champu
02-21 07:58 AM
Never heard of such checks...
Is this the norm now.
Is this the norm now.
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sanbaj
03-27 11:55 AM
Thanks Sanbaj. Do you have both applications under same sponsor? Or different sponsor? My case is: both different sponsor and on top of that now I am working for third company using AC21 -EAD. Can any complications arise?
My case was simple. Same Sponsor. Same Category EB2. You case is complex as three different companies are involved. In my understanding, which is very limited, both the approved I140s are yours to use. Whichever sponsor's I140 is applied to your AOS is that sponsor you should joing after AOS is approved. But, AC21 in your case makes it even more complex. You better get a very (interfiling) experienced lawyer to help you out in your case for just to be on the safe side. There is no point taking so much risk at this stage of this prolonged and painfull process.
Best of Luck.
My case was simple. Same Sponsor. Same Category EB2. You case is complex as three different companies are involved. In my understanding, which is very limited, both the approved I140s are yours to use. Whichever sponsor's I140 is applied to your AOS is that sponsor you should joing after AOS is approved. But, AC21 in your case makes it even more complex. You better get a very (interfiling) experienced lawyer to help you out in your case for just to be on the safe side. There is no point taking so much risk at this stage of this prolonged and painfull process.
Best of Luck.
sumanitha
01-12 03:07 PM
Donot take Maternity Card..
It will not be helpful at all..
Instead you can have your negotiations with your Doctor and Hospital.
In Dallas (Las Collinas), if you dont have medical insurance, you can have an arrangement with the Doctor and Hospital.
Like one of my friend paid 3K for everything for Delivery + 5K I think for the hospitals. Ofcourse this is based on the delivery is not complicated / C-section couple of years ago.
Hope this helps.
It will not be helpful at all..
Instead you can have your negotiations with your Doctor and Hospital.
In Dallas (Las Collinas), if you dont have medical insurance, you can have an arrangement with the Doctor and Hospital.
Like one of my friend paid 3K for everything for Delivery + 5K I think for the hospitals. Ofcourse this is based on the delivery is not complicated / C-section couple of years ago.
Hope this helps.
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copsmart
02-21 09:50 AM
Call the regular USCIS customer support number and double check the details of the visit. If it is a genuine appointment, it could have been recorded in their system.
Also, you should talk to your Attorney to make sure such visits are legal.
Never heard of it before, strange things are happening nowadays.
BTW, is your employer a consulting firm? Do you think he could be in the visa fraud hit list?
I have one week from now for his visit. He gave me his desk number too. So I guess he is still an ICE employee. I did not call him at that number though.
Also, you should talk to your Attorney to make sure such visits are legal.
Never heard of it before, strange things are happening nowadays.
BTW, is your employer a consulting firm? Do you think he could be in the visa fraud hit list?
I have one week from now for his visit. He gave me his desk number too. So I guess he is still an ICE employee. I did not call him at that number though.
more...
willigetgc?
04-14 08:13 AM
Maybe getting the Latino's :( will force congress/democrats to take action on immigration, this being an election year!!!!!!!!!!!
HumHongeKamiyab
01-12 01:29 PM
I have been through your situation twice for my 2 kids who were born in houston, texas.
First of all, let me tell you its expensive. You are expected to pay about 2500$ to the doctor, about 3500$ to the hospital, 1500$ for epidural (if used) and also about 1000$ as misc. (for ultra sound, x rays etc).. This is a rough estimate and in my opinion it is still better option than paying for a maternity insurance. This is what I found with maternity insurance, you will be paying about 600 to 700$/ month as a premium for almost a year, and even after that, you will end up paying about 20 or 30% of the cost (which is your deductible).
The complications covered on individual insurance in texas are really not of much help as they only cover catastrophic situations. New borns are usually covered for the 1st month on mom's coverage (for individual insurance).
Keep in mind, the hospital and doctors office will negotiate with you, if you are making cash payment. You will be surprised to know that, I was told 5000$ for my wifes normal delivery (2 night of stay in hospital) by the hospital near houston texas and finally settled down to 2500$ for my first child (back in 2003). Do some research and find out all the hospitals within 25 miles near you..
I know its lot of money but in the end you are giving your kids the American citizenship. Do not get hung up on the money you spent, as the baby will give you lot of joy and will thank you for what you did today (Hopefully;-)..
Hope that helps..
