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Why Zeng Law Group, PLLC?

Top Performing and Experienced Counsel:

Hui Zeng, an attorney with versatile and rich experiences in the practice area of immigration law, is the leading senior attorney in Zeng Law Group, PLLC. Under the leadership of attorney Zeng, our team of professional and dedicated legal experts has provided legal services that go above and beyond our clients’ needs and expectations. For three consecutive years, attorney Zeng has been selected as one of the Rising Stars by Super Lawyer Magazine of Thomson Reuters. Among the licensed attorneys, only around 2.5 % of the cohort will be selected. Attorney Zeng has also made the cut as one of the 2018 Leading Women Lawyers in NYC (a list of the top one hundred outstanding female attorneys) by Crain’s New York Magazine.

 

Professional and Experienced Legal Team:

Our team of attorneys and paralegals have graduated from top U.S. universities, proficient in both English and Chinese. The paralegals assist the attorneys from the initial stage of putting together the documents to the final stages of following up and overseeing the cases from start to finish.

Customized EB-2/EB-3 Applications:

Our team has accumulated years of experience combined with legal expertise in the area of EB-2/EB-3. Based on the uniqueness of each case, parts in cases where a “request for evidence” may be requested, the professional industry of the employer, the size of the company, position, and the educational background of each applicant- will all be taken into evaluation when customizing an EB2/EB-3 application best suited for applicants with different background and scenarios.

 

EB-2 / EB-3 Successful Cases

In the past years’ applications, we have reached numerous successes in helping our clients attaining EB-2/EB-3 case approvals on complicated and difficult cases. Interested in knowing more about those who have been in similar work positions as you, and their EB-2/EB-3 approval process, and the application timeline in the past years? Please click here to find out more about our EB-2/EB-3 successful stories.

We are a boutique law firm committed to giving our clients detailed attention. We are a group of dedicated legal professionals that represent clients in various legal areas. We seek to make a difference in the industry and for our clients. Over the years, we have successfully represented thousands of individual and corporate clients and delivered reputable results. For more details, please refer to the list of some of our corporate clients.  

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How to obtain an EB-2/EB-3 employment-based green card? Overview of the 3 major steps. (Click on the heading to find out more!)


As the USCIS raises the standard for the evaluation of the H-1B work visa, a numbered of applicants have experienced frustrations in the process of applications, change of employers, and extending their H-1B visas. The obtainment of a green card is an inevitable key to stability. If you are still fretting over how to apply for an employment-based green card, please click to read more about our explanations on the area of EB-2/EB-3 application! Are you prepared to discuss the option of an employment-based green card with your employer now? (Read article)




What should my employer know before applying for an EB-2/EB-3 employment-based green card? (Click on the heading to find out more!)


Upon the approval of the H-1B visa, many applicants will start the application for the EB-2/EB-3 employment-based green card for permanent residence in the U.S. At the same time, employment-based immigration is not restricted to applicants who are staying in the U.S., but the eligibility also applies to those who are abroad, by which the employer can submit the EB-2/EB-3 applications on their behalf, and obtain a green card. Before submitting the applications, many employers will have similar questions: “ As an employer working on an employment-based green card for the qualified employees, what do I need to know or pay attention to before the application process?” This article will further explain the important details employers should know for the process, in hopes of helping the applicants in obtaining the green card smoothly.

(Read article)




An overview of the minimum experience requirements for EB-2/EB-3 application (Click on the heading to find out more!)


PERM (Permanent Labor Certification) is defined as proof of specialty-based immigration for foreign nationals. This is a required phase for the majority of applicants applying for employment-based immigration. In the application process of PERM, the position or job responsibility is critically important for the requirement of work experiences. Among the many cases we have worked on, each case differs with beneficiary’s profession and position, nonetheless, the commonality among them all is their myriad of work experiences have influenced the outcomes of their applications. Sometimes, a year of work experience can disqualify other applicants. In the reality of processing through the applications, what are the ways that we can advocate for our rights in obtaining more “work experiences” to raise our competencies?

(Read article)




PERM Labor Certification- what are the recruitment requirements (Click on the heading to find out more!)


In the process of PERM application, recruitment is a very critical step. Based on the rule of DOL (Department of Labor), the employer has to start the recruitment process before submitting the PERM application. This is to ensure the U.S. workers’( American citizens, nationals, lawful residents with permanent residents) opportunities are secured and protected. Therefore, how is the recruitment process defined as mandated by the DOL? What is the requirement for the Labor Certification? Based on these two points, we will help you further understand relevant questions about the application for Labor Certification to ensure success in the first step in completing the PERM application.

(Read article)




What should I do when my PERM is audited?  (Click on the heading to find out more!)


As it is widely known, once the PERM application is audited, the employer will have to comply with all the requested documents by the designated time to submit to the DOL, otherwise, the application will be automatically denied. Many applicants would ask, “What is the cause that leads to my PERM audit? How should I respond to it?” This article will target specific situations when the PERM has been selected for an audit to further help you understand the overall procedure of the PERM audit.

