Sheila Danzig

The opioid crisis in the United States continues to claim lives every day, and a primary culprit of the mortality rate of this crisis is fentanyl.  Fentanyl is a synthetic opioid 100 times more potent than morphine, classified as a Schedule II substance.  While it can be prescribed under close medical supervision to patients with severe pain following surgery and other limited circumstances, cartels have discovered that it is a cheap way to increase the bulk and potency of other illegal drugs regardless of deadly consequences.

According to the United States Drug Enforcement Agency, fentanyl is responsible for a 38.1% increase in overdose deaths involving opioids with nearly 90% of opioid overdose deaths linked to fentanyl in 2021 in the country. 

Two major shifts have occurred recently regarding how this substance is coming into the United States.  Originally, fentanyl was primarily entering the United States via post directly from China where fentanyl was being manufactured in clandestine labs.  The Chinese government cracked down on fentanyl manufacturing, so labs had to make a pivot.  Current, labs in China produce fentanyl precursor chemicