Here’s what you need to know:

1. No military family member benefits for family members of military personnel with “dishonorable” discharges
2. PIP is available for adult children (“sons and daughters”) of anyone serving in the military, or veterans
3. PIP is available even if military veteran is dead (Example: adult sons and daughters of deceased Filipino World War II vets)
4. Deferred action is available to anyone who entered legally in the past but overstayed or otherwise fell out of status; deferred action does not, however, allow adjustment so this may not cure K-1 issues
5. PIP is available for family members even if the military member hasn’t shipped to basic training yet (17 year old high school students who enlist can get PIP for their parents, even if they won’t ship to basic training until after they graduate from high school)
6. New “Deferred action” benefits for MAVNI recruits who won’t ship to basic training for several years (DANGER ZONE: We’ve had a rash of F-1 students wanting to violate their F-1 status so that they can get “deferred action” and a work permit—this is generally a BAD IDEA.

Additional information can be found in our previous post and in this policy memorandum

This policy memorandum (PM) clarifies and supplements guidance issued by U.S. Citizenship and Immigration Services (USCIS) in 2013 (“the 2013 PM” See USCIS Memorandum, Parole of Spouses, Children and Parents of Active Duty Members of the U.S. Armed Forces, the Selected Reserve of the Ready Reserve, and Former Members of the U.S. Armed Forces or Selected Reserve of the Ready Reserve and the Effect of Parole on Inadmissibility under Immigration and Nationality Act 212(a)(6)(A)(i) (Nov. 15, 2013), https://www.uscis.gov/sites/default/files/USCIS/Laws/Memoranda/2013/2013- 1115_Parole_in_Place_Memo_.pdf.) with respect to designated family members of certain military personnel and veterans. Specifically, this PM provides additional guidance on discretionary options for: (a) certain alien family members of individuals serving on active duty in the U.S. Armed Forces or in the Selected Reserve of the Ready Reserve; (b) certain alien family members of those who previously served on active duty or in the Selected Reserve of the Ready Reserve (whether living or deceased) and were not dishonorably discharged; and (c) enlistees in the Department of Defense (DoD) Delayed Entry Program (DEP).

This PM amends Chapter 21.1(c) of the Adjudicator’s Field Manual (AFM) to: • Clarify that individuals who previously served in the military include those who are now deceased but do not include those who were dishonorably discharged; • Change all references to “children” to “sons and daughters”; • Provide guidance on deferred action for certain nonimmigrant and other alien recruits (including enlistees in the Military Accessions Vital to the National Interest (MAVNI) program) whose authorized periods of stay expire during the enlistment process, including the time they are in the DEP; • Provide guidance on deferred action for certain MAVNI and other DEP enlistees’ family members who are present in the United States without authorized periods of stay; and • Provide guidance on deferred action for certain military family members who would be eligible for parole under the guidelines in the 2013 PM but for the fact that they have already been admitted.

Parole in Place for Families of Certain Military Personnel and Veterans

USCIS has authority to grant parole to noncitizen applicants for admission, including those residing in the United States (through “parole in place”),4 on a case-by-case basis for urgent humanitarian reasons or significant public benefit. INA § 212(d)(5)(A), 8 U.S.C. § 1182(d)(5)(A). The 2013 PM provides guidance on granting parole, on a discretionary case-by-case basis, for certain spouses, children, and parents of, among others, individuals who “previously” served on active duty or in the Selected Reserve of the Ready Reserve. This PM clarifies that such language in the 2013 PM is meant to include former designated military personnel (who were not dishonorably discharged) whether they are living or deceased. The close family members of such individuals, who served and sacrificed for our Nation, are deserving of consideration for a favorable exercise of discretion on a case-by-case basis in accordance with the 2013 PM. This is true regardless of whether the former military service members are living or deceased. In addition, the 2013 PM contains multiple references to the “children” of current or former military personnel. Under the INA, the term “child” is limited to individuals who are unmarried and under the age of 21. See INA § 101(b)(1), 8 U.S.C. § 1101(b)(1). This PM seeks to expand on the provisions in the 2013 PM by replacing all references to “children” in the 2013 PM (and the corresponding provisions in the AFM) with the term “sons and daughters.” This change would further expand the provisions in the 2013 PM to the adult and married sons and daughters of covered military personnel and veterans. Because covered military personnel and veterans generally will be U.S. citizens or lawful permanent residents (or, in the case of MAVNI, soon-to-be U.S. citizens or lawful permanent residents), their sons and daughters will often be on paths to lawful permanent resident status and eventual citizenship. See INA § 203(a), 8 U.S.C. § 1153(a). Parole in place or deferred action would therefore serve as a temporary bridge for such sons and daughters while they apply for and await adjudication of their applications for lawful permanent resident status. Moreover, important family relationships continue to exist even after children turn 21 or marry. The same morale, deservedness, and preparedness rationales articulated in the 2013 PM with respect to military personnel and their children continue to apply when such children turn 21 or marry.