Thanks,
First of all, let me tell you its expensive. You are expected to pay about 2500$ to the doctor, about 3500$ to the hospital, 1500$ for epidural (if used) and also about 1000$ as misc. (for ultra sound, x rays etc).. This is a rough estimate and in my opinion it is still better option than paying for a maternity insurance. This is what I found with maternity insurance, you will be paying about 600 to 700$/ month as a premium for almost a year, and even after that, you will end up paying about 20 or 30% of the cost (which is your deductible).
The complications covered on individual insurance in texas are really not of much help as they only cover catastrophic situations. New borns are usually covered for the 1st month on mom's coverage (for individual insurance).
Keep in mind, the hospital and doctors office will negotiate with you, if you are making cash payment. You will be surprised to know that, I was told 5000$ for my wifes normal delivery (2 night of stay in hospital) by the hospital near houston texas and finally settled down to 2500$ for my first child (back in 2003). Do some research and find out all the hospitals within 25 miles near you..
I know its lot of money but in the end you are giving your kids the American citizenship. Do not get hung up on the money you spent, as the baby will give you lot of joy and will thank you for what you did today (Hopefully;-)..
Hope that helps..
Thanks,
more...
smc
09-01 09:43 PM
My understanding is that you need to be 65 in order to be eligible for SS benefits.
Zephyr, how old are you and why are you here?
Moderators, please check this persons other posts. They will tell you plenty about his/ her agenda.
Zephyr, how old are you and why are you here?
Moderators, please check this persons other posts. They will tell you plenty about his/ her agenda.
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pappu
01-31 10:34 AM
http://immigrationvoice.org/forum/showpost.php?p=45215&postcount=854
my comments on this
my comments on this
more...
kaisersose
07-28 04:10 PM
I have old I 140 approval notice, Is it necessary to send the old I 140 approval while interfiling. What if the old company withdraw old I 140, How can I interfile in that situation.
Doesn't matter. You interfile based on priority date and once a 14 0 is approved, your PD remains yours - even if it is revoked later.
Doesn't matter. You interfile based on priority date and once a 14 0 is approved, your PD remains yours - even if it is revoked later.
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GCSOON-Ihope
09-14 05:23 PM
My friend, it is easy to say: "don't worry, be happy".
You seem indeed to be in a very enviable situation. Maybe many are like you.
Good for you guys. Now, think a little bit about the others.
I am sure that we are also many stuck in a job/company that we hate and the only practical way out is the GC. Sad and frustrating as it is, it is also the truth for many of us.
You seem indeed to be in a very enviable situation. Maybe many are like you.
Good for you guys. Now, think a little bit about the others.
I am sure that we are also many stuck in a job/company that we hate and the only practical way out is the GC. Sad and frustrating as it is, it is also the truth for many of us.
more...
aadimanav
05-15 05:50 PM
Diid yu get an Answer for this my company might be applying in eb3 may be though i have masters degree in comp scince in USA , will this be of any help to folks like us.
How about this scenario:
EB3 applicant starts the Masters (in STEM) from US University after the labor is filed and completes while 485 is in pending status.
How about this scenario:
EB3 applicant starts the Masters (in STEM) from US University after the labor is filed and completes while 485 is in pending status.
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roseball
11-06 12:47 PM
EAD, AP & FP notice are sent directly to the applicant. If you see the status of AP as document mailed then you should get within 2/3 days as they send by DHL. I got mine in 2 days, my wife also got in 2 days
If your attorney filed your case, then:
EAD is sent directly you
FP is sent to you and your attorney
AP is sent to your attorney.....
All these are sent by USCIS via regular mail.....
Your attorney might have sent the AP documents to you via DHL...
If your attorney filed your case, then:
EAD is sent directly you
FP is sent to you and your attorney
AP is sent to your attorney.....
All these are sent by USCIS via regular mail.....
Your attorney might have sent the AP documents to you via DHL...
more...
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gcdreamer05
01-09 12:26 PM
Excellent thanks for explaining so clearly.... gave u a green !!!:D
What is the Federal Government's role in COBRA?
COBRA continuation coverage laws are administered by several agencies. The Departments of Labor and Treasury have jurisdiction over private-sector health group health plans. The Department of Health and Human Services administers the continuation coverage law as it affects public-sector health plans.
