#gagan mundra

[npzlawyersforimmigration]

Navigating the New Terrain: Understanding the Impact of the DOL’s Independent Contractor Rule on I-9 Compliance

https://visaserve.com/navigating-the-new-terrain-understanding-the-impact-of-the-dols-independent-contractor-rule-on-i-9-compliance/

#FormI9 #I9Form #WorkforceCompliance #LaborLawUpdate #EmployeeClassification #I9Verification #IndependentContractorRule #EmploymentLawShift #DOLRegulations2024

http://www.visaserve.com

[toldnews-blog]

New Post has been published on https://toldnews.com/business/finance/indiabulls-housing-to-merge-lakshmi-vilas-bank-with-itself/

Indiabulls Housing to merge Lakshmi Vilas Bank with itself

MUMBAI: Indiabulls Housing Finance (IBHFL), one of the fastest growing mortgage loan companies in India, on Friday said it will merge south-based Lakshmi Vilas Bank (LVB) with itself through a share-swap deal. This will form a bank with assets of nearly Rs 1.25 lakh crore and a market capitalisation of over Rs 41,000 crore. The boards of the two entities met on Friday evening and approved a shareswap ratio under which, for every 100 shares of LVB, shareholders will get 14 shares of the merged entity.

The next step for the merger to complete is the approval of the shareholders of the two entities by 2/3rds majority. After that, both will need to obtain approvals from RBI, Competition Commission of India, Sebi and the bourses. The proposal will then need an approval from NCLT and then a final nod from the central bank.

The proposed new entity will be named Indiabulls Lakshmi Vilas Bank with Sameer Gehlaut, the current chairman of IBHFL, taking over as its vice-chairman. Gagan Banga, currently VC & MD of the housing finance company, and Parthasarathi Mukherjee, current MD of the bank, will become the joint MDs. The merged entity will have a net worth of nearly Rs 19,500 crore (as of December 2018), disclosures on the exchanges by IBHFL showed. A chairman has not yet been named for the merged entity.

Once complete, the IBHFL-LVB merger will be the fourth such deal between a bank and an NBFC in the last 18 months. In October 2017, IndusInd Bank had announced it would be merge Bharat Financial Inclusion with itself. In January 2018, IDFC Bank and Capital First announced a merger, while in January this year Bandhan Bank announced merger of Gruh Finance with itself.

IBHFL has put in place a reorganisation committee headed by S S Mundra, a former RBI deputy governor and current independent director on the board of the mortgage lender, to undertake necessary decisions in relation to the proposed merger, the communication to the exchanges said.

The merged company will have a stronger reach as IBHF, established 20 years ago, has a strong presence in the northern and western parts of India, while LVB, set up 95 years ago, has a strong foothold in the southern part. As of December 2019, LVB had 569 branches while IBHFL had 250 branches. As a bank, IBHFL will have access to cheaper funds through CASA (current account-savings account), while LVB will have a pan-India presence.

In the merged entity, current shareholders of IBHFL will own 90.5% while the shareholders of LVB will hold the balance 9.5%. IBHFL founder Gehlaut’s stake, currently at 21.5%, will come down to 19.5% after the merger. “Gehlaut has submitted that he will further bring this down to below 15% of the amalgamated entity before the merger is effective,” the mortgage lender said. Currently, the RBI allows an individual entity to hold up to 15% in any bank in India.

Earlier this week, IBHFL had said it was planning to raise up to Rs 26,000 crore during the current fiscal, in addition to the Rs 27,512 crore of cash and cash-equivalent currently available with it. The high amount of liquidity maintained by IBHFL will easily meet SLR and CRR requirements of the combined entity immediately on completion of the merger, the IBHFL management said in a post-announcement conference call with analysts.

[npzlawyersforimmigration]

Visa Bulletinについて

Visa Bulletinは米国の移民ビザのプロセスにおいて重要な役割を果たしています。

Visa Bulletinとは

グリーンカードの申請の可能性を詳細に示した月次のチャートです。年間上限140,000のグリーンカードや国別の割り当て制度を考慮し、誰が毎月グリーンカードを申請できるかを示すものです。

Visa Bulletinへのアクセス

国務省のウェブサイトで閲覧可能です。

EBカテゴリー

EBは雇用主が申請者のスポンサーをしている場合を表しています。仕事の要件に応じて5つのEBカテゴリーのいずれかに分類されます。I-140申請後に届くUSCISからの通知に記載されています。

優先日（Priority Date）の解説

Visa Bulletinの「優先日 」とは申請者がグリーンカードの申請をいつ提出できるかを判断するためのものです。通常はEB-2およびEB-3の申請者は、労働省がETA 9089を受け入れたときの日程と同じです。

以前の優先日と新しい雇用主

申請者は、新しいスポンサー（雇用主）に移行する際、過去のスポンサーからの優先日を持ち越すことができます。

Visa Bulletinにおける市民権と出生国

申請者の出生国またはその配偶者の国が使用され、より申請がスムーズにいく方の条件が選ばれます。

移民ビザ専門によるモニタリング

移民専門家はVisa Bulletinをチェックし、クライアントの申請のスムーズな進行を確実にするため状況に応じて行動します。

二つのVisa Bulletin

以前はFinal Action Chartの一つだけでしたが、I-485の申請がいつ提出できるかを示すための別のチャートが導入されました。どちらのチャートを使用するかを選択することができるため、両方の公式アップデートをチェックすることが重要です。