We are looking for specific examples of TN denials for the following two reasons:

1. TN Scientific Technician denials because the technician was coming in to work on existing, rather than new, equipment; and
2. Denials in various TN categories for individuals because of managerial duties. This often comes up in the Engineering or Accountant categories, but may arise in other contexts as well. (Please note: We are not looking for Management Consultant denials on this ground; those denials are likely appropriate given the limitations of that category).

Please send me a copy of the TN letter and a brief description of the reason for denial.

El Servicio de Ciudadanía e Inmigración de Estados Unidos (USCIS, por sus siglas en inglés) ha publicado una regla final para modernizar y mejorar varios aspectos de ciertos programas de visas de inmigrante y no inmigrante basadas en el empleo. USCIS también ha modificado los reglamentos para permitir de una mejor manera que los empleadores estadounidenses contraten y retengan a ciertos trabajadores extranjeros que son beneficiarios de peticiones aprobadas de visas de inmigrante basadas en el empleo y están en espera para convertirse en residentes permanentes legales. Esta regla entra en efecto el 17 de enero de 2017.

Entre otras cosas, DHS está modificando su reglamentación para:

• Aclarar y mejorar las antiguas políticas y prácticas de DHS que implementan las secciones de la Ley de Competitividad Americana en el Siglo 21 y la Ley de Mejoramiento de la Competitividad y la Fuerza Laboral de Estados Unidos que están relacionadas con ciertos trabajadores extranjeros, lo que mejorará la consistencia de USCIS en la adjudicación de solicitudes.

• Permitir de mejor manera que los empleadores estadounidenses puedan emplear y retener los trabajadores altamente cualificados que son beneficiarios de peticiones aprobadas de visas de inmigrantes basadas en el empleo (peticiones con Formulario I-140) mientras también proveen estabilidad y flexibilidad laboral a estos trabajadores. La regla aumenta la capacidad que tienen estos trabajadores para mejorar sus carreras mediante la aceptación de promociones, cambiar de posiciones con sus empleadores actuales, cambiar de empleadores y buscar otras oportunidades de empleo.

• Mejorar la capacidad de transferencia de empleo para algunos beneficiarios de peticiones I-140 previamente aprobadas, al mantener la validez de una petición bajo ciertas circunstancias, a pesar de que el empleador retire la petición aprobada o cierre la empresa.

• Clarificar y ampliar cuándo las personas pueden mantener su fecha de prioridad para utilizarla cuando soliciten ajuste de estatus al de residente permanente legal.

• Permitir que algunas personas altamente cualificadas que están en los Estados Unidos con estatus de no inmigrante E-3, H-1B, H-1B1, L-1 u O-1, incluido cualquier periodo de gracia, puedan solicitar una autorización de empleo por separado, por un plazo limitado, si:

1. Son los beneficiarios principales de una petición I-140 que ha sido aprobada
2. No se ha autorizado que se expida una visa de inmigrante debido a la fecha de prioridad que tiene el solicitante, y
3. Puede demostrar que existen circunstancias apremiantes que justifican que DHS, a su discreción, expida un documento de autorización de empleo.

Dicha autorización de empleo sólo puede ser renovada bajo limitadas circunstancias y solo bajo incrementos de un año.

• Aclarar varias políticas y procedimientos relacionados con la adjudicación de peticiones H-1B,incluidos entre otros, que se provea estatus H-1B después del periodo de seis años de autorización de admisión , determinar las exenciones máximas y contar los trabajadores bajo la cantidad límite de visas H-1B, la portabilidad de visas H-1B, los requisitos de acreditación y las protecciones para los informantes.

• Establecer dos periodos de gracia de hasta 10 días para las personas que están bajo las clasificaciones E-1, E-2, E-3, L-1 y TN de no inmigrante para proporcionar un plazo razonable para que estas personas se preparen para comenzar el empleo en el país y para que salgan de Estados Unidos o tomen otras acciones para extender, cambiar o mantener de alguna otra manera su estatus legal.

• Establecer una periodo de gracia de hasta 60 días consecutivos durante cada periodo de validez autorizado para algunos trabajadores no inmigrantes altamente cualificados cuando culmina su empleo antes de que termine su periodo de validez autorizado, de manera que puedan estar más listos para buscar un nuevo empleo y una extensión de su estatus de no inmigrante.