The Labor Department's interpretive and regulatory responsibility is limited to the disclosure and notification requirements of COBRA. If you need further information on your disclosure or notification rights under a private-sector plan, or about ERISA generally, telephone EBSA's Toll-Free number at: 1.866.444.3272, or write to:
U.S. Department of Labor
Employee Benefits Security Administration
Division of Technical Assistance and Inquiries
200 Constitution Avenue NW, Suite N-5619
Washington, DC 20210
The Internal Revenue Service, Department of the Treasury, has issued regulations on COBRA provisions relating to eligibility, coverage and premiums in 26 CFR Part 54, Continuation Coverage Requirements Applicable to Group Health Plans. Both the Departments of Labor and Treasury share jurisdiction for enforcement of these provisions.
The Center for Medicare and Medicaid Services offers information about COBRA provisions for public-sector employees. You can write them at this address:
Centers for Medicare and Medicaid Services
7500 Security Boulevard
Mail Stop C1-22-06
Baltimore, MD 21244-1850
Tel 1.877.267.2323 x61565
I am a federal employee. Can I receive benefits under COBRA?
Federal employees are covered by a law similar to COBRA. Those employees should contact the personnel office serving their agency for more information on temporary extensions of health benefits.
Am I eligible for COBRA if my company closed or went bankrupt and there is no health plan?
If there is no longer a health plan, there is no COBRA coverage available. If, however, there is another plan offered by the company, you may be covered under that plan. Union members who are covered by a collective bargaining agreement that provides for a medical plan also may be entitled to continued coverage.
How do I find out about COBRA coverage and how do I elect to take it?
Employers or health plan administrators must provide an initial general notice if you are entitled to COBRA benefits. You probably received the initial notice about COBRA coverage when you were hired.
When you are no longer eligible for health coverage, your employer has to provide you with a specific notice regarding your rights to COBRA continuation benefits.
Employers must notify their plan administrators within 30 days after an employee's termination or after a reduction in hours that causes and employee to lose health benefits.
The plan administrator must provide notice to individual employees of their right to elect COBRA coverage within 14 days after the administrator has received notice from the employer.
You must respond to this notice and elect COBRA coverage by the 60th day after the written notice is sent or the day health care coverage ceased, whichever is later. Otherwise, you will lose all rights to COBRA benefits.
Spouses and dependent children covered under your health plan have an independent right to elect COBRA coverage upon your termination or reduction in hours. If, for instance, you have a family member with an illness at the time you are laid off, that person alone can elect coverage.
What is the Federal Government's role in COBRA?
COBRA continuation coverage laws are administered by several agencies. The Departments of Labor and Treasury have jurisdiction over private-sector health group health plans. The Department of Health and Human Services administers the continuation coverage law as it affects public-sector health plans.
The Labor Department's interpretive and regulatory responsibility is limited to the disclosure and notification requirements of COBRA. If you need further information on your disclosure or notification rights under a private-sector plan, or about ERISA generally, telephone EBSA's Toll-Free number at: 1.866.444.3272, or write to:
U.S. Department of Labor
Employee Benefits Security Administration
Division of Technical Assistance and Inquiries
200 Constitution Avenue NW, Suite N-5619
Washington, DC 20210
The Internal Revenue Service, Department of the Treasury, has issued regulations on COBRA provisions relating to eligibility, coverage and premiums in 26 CFR Part 54, Continuation Coverage Requirements Applicable to Group Health Plans. Both the Departments of Labor and Treasury share jurisdiction for enforcement of these provisions.
The Center for Medicare and Medicaid Services offers information about COBRA provisions for public-sector employees. You can write them at this address:
Centers for Medicare and Medicaid Services
7500 Security Boulevard
Mail Stop C1-22-06
Baltimore, MD 21244-1850
Tel 1.877.267.2323 x61565
I am a federal employee. Can I receive benefits under COBRA?
Federal employees are covered by a law similar to COBRA. Those employees should contact the personnel office serving their agency for more information on temporary extensions of health benefits.
Am I eligible for COBRA if my company closed or went bankrupt and there is no health plan?
If there is no longer a health plan, there is no COBRA coverage available. If, however, there is another plan offered by the company, you may be covered under that plan. Union members who are covered by a collective bargaining agreement that provides for a medical plan also may be entitled to continued coverage.
How do I find out about COBRA coverage and how do I elect to take it?
Employers or health plan administrators must provide an initial general notice if you are entitled to COBRA benefits. You probably received the initial notice about COBRA coverage when you were hired.
When you are no longer eligible for health coverage, your employer has to provide you with a specific notice regarding your rights to COBRA continuation benefits.
