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우선일자 2014년 2월
오딧 2014년 8월
디나이 2015년 7월13일
오랫동안 기다려 왔는데 디나이라네요.
큰아이가 12학년이되어서 학교 때문에 이것만 기다려 왔는데…
막막합니다..
변호사 말로는 자신들의 실수는 아니라고 하는데…
어필하지 말고 다시 처음부터 시작하자고 합니다…
제가 궁금한 것은 과연 변호사의 실수가 아니지와 어필해서 성공할 가능성은 있는지
또 기간은 얼마나 걸리는지, 만약 같은 스폰서로 똑같이 진행 했을때, 다시 감사에 걸릴 확률이 더 높아지는
것은 아니지 입니다.
아래에 디나이 원문을 올립니다…
제발 도와주세요..
Although the employer is not required to submit documentary evidence confirming the job order posting, all responsive documentation to an Audit Notification letter dated 15 August 2014 is subject to regulatory compliance. Here, the content of the job order documentation provided by the employer conflicts with the requirements stated in the application.In the instant case, there is discrepancy between the employer’s job order and the application. The employer’s job order indicates hiring requirements, “Drug Testing/Screening, Background Checks, Credit Checks, and Reference Checks.” However, these requirements are not enumerated anywhere on the application, the employer must sufficiently identify the position in which employment is sought. Further, it is the obligation of the employer to ensure that its advertisements contain accurate information. Here, the job order states “Drug Testing/Screening, Background Checks, Credit Checks, and Reference Checks,” is required, whereas the application does not indicate these requirements.
As a result of this discrepancy, U.S. workers viewed an advertisement that contained additional job requirements “Drug Testing/Screening, Background Checks, Credit Checks, and Reference Checks,” which may have discouragd U.S. workers who met the minimum requirements from applying. Before filing an application for a permanent labor certification, an employer must test the labor market to ensure that there are not sufficient U.S. workers who are able, willing, qualified, and available to perform the position for which the employer seeks certification. Here, the employer did not adequately “test the labor market” when it posted a job order with requirements not listed on the application. An advertisement featuring incorrect information about an available job opportunity does not constitue a true test of the labor market to determine if there are able, willing, qualified, and available U.S. workers.
For the reasons stated above, the Certifying Officer cannot grant certification of this application.
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서류에 일관성이 없는 경우 거부가 되며 노동국에서는 drug test 조건를 모든 서류에 포함하지 않는 경우 2012 년부터 거부하기 시작했습니다. 항소/재심를 요청해 승인를 받을수도 있지만 현재 상황를 자세히 파악를 해야 가능성에 관한 판단이 가능 할것 같습니다.
원우진 변호사
http://www.WonLawFirm.com -
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