• Extender automáticamente la autorización de empleo y la validez de los Documentos de Autorización de Empleo (EAD o Formularios I-766) para ciertas personas que soliciten oportunamente la renovación de su EAD.

• Eliminar la disposición reglamentaria que requiere que USCIS adjudique el Formulario I-765 , Solicitud de Autorización de Empleo, dentro de los 90 días a partir de la presentación de la solicitud y que autoriza que se expidan EAD provisionales en aquellos casos en las que tales adjudicaciones no se lleven a cabo dentro del plazo de 90 días.

Para más información, visite la página Trabajar en los Estados Unidos o lea la regla en el Registro Federal. Visite esta página para suscribirse a una alerta por correo electrónico para recibir la invitación de parte de la División de Enlace Público de USCIS.

Para más información sobre USCIS y sus programas, por favor visite uscis.gov/es.

WASHINGTON— USCIS has published a final rule to modernize and improve several aspects of certain employment-based nonimmigrant and immigrant visa programs. USCIS has also amended regulations to better enable U.S. employers to hire and retain certain foreign workers who are beneficiaries of approved employment-based immigrant visa petitions and are waiting to become lawful permanent residents. This rule goes into effect on Jan. 17, 2017.

Among other things, DHS is amending its regulations to:

• Clarify and improve longstanding DHS policies and practices implementing sections of the American Competitiveness in the Twenty-First Century Act and the American Competitiveness and Workforce Improvement Act related to certain foreign workers, which will enhance USCIS’ consistency in adjudication.
• Better enable U.S. employers to employ and retain high-skilled workers who are beneficiaries of approved employment-based immigrant visa petitions (Form I-140 petitions) while also providing stability and job flexibility to these workers. The rule increases the ability of these workers to further their careers by accepting promotions, changing positions with current employers, changing employers and pursuing other employment opportunities.
• Improve job portability for certain beneficiaries of approved Form I-140 petitions by maintaining a petition’s validity under certain circumstances despite an employer’s withdrawal of the approved petition or the termination of the employer’s business.
• Clarify and expand when individuals may keep their priority date when applying for adjustment of status to lawful permanent residence.
• Allow certain high-skilled individuals in the United States with E-3, H-1B, H-1B1, L-1 or O-1 nonimmigrant status, including any applicable grace period, to apply for employment authorization for a limited period if:

1. They are the principal beneficiaries of an approved Form I-140 petition,
2. An immigrant visa is not authorized for issuance for their priority date, and
3. They can demonstrate compelling circumstances exist that justify DHS issuing an employment authorization document in its discretion.

Such employment authorization may only be renewed in limited circumstances and only in one year increments.

• Clarify various policies and procedures related to the adjudication of H-1B petitions, including, among other things, providing H-1B status beyond the six year authorized period of admission, determining cap exemptions and counting workers under the H-1B cap, H-1B portability, licensure requirements and protections for whistleblowers.
• Establish two grace periods of up to 10 days for individuals in the E-1, E-2, E-3, L-1, and TN nonimmigrant classifications to provide a reasonable amount of time for these individuals to prepare to begin employment in the country and to depart the United States or take other actions to extend, change, or otherwise maintain lawful status.
• Establish a grace period of up to 60 consecutive days during each authorized validity period for certain high-skilled nonimmigrant workers when their employment ends before the end of their authorized validity period, so they may more readily pursue new employment and an extension of their nonimmigrant status.
• Automatically extend the employment authorization and validity of Employment Authorization Documents (EADs or Form I-766s) for certain individuals who apply on time to renew their EADs.
• Eliminate the regulatory provision that requires USCIS to adjudicate the Form I-765, Application for Employment Authorization, within 90 days of filing and that authorizes interim EADs in cases where such adjudications are not conducted within the 90-day timeframe.

For more information, visit the Working in the U.S. page or read the rule in the Federal Register. USCIS plans to host a national stakeholder engagement regarding this final rule. Visit this page to sign up for an email alert to receive the invitation from the USCIS Public Engagement Division.

For more information on USCIS and its programs, please visit www.uscis.gov.