Employers must notify their plan administrators within 30 days after an employee's termination or after a reduction in hours that causes and employee to lose health benefits.
The plan administrator must provide notice to individual employees of their right to elect COBRA coverage within 14 days after the administrator has received notice from the employer.
You must respond to this notice and elect COBRA coverage by the 60th day after the written notice is sent or the day health care coverage ceased, whichever is later. Otherwise, you will lose all rights to COBRA benefits.
Spouses and dependent children covered under your health plan have an independent right to elect COBRA coverage upon your termination or reduction in hours. If, for instance, you have a family member with an illness at the time you are laid off, that person alone can elect coverage.
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vishwak
01-13 03:48 PM
easyvishwak, there is a common disclaimer in any of the internet forums that you take the information with a pinch of salt. people post their experiences, whether to follow or not is totally your call. Next time, I wont be so polite when writing my response because you mentioned some unnecessary things in your response to my post. So, please do not aggrevate me. that was my experience, whether you want to take it or not, or, if others want to take it or not is totally upto them. same way, u dont speak for others. keep it to the point and dont do any personal attacks.
Hey does my posting is offending you, if sorry man.
I'm just concerned as we see lot of people who come here to gain knowledge.
And some lazy guys see postings and take them granted you know. Thats why I don't want someone to be in that situation. Have nice evening my friend.
Hey does my posting is offending you, if sorry man.
I'm just concerned as we see lot of people who come here to gain knowledge.
And some lazy guys see postings and take them granted you know. Thats why I don't want someone to be in that situation. Have nice evening my friend.
more...
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nrk
10-27 08:48 AM
landed in US with h1b visa, moved another job using EAD. never been out of status
Have you ever been illegal?
Have you ever been illegal?
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mhathi
07-17 10:36 AM
WELL SAID!!!
The only thing I would like to add is, when we eventually get our GC, lets not forget those behind us!
jasquil
Absolutely!
The only thing I would like to add is, when we eventually get our GC, lets not forget those behind us!
jasquil
Absolutely!
more...
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sankap
07-25 11:01 AM
You said: "...my mind is tricking me to think about it. I checked all these forums until 2A.M last night. I am not having enough sleep...I am really getting frustrated ..."
I'd strongly recommend you to seek medical advice for possible anxiety.
I'd strongly recommend you to seek medical advice for possible anxiety.
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aadimanav
05-14 08:58 PM
http://lofgren.house.gov/PRArticle.aspx?NewsID=1912
Press Release
Rep. Lofgren Introduces Bill to Retain International Talent
Bill Would Allow Best and Brightest in STEM Fields to Stay in the United States.May 14, 2008
Washington, D.C. � Rep. Zoe Lofgren (D-CA) recently introduced H.R.6039, which would allow masters and Ph.D. level graduates from U.S. universities in science, technology, engineering, and math to obtain green cards without waiting in long lines, if they have job offers from U.S. employers. The measure enjoys strong bipartisan support, initial co-sponsors include: Reps. Chris Cannon (R-UT), Michael Capuano (D-MA), Chris Carter (R-TX), John Conyers (D-MI), Joseph Crowley (D-NY), Tom Davis (R-VA), Anna Eshoo (D-CA), Wayne Gilchrist (R-MD), Mike Honda (D-CA), Patrick Kennedy (D-RI), Carolyn Maloney (D-NY), Jim McDermott (D-WA), George Miller (D-CA), David Reichert (R-WA), Linda Sanchez (D-CA), Loretta Sanchez (D-CA), John Shadegg (R-AZ), Adam Smith (D-WA), and Ellen Tauscher (D-CA).