最終ステップ：I-485アプリケーション

I-485はグリーンカード取得の最終手続きです。個人の詳細とセキュリティの質問に回答し申請者が米国にとって問題のない存在であることを確認します。

I-485の申請にかかる時間

処理時間は変動します。いくつかの要因に応じ8〜24ヶ月の範囲です。

I-140とI-485の費用

申請料金はUSCISのサイトで確認ができますが、詳細な情報を求める場合は弊社へお問い合わせください。

ダウングレードと特急申請 (Premium processing)

カテゴリー変更（ダウングレード）をすることはできますが、新たなI-140を提出する必要があり、特急申請の対象外になります。

申請料の支払い

申請者自身が費用をカバーすることを選択できます。

提供された給料へのコミットメント

約束された給料は、申請者がグリーンカードを受け取るまで支払う必要はありません。

クロスチャージ (Crosschargeability) の理解

クロスチャージは米国の移民において重要な概念です。ビザ申請を進めることができない国の個人が、そのような問題のない国の人と結婚する場合、どちらかの有利なPriority Dateを活用することができます。これにより家族が不当な遅延なしで一緒に進行できることを確保します。

非移民・移民ビザのことはNPZ Law Group, P.C. にお気軽にお問い合わせください。

info@visaserve.com

201-670-0006 (ext. 104)

www.visaserve.com

[npzlawyersforimmigration]

https://gujarattimesusa.com/the-ultimate-guide-16-unique-pathways-to-u-s-residency/

[npzlawyersforimmigration]

📢 September 2023 DOS Visa Bulletin Update: Is Your Priority Date Current? Let Us Know! 🌍

https://visaserve.com/lawyer/Visa-Bulletin_cp14561.htm

#VisaBulletin #Immigrant #EmploymentBased #FamilyBased #GreenCard #Visa #immigration

[npzlawyersforimmigration]

Understanding H-1B and L-1 Maximum Periods of Stay: A Guide for Employers

Intro:

In the intricate web of US immigration policies, one of the key points that employers need to comprehend involves the H-1B and L-1 maximum periods of stay. The knowledge of these periods ensures smooth operations for businesses employing foreign nationals. It is essential to initiate an employment-based green card process in a timely manner. In this guide, we'll shed light on the H-1B, L-1A, and L-1B maximum periods of stay, along with important considerations for extensions and recapture.

Key Facts about H-1B, L-1A, and L-1B Maximum Periods of Stay

The H-1B, L-1A, and L-1B visas cater to different types of employees, but they all carry specific maximum periods of stay. Navigating these timelines is crucial for employers to plan their workforce strategies effectively and to avoid potential immigration issues. This article will look closer at these visa categories, their corresponding periods of stay, and the nuances employers need to know.

Understanding Extensions and Recapture of H-1B and L-1 Time

The H-1B visa offers options for extensions beyond the maximum period of stay, opening up further possibilities for employers and their employees. Conversely, the L-1 category is less flexible, with certain restrictions that employers must consider. Another essential aspect is recapturing unused H-1B or L-1 time, which can be achieved with proper documentation and proactive planning.

The Crucial Role of Documentation in Recapture

An employee can request the recapture of unused H-1B or L-1 time by providing independent documentary evidence of departures from and reentry to the United States. As an employer, educating your employees about this process is crucial as ensuring they keep track of relevant travel records.

Navigating H-1B Extensions Beyond the Six-Year Maximum

The H-1B visa offers an opportunity for extensions beyond the six-year maximum, provided that employers have initiated specific steps towards the employment-based green card process. We'll discuss the conditions for these extensions and the regulations governing them.

Considering L-1 Concerns and Constraints

Unlike the H-1B category, the L-1 classification does not offer the same flexibility regarding extensions beyond the maximum period of stay. Therefore, understanding this category's specific rules and limitations can help employers plan effectively and avoid potential setbacks.

Final Thoughts: Strategizing for Business Continuity

In the end, understanding the timelines and intricacies of H-1B and L-1 maximum periods of stay is crucial for maintaining business continuity and managing workforce planning. In addition, employers who take the time to understand these regulations, plan accordingly and support their foreign national employees will be in a stronger position to navigate the complex terrain of US immigration policies.

If you or your family members have any questions about how immigration and nationality laws in the United States may affect you, or if you want to access additional information about immigration and nationality laws in the United States or Canada, please don't hesitate to contact the immigration and nationality lawyers at NPZ Law Group. You can reach us by emailing info@visaserve.com or by calling us at 201-670-0006 extension 104. We also invite you to visit our website at www.visaserve.com for more information.

[npzlawyersforimmigration]

Let us come together to remember the sacrifices of those who lost their lives for the independence of India.

Happy Republic Day to you and yours!

🇮🇳 Team NPZ 🇮🇳

[npzlawyersforimmigration]

CIC News says this is the highest figure in modern Canadian history. This puts the country back on track to hitting its goal of welcoming 401,000 new immigrants in 2021.

[npzlawyersforimmigration]

Critics of H-1B visa holders do not mention the high fees required to file an H-1B petition or the large number of job openings in computer occupations. If the House reconciliation bill becomes law, filing an H-1B petition will become more expensive, further shattering what businesses and attorneys call the myth of H-1B visa holders as “cheap labor.”