When sending documents to NVC, they want to receive everything at the same time.
They want a complete application. This is also the case when returning documents to them in response to
a request. Send everything at once.
 NVC is phasing out the ability to pay fees by mail. All fees will need to be paid online.
 NVC sends out a checklist letter when they believe they are missing documents from an applicant.
If an applicant/attorney receives a checklist letter, they should submit a reply, as NVC is expecting
one.
 NVC only requires an original signature on Form I-864; all other documents can be copies.
 NVC schedules appointments each month, and advises that it may take 60 days to receive
notification from them with the appointment. The appointment letter will be sent out once the
case is complete.
 NVC receive 12,000-14,000 petitions on a weekly basis.
 Upon receipt, cases are entered in NVC system within 10-15 days.
 Upon receipt of civil and financial documents from applicants/attorneys, the NVC will review for
completion. This can take 30 days. After review, applicants/attorneys will receive one of the
following:
1. Checklist letter- This means that NVC believes something is missing and they expect a
reply.
2. Assessment letter- This means that NVC believes there may be an issue to be addressed
at the Embassy (such as employment letter). The assessment letter is forwarded to the
Embassy.
3. Review complete letter (then 60 days for appointment)

Customer Service Tips
 If there are multiple beneficiaries with the petition, submit the applications in separate packages
because each person has his/her own case number.
 Use the document cover sheet.
 As a provisional measure, write the case number on documents sent to NVC in the event
documents and/or cases are separated.

The Department of Homeland Security (DHS) is amending its regulations related to certain employment-based immigrant and nonimmigrant visa programs.

Section 104(c) of AC21 authorizes approval of H-1B status beyond the general 6-year maximum for the beneficiaries of approved immigrant visa petitions in the employment-based first, second, and third preference categories, where an immigrant visa is not available due to excessive demand in the beneficiary’s visa classification and country of chargeability. In accordance with long-standing practice and as codified in proposed 8 CFR §214.2(h)(13)(iii)(E)(1), USCIS may grant extensions of H-1B status in accordance with AC21 §104(c) in three-year increments.

Subsection (E)(4) clarifies that the H-1B petitioner seeking to extend the individual’s H-1B status need not be the same employer that filed the underlying immigrant visa petition. This provision enhances the stated purpose of AC21.

Section 106(c) of AC21 added section 204(j) to the Immigration and Nationality Act (INA), which provides that an employment-based immigrant visa petition filed for EB-1 (other than “extraordinary ability”), EB-2, or EB-3 classification, will remain valid with respect to a new qualifying job offer when the worker changes jobs or employers if an application for adjustment of status has been pending for 180 days or more, and the new job is in the same or a similar occupational classification as the job for which the original immigrant visa petition was filed.

AC21 §105(a), codified at INA §214(n), permits H-1B nonimmigrants to commence new or
concurrent employment upon the filing of a non-frivolous H-1B petition by a new employer.
This provision set aside the previous rule that the individual could only accept employment
upon approval of an H-1B petition filed by a new employer. Under this section, there are
three elements that are relevant to determining whether an individual can take advantage of
H-1B portability. In addition to having been previously issued a visa or otherwise provided
H-1B status, an individual must fulfill the following conditions in order to accept new
employment with the prospective employer:
(1) The beneficiary must have been lawfully admitted to the United States;
(2) The beneficiary must have a non-frivolous H-1B petition for new employment filed
on his or her behalf prior to the expiration of the nonimmigrant period of stay; and
(3) The beneficiary must not have been employed without authorization after lawful
admission and before the filing of the subject H-1B petition. INA §214(n)(2).

We appreciate the codification of the rule that concurrent employment in a cap-subject position qualifies for cap exemption, as well as the need to differentiate between bona fide concurrent employment and those seeking an end-run around the cap.

8 CFR §214.2(h)(20) codifies current guidance regarding “extraordinary circumstances” for failure to maintain H-1B status when an employee has filed a complaint regarding Labor Condition Application violations.

8 CFR §214.1(l) would permit the admission of an alien in E-1, E-2, E-3, H-1B, L- 1, or TN status up to 10 days prior to the commencement of the validity period of the underlying petition and provide a 10-day “grace period” at the end of the petition validity period for the named nonimmigrant classifications.

8 CFR 214.1(2) would provide a one-time period of up to 60 days or until the end of the nonimmigrant’s authorized validity period, whichever is shorter, during which time E- 1, E-2, E-3, H-1B, H-1B1, L-1 and TN nonimmigrants and their dependents would not be considered to have failed to maintain nonimmigrant status solely on the basis of the principal nonimmigrant’s cessation of employment.

8 CFR §204.5(p)(1) would permit such individuals to apply for employment authorization for one year if they: (1) are currently in the United States in valid E-3, H-1B, H-1B1, O-1, or L-1 nonimmigrant status; (2) are the beneficiary of an approved EB-1, EB-2, or EB-3 immigrant visa petition; (3) do not have an immigrant visa immediately available; and (4) can demonstrate “compelling circumstances” to justify an independent grant of employment authorization.