Category Archives: Immigration law

Supreme Court to meet behind closed doors on DACA

Various news media outlets are reporting that the Supreme Court will hold a closed-door meeting today Friday, February 16, 2018 to decide whether the Supreme Court will hear a challenge to a lower court opinion which temporarily blocked the President’s move to end the Obama era program, Deferred Action for Childhood Arrivals, making it possible for DACA recipients to apply for a renewal of their DACA benefits. The closed-door meeting was prompted after the Justice Department formally asked the Supreme Court to review a federal judge’s January ruling, blocking the administration’s effort to end the Deferred Action for Childhood Arrivals program. The Justice Department in making such a request is seeking to bypass lower court proceedings, asking the Supreme Court for direct review, instead of appealing the lower court’s decision before a federal appellate court. According to a law professor from the University of Texas School of Law, the court has not….. To continue reading this legal news please click Read full information...

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No News: Immigration Stalemate in Congress Continues

It is hard keeping up with what is going on in Congress in discussing immigration reform. Ed O'Keefe, David Nakamura and Mike DeBonis for the Washington Post reports that weeksof intense negotiations for a bipartisan deal on immigration collapsed in….. To continue reading this legal news please click Read full information...

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Naturalization Approval for Former Canadian National in Cleveland Ohio

CASE: N-400 (Citizenship / Naturalization) APPLICANT: CanadianLOCATION: Cleveland, Ohio Our client came to the United States from Canada when she was 16 years. She came in as a permanent resident. Since then, she has studied and worked in the United States as a green card holder, but did not naturalize yet.  Our client contacted us in 2016; she retained our office for her naturalization application.   Her N-400 application was filed on February 16, 2017 with all necessary supporting documents.   Our office prepared her before her interview, and also accompanied her on January 26, 2018 at the Cleveland CIS office.  Our client answered all questions correctly and passed her citizenship interview.  Eventually, her N-400 was approved on February 8, 2018. Her oath taking is scheduled soon in which she will be a U.S. Citizen... To continue reading this legal news please click Read full information...

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EB3 Green Card Approval for Korean Product Safety and Quality Assurance Director in Cleveland Ohio

CASE: Adjustment of Status (I-485) / I-140 (EB-3)APPLICANT: Korean LOCATION: Cleveland, OH Our client is from South Korea, who is currently working in the U.S. on his H-1B status. His current employer was willing to do an immigration petition for him, third-preference. Our client has a Bachelor of Chemical Engineering Degree and has worked for the current employer as a Product Safety / Quality Assurance Director. After talking to our client, our firm concluded that his employer can petition him as a Product Safety / Quality Assurance Director. Based on our client’s education and work background, our office determined that he is eligible for EB-3 classification. Prior to filing PERM, our firm prepared the prevailing wage request, job order, advertisements, internal job posting, recruitment report, and all other steps which are important pre-PERM filing. Take note that PERM could be filed at least 60 days from the job posting date or 30 days from the last ad. On February….. To continue reading this legal news please click Read full information...

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Managing a Difficult Employee

It is not uncommon for any business, in any industry, to experience conflict with one or more of their employees. Whether their actions are disruptive in the workplace, disrespectful to co-workers, or damaging to the business’s reputation, it is critical to respond to and quickly resolve matters through sound employment counseling practices. Establish Expectations Working proactively to correct the attitudes and behaviors of a difficult employee is a better strategy than waiting and reacting to a situation that has become untenable. Allowing even a single difficult employee to disrupt the workplace can have a negative impact on morale, productivity, and even profitability. Consider implementing some of the following employee performance review tips to help set clear standards and expectations for your employees: Make sure employees are aware of company-wide expectations and goals. This information may be covered during training, and follow-up discussions with groups of….. To continue reading this legal news please click Read full information...

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