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 emplioyer is not required to subit 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 in dicates 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 and advertisement that contained additional job requirements "Drug Testing/Screening, Background Checks, Credit 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.
DISCLAIMERS: 이 글은 개인회원과 해당 전문가가 직접 작성, 답변 한 글로 내용에 대한 모든 책임은 작성자에게 있으며, 이 내용을 본 후 결정한 판단에 대한 책임은 게시물을 본 이용자 본인에게 있습니다.
라디오코리아는 이 글에 대한 내용을 보증하지 않으며, 이 정보를 사용하여 발생하는 결과에 대하여 어떠한 책임도 지지 않습니다.
라디오코리아의 모든 게시물에 대해 게시자 동의없이 게시물의 전부 또는 일부를 수정 · 복제 · 배포 · 전송 등의 행위는 게시자의 권리를 침해하는 것으로 원칙적으로 금합니다.
이를 무시하고 무단으로 수정 · 복제 · 배포 · 전송하는 경우 저작재산권 침해의 이유로 법적조치를 통해 민, 형사상의 책임을 물을 수 있습니다.
The answers / comments presented here are based on the actual law enforcement, legal knowledge, and interpretation of the lawyers and experts given as precisely as possible, however, one should not take assurance of it fully. No responsibility is assumed for Radio Korea in the result of using the information. Each questioner should seek and collect different opinions as many as possible and make his or her final judgment.
In principle, all posts in Radio Korea are prohibited from modifying, copying, distributing, and transmitting all or part of the posts without the consent of the publisher. Any modification, duplication, distribution, or transmission without prior permission can subject you to civil and criminal liability.