(Read article)




Is my employer eligible to apply for the EB-2/EB-3 Green card? How to determine your employer’s ability to pay?  (Click on the heading to find out more!)


EB-2/EB-3 employment-based immigration is an important channel among the many immigrations. After the first step of the PERM approval, the USCIS will review key points in the I-140 phase: Is the employer capable of paying the promised prevailing wage to the employee in between the submission of the PERM application and the final approval for the green card. This article will focus and detail on the employer’s capability in paying, proof of the employer’s ability to pay to help the applicants successfully obtain the green card.

(Read article)




Choose the right time to job-hop, EB-2/EB-3 employment-based green card can still be obtained as expected! (Click on the heading to find out more!)


When you apply for the employment-based green card, all the applicants have to go through these 3 major phases. For applicants born in Mainland China, it is an arduous journey starting from the first phase of the DOL application to the final approval of the green card. While waiting for the green card, what if the green card applicant contemplates a job-hop? Would the original date still be deemed effective, or it will lead to delaying the dates of the green card applications? This article will further explain in detail the effects of job-hopping for applicants in different stages of the green card application. We wish you the best of luck in selecting the right time to switch employers, and obtaining the green card in the shortest amount of time.

(Read article)




One step ahead of others when you understand “EB-2 downgrade application”!  (Click on the heading to find out more!)


All the applicants have to go through the 3 major phases: PERM, I-140, and I-485. For applicants born in Mainland China, starting on the date when you received your “Priority Date”, there is still going to be a long period and years of waiting until your priority date becomes current, in which you can then submit the application of I-485 for status adjustment. The difference is minimal in the schedules for EB-2 and EB-3, however, the schedule for EB-3 has accelerated over the schedule of EB-2. Therefore, we helped some of our EB-2 applicants to submit a downgrade application to switch from the schedule list of EB-2 to EB-3. This is to leverage the EB-3 schedule advantage in submitting the I-485 status adjustment application to obtain the green card faster.

(Read article)




Applicants bracing for the interviews, with Trump once again elevated the complexity of the matter. (Click on the heading to find out more!)


On August 28th, 2017, based on the executive order 13780, USCIS had issued a new announcement: Starting on October 1st, 2017, USCIS will conduct interviews with selected green card applicants. Please click on the link to read more about the selective interviews.

(Read article)




How to return to the U.S.while traveling abroad during the I-485 review?  (Click on the heading to find out more!)


Recently, many of our clients have started the process of applying for marriage-based green card or employment-based immigration (e.g., EB-2 and EB-3). Applicants who have already obtained their H-1B/L-1 status, after submitting the applications for I-485, they would often have questions such as, “After departing the U.S., under what status should I return to the U.S.?”

This article will give you a detailed explanation.

(Read article)




H-1B Extension based on the green card application


For employment-based green card applicants that are born in Mainland China, the long period of waiting has often resulted in failing to obtain the green card in the lawful six years period under the H-1B status. Therefore, many applicants have to apply for an H-1B extension to maintain a legal work status in the U.S. based on their green card application.

(Read article)




For consultation on EB-2/EB-3, please contact us at:


Email: info@zenglawgroup.com
Wechat: zlgnyc

Telephone: 917-810-5388

Website: www.zenglawgroup.com

WhatsApp: 917-810-5388

Telegram: https://t.me/zlgnyc





How to obtain an EB-2/EB-3 employment-based green card? Overview of the 3 major steps. (Click on the heading to find out more!)


As the USCIS raises the standard for the evaluation of the H-1B work visa, a numbered of applicants have experienced frustrations in the process of applications, change of employers, and extending their H-1B visas. The obtainment of a green card is an inevitable key to stability. If you are still fretting over how to apply for an employment-based green card, please click to read more about our explanations on the area of EB-2/EB-3 application! Are you prepared to discuss the option of an employment-based green card with your employer now? (Read article)




What should my employer know before applying for an EB-2/EB-3 employment-based green card? (Click on the heading to find out more!)


Upon the approval of the H-1B visa, many applicants will start the application for the EB-2/EB-3 employment-based green card for permanent residence in the U.S. At the same time, employment-based immigration is not restricted to applicants who are staying in the U.S., but the eligibility also applies to those who are abroad, by which the employer can submit the EB-2/EB-3 applications on their behalf, and obtain a green card. Before submitting the applications, many employers will have similar questions: “ As an employer working on an employment-based green card for the qualified employees, what do I need to know or pay attention to before the application process?” This article will further explain the important details employers should know for the process, in hopes of helping the applicants in obtaining the green card smoothly.

(Read article)




An overview of the minimum experience requirements for EB-2/EB-3 application (Click on the heading to find out more!)


