing to give the original receipt notices?
Thanks.
Blog Feeds
05-30 12:30 PM
Silicon Valley Immigration Lawyer Blog Has Just Posted the Following:
Across Silicon Valley and the rest of the U.S., many employers are avoiding layoffs by reducing employee hours or by cutting salaries. However, H-1B visa (http://www.geelaw.com/lawyer-attorney-1054805.html)holders, and their employers, can run afoul of U.S. immigration laws if the salary is cut without a corresponding reduction in hours.
An H-1B employer must attest to the Department of Labor, that the employer is paying the H-1B employee the higher of either: 1) the prevailing wage for the same occupational classification in the same area of employment, or 2) the actual wage level paid by the employer to all employees with similar experience and qualifications for the same job. When submitting the H-1B petition, the employer must state the number of hours per week that they will employ the H-1B worker. So if the prevailing wage for a software engineer in the San Jose metropolitan area is $40/hr., then for a full-time job the annual salary would be $83,200. This would be the minimum that the employer would need to pay annually, and an employer could always pay more.
Suppose your Palo Alto employer informs you that all professionals are taking an across-the-board 15% pay cut. If the prevailing wage for your job is $83,200, a 15% pay cut would lower your salary to $70,720. If your employer started paying you only $70,720 annually while you were still working full-time, your employer would be violating the H-1B regulations, and you could be in violation of your H1-B status. However, if your hours were reduced to only 34 hours per week, then at $40/hour you would earn $70,720 annually. Therefore, an employer and its H-1B employee could properly follow the H-1B regulations by reducing the employee's hours enough to still comply with the prevailing wage. Of course, in this example, the H-1B employee would only be able to work 34 hours per week.
Across Silicon Valley and the rest of the U.S., many employers are avoiding layoffs by reducing employee hours or by cutting salaries. However, H-1B visa (http://www.geelaw.com/lawyer-attorney-1054805.html)holders, and their employers, can run afoul of U.S. immigration laws if the salary is cut without a corresponding reduction in hours.
An H-1B employer must attest to the Department of Labor, that the employer is paying the H-1B employee the higher of either: 1) the prevailing wage for the same occupational classification in the same area of employment, or 2) the actual wage level paid by the employer to all employees with similar experience and qualifications for the same job. When submitting the H-1B petition, the employer must state the number of hours per week that they will employ the H-1B worker. So if the prevailing wage for a software engineer in the San Jose metropolitan area is $40/hr., then for a full-time job the annual salary would be $83,200. This would be the minimum that the employer would need to pay annually, and an employer could always pay more.
Suppose your Palo Alto employer informs you that all professionals are taking an across-the-board 15% pay cut. If the prevailing wage for your job is $83,200, a 15% pay cut would lower your salary to $70,720. If your employer started paying you only $70,720 annually while you were still working full-time, your employer would be violating the H-1B regulations, and you could be in violation of your H1-B status. However, if your hours were reduced to only 34 hours per week, then at $40/hour you would earn $70,720 annually. Therefore, an employer and its H-1B employee could properly follow the H-1B regulations by reducing the employee's hours enough to still comply with the prevailing wage. Of course, in this example, the H-1B employee would only be able to work 34 hours per week.