�More than 50% of the graduates from U.S. universities in masters and Ph.D. programs in science and engineering are foreign born,� noted Rep. Zoe Lofgren. �If we want our economy to continue competing in the global market, we have to retain these foreign students so they compete with us instead of against us in other countries. These men and women are the innovators of tomorrow, and we aren�t the only ones looking to retain their talents. Increasingly, employers from Europe, Australia, Canada, and even China and India, are beating U.S. employers for valuable talent. In 2000, for example, 75% of the world�s engineers were hired by U.S. employers�just six years later in 2006, that percentage dropped to 63%. This legislation will give U.S. employers another tool to recruit the world�s best and brightest.�
Press Release
Rep. Lofgren Introduces Bill to Retain International Talent
Bill Would Allow Best and Brightest in STEM Fields to Stay in the United States.May 14, 2008
Washington, D.C. � Rep. Zoe Lofgren (D-CA) recently introduced H.R.6039, which would allow masters and Ph.D. level graduates from U.S. universities in science, technology, engineering, and math to obtain green cards without waiting in long lines, if they have job offers from U.S. employers. The measure enjoys strong bipartisan support, initial co-sponsors include: Reps. Chris Cannon (R-UT), Michael Capuano (D-MA), Chris Carter (R-TX), John Conyers (D-MI), Joseph Crowley (D-NY), Tom Davis (R-VA), Anna Eshoo (D-CA), Wayne Gilchrist (R-MD), Mike Honda (D-CA), Patrick Kennedy (D-RI), Carolyn Maloney (D-NY), Jim McDermott (D-WA), George Miller (D-CA), David Reichert (R-WA), Linda Sanchez (D-CA), Loretta Sanchez (D-CA), John Shadegg (R-AZ), Adam Smith (D-WA), and Ellen Tauscher (D-CA).
�More than 50% of the graduates from U.S. universities in masters and Ph.D. programs in science and engineering are foreign born,� noted Rep. Zoe Lofgren. �If we want our economy to continue competing in the global market, we have to retain these foreign students so they compete with us instead of against us in other countries. These men and women are the innovators of tomorrow, and we aren�t the only ones looking to retain their talents. Increasingly, employers from Europe, Australia, Canada, and even China and India, are beating U.S. employers for valuable talent. In 2000, for example, 75% of the world�s engineers were hired by U.S. employers�just six years later in 2006, that percentage dropped to 63%. This legislation will give U.S. employers another tool to recruit the world�s best and brightest.�
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Berkeleybee
04-10 06:55 PM
Friends:
I was just going through the Immigration and Nationality Act as posted on the USCIS webpage. http://uscis.gov/graphics/lawsregs/INA.htm (see Section 274A)
I did not find any reference to the employment authorisation document (EAD card) in the INA. The reference to the EAD occurs in the Title 8 of the CFR (http://uscis.gov/lpBin/lpext.dll/inserts/slb/slb-1/slb-10903/slb-27920?f=templates&fn=document-frame.htm#slb-cfrp274a) The CFR is defined on the USCIS website as below (emphasis added by me).
"The general provisions of laws enacted by Congress are interpreted and implemented by regulations issued by various agencies. These regulations apply the law to daily situations. After regulations are published in the Federal Register, they are collected and published in the Code of Federal Regulations, commonly referred to as the CFR. The CFR is arranged by subject title and generally parallels the structure of the United States Code. Thus, Title 8 of the CFR deals with "Aliens and Nationality", as does Title 8 of the U.S. Code."
Unless, I missed something, the Secretary of the DHS has the authority to issue a regulation requiring the agencies to issue the EAD at any stage, similar to the powers the Secretary has to extend the validdity of the EAD beyond a year if he seems fit. Am I correct in my interpretation? I would welcome any person to please point out the applicable law (not regulation) which mentions that EAD can only be given after appling for adjustment of status and not before.
If I am way off base on this, then brickbats are also welcome.
bkarnik,
Excellent, creative question. Alas, the answer to this lies not in the INA itself but the Code of Federal Regulations.
To be specific, 8 CFR 274 a.12(c) (9) (http://a257.g.akamaitech.net/7/257/2422/01jan20061500/edocket.access.gpo.gov/cfr_2006/janqtr/pdf/8cfr274a.12.pdf) is what allows employment authorization at the adjustment of status stage. See page 658 of the linked document.
I was about to write an explanation of 8 CFR 274, but then I found this excellent summary which describes the regulation of the employment of aliens http://www.coane.com/pdfs/workpermits.pdf
Now how do we go about changing this provision to include I-140 -- not sure.
However, it is simply a case of moving the ball around --
either you ask that people be able to file adjustment of status even if visa numbers are not available
OR
you ask that 8 CFR 274 a.12(c) (9) be amended so that people with approved I-140s be allowed to get EADs and Advance Parole.
I was just going through the Immigration and Nationality Act as posted on the USCIS webpage. http://uscis.gov/graphics/lawsregs/INA.htm (see Section 274A)
I did not find any reference to the employment authorisation document (EAD card) in the INA. The reference to the EAD occurs in the Title 8 of the CFR (http://uscis.gov/lpBin/lpext.dll/inserts/slb/slb-1/slb-10903/slb-27920?f=templates&fn=document-frame.htm#slb-cfrp274a) The CFR is defined on the USCIS website as below (emphasis added by me).