PERM (Permanent Labor Certification) is defined as proof of specialty-based immigration for foreign nationals. This is a required phase for the majority of applicants applying for employment-based immigration. In the application process of PERM, the position or job responsibility is critically important for the requirement of work experiences. Among the many cases we have worked on, each case differs with beneficiary’s profession and position, nonetheless, the commonality among them all is their myriad of work experiences have influenced the outcomes of their applications. Sometimes, a year of work experience can disqualify other applicants. In the reality of processing through the applications, what are the ways that we can advocate for our rights in obtaining more “work experiences” to raise our competencies?

(Read article)




PERM Labor Certification- what are the recruitment requirements (Click on the heading to find out more!)


In the process of PERM application, recruitment is a very critical step. Based on the rule of DOL (Department of Labor), the employer has to start the recruitment process before submitting the PERM application. This is to ensure the U.S. workers’( American citizens, nationals, lawful residents with permanent residents) opportunities are secured and protected. Therefore, how is the recruitment process defined as mandated by the DOL? What is the requirement for the Labor Certification? Based on these two points, we will help you further understand relevant questions about the application for Labor Certification to ensure success in the first step in completing the PERM application.

(Read article)




What should I do when my PERM is audited?  (Click on the heading to find out more!)


As it is widely known, once the PERM application is audited, the employer will have to comply with all the requested documents by the designated time to submit to the DOL, otherwise, the application will be automatically denied. Many applicants would ask, “What is the cause that leads to my PERM audit? How should I respond to it?” This article will target specific situations when the PERM has been selected for an audit to further help you understand the overall procedure of the PERM audit.

(Read article)




Is my employer eligible to apply for the EB-2/EB-3 Green card? How to determine your employer’s ability to pay?  (Click on the heading to find out more!)


EB-2/EB-3 employment-based immigration is an important channel among the many immigrations. After the first step of the PERM approval, the USCIS will review key points in the I-140 phase: Is the employer capable of paying the promised prevailing wage to the employee in between the submission of the PERM application and the final approval for the green card. This article will focus and detail on the employer’s capability in paying, proof of the employer’s ability to pay to help the applicants successfully obtain the green card.

(Read article)




Choose the right time to job-hop, EB-2/EB-3 employment-based green card can still be obtained as expected! (Click on the heading to find out more!)


When you apply for the employment-based green card, all the applicants have to go through these 3 major phases. For applicants born in Mainland China, it is an arduous journey starting from the first phase of the DOL application to the final approval of the green card. While waiting for the green card, what if the green card applicant contemplates a job-hop? Would the original date still be deemed effective, or it will lead to delaying the dates of the green card applications? This article will further explain in detail the effects of job-hopping for applicants in different stages of the green card application. We wish you the best of luck in selecting the right time to switch employers, and obtaining the green card in the shortest amount of time.

(Read article)




One step ahead of others when you understand “EB-2 downgrade application”!  (Click on the heading to find out more!)


All the applicants have to go through the 3 major phases: PERM, I-140, and I-485. For applicants born in Mainland China, starting on the date when you received your “Priority Date”, there is still going to be a long period and years of waiting until your priority date becomes current, in which you can then submit the application of I-485 for status adjustment. The difference is minimal in the schedules for EB-2 and EB-3, however, the schedule for EB-3 has accelerated over the schedule of EB-2. Therefore, we helped some of our EB-2 applicants to submit a downgrade application to switch from the schedule list of EB-2 to EB-3. This is to leverage the EB-3 schedule advantage in submitting the I-485 status adjustment application to obtain the green card faster.

(Read article)




Applicants bracing for the interviews, with Trump once again elevated the complexity of the matter. (Click on the heading to find out more!)


On August 28th, 2017, based on the executive order 13780, USCIS had issued a new announcement: Starting on October 1st, 2017, USCIS will conduct interviews with selected green card applicants. Please click on the link to read more about the selective interviews.

(Read article)




How to return to the U.S.while traveling abroad during the I-485 review?  (Click on the heading to find out more!)


Recently, many of our clients have started the process of applying for marriage-based green card or employment-based immigration (e.g., EB-2 and EB-3). Applicants who have already obtained their H-1B/L-1 status, after submitting the applications for I-485, they would often have questions such as, “After departing the U.S., under what status should I return to the U.S.?”

This article will give you a detailed explanation.

(Read article)




H-1B Extension based on the green card application


For employment-based green card applicants that are born in Mainland China, the long period of waiting has often resulted in failing to obtain the green card in the lawful six years period under the H-1B status. Therefore, many applicants have to apply for an H-1B extension to maintain a legal work status in the U.S. based on their green card application.

(Read article)




For consultation on EB-2/EB-3, please contact us at:


Email: info@zenglawgroup.com
Wechat: zlgnyc

Telephone: 917-810-5388

Website: www.zenglawgroup.com

WhatsApp: 917-810-5388

Telegram: https://t.me/zlgnyc





EB-2 / EB-3 Articles