"The general provisions of laws enacted by Congress are interpreted and implemented by regulations issued by various agencies. These regulations apply the law to daily situations. After regulations are published in the Federal Register, they are collected and published in the Code of Federal Regulations, commonly referred to as the CFR. The CFR is arranged by subject title and generally parallels the structure of the United States Code. Thus, Title 8 of the CFR deals with "Aliens and Nationality", as does Title 8 of the U.S. Code."
Unless, I missed something, the Secretary of the DHS has the authority to issue a regulation requiring the agencies to issue the EAD at any stage, similar to the powers the Secretary has to extend the validdity of the EAD beyond a year if he seems fit. Am I correct in my interpretation? I would welcome any person to please point out the applicable law (not regulation) which mentions that EAD can only be given after appling for adjustment of status and not before.
If I am way off base on this, then brickbats are also welcome.
bkarnik,
Excellent, creative question. Alas, the answer to this lies not in the INA itself but the Code of Federal Regulations.
To be specific, 8 CFR 274 a.12(c) (9) (http://a257.g.akamaitech.net/7/257/2422/01jan20061500/edocket.access.gpo.gov/cfr_2006/janqtr/pdf/8cfr274a.12.pdf) is what allows employment authorization at the adjustment of status stage. See page 658 of the linked document.
I was about to write an explanation of 8 CFR 274, but then I found this excellent summary which describes the regulation of the employment of aliens http://www.coane.com/pdfs/workpermits.pdf
Now how do we go about changing this provision to include I-140 -- not sure.
However, it is simply a case of moving the ball around --
either you ask that people be able to file adjustment of status even if visa numbers are not available
OR
you ask that 8 CFR 274 a.12(c) (9) be amended so that people with approved I-140s be allowed to get EADs and Advance Parole.
sanjay
01-05 01:52 PM
Only reason I am taking PMP course is because my company provides assistance in fees if its related to my project or helpful to company growth.
I really preferred to do MBA from college instead of PMP but due to company policy had to stick with PMP.
points given by FinalGC are certainly true to most of them.
I really preferred to do MBA from college instead of PMP but due to company policy had to stick with PMP.
points given by FinalGC are certainly true to most of them.
kishorek111
10-28 02:08 AM
India is India only... never compare it to US, and I do not think there is glamour attached to US green card, People who have the mind set of freedom and education and knowledge with a better quality of life still migrate to USA. There is no doubt about it India's economic grwoth comparing to US is really nothing. And never compare these two countries and never try to change the mind set of a whole generation, for business needs India have a unique culture, with lot of diversity. Still there is lot of poor familes (below the poverty line) in India, education has not reached the rural areas of India yet.
US economy is down and receission is meant to happen every 5 years in US some times to recover and job creation it takes longer if you read the US history and economics you will understand better. This time the open global media made it a big issue, that is about it. When the economy improves and things are better, again your so called glamour comes back. Glamour is in people's mind set, seeing movies and reading somebody else's writing. Still USA is far far better in living and social activities than in India.
you mean there is no freedom in India??? 80-90% of the indians who have H1 have not attended college in US and do you think these people are not educated and knowledgeable. I think you should grow up man... or might be when you get sick and get admitted in hospital and your insurance doesn't cover... you realize the importance of India...
US has its advantages... India has its advantages... just because you are in US now doesn't mean you can talk rubbish about India.... If you like US, talk good about it... but you don't need to de-grade one country to highlight another...
US economy is down and receission is meant to happen every 5 years in US some times to recover and job creation it takes longer if you read the US history and economics you will understand better. This time the open global media made it a big issue, that is about it. When the economy improves and things are better, again your so called glamour comes back. Glamour is in people's mind set, seeing movies and reading somebody else's writing. Still USA is far far better in living and social activities than in India.
you mean there is no freedom in India??? 80-90% of the indians who have H1 have not attended college in US and do you think these people are not educated and knowledgeable. I think you should grow up man... or might be when you get sick and get admitted in hospital and your insurance doesn't cover... you realize the importance of India...
US has its advantages... India has its advantages... just because you are in US now doesn't mean you can talk rubbish about India.... If you like US, talk good about it... but you don't need to de-grade one country to highlight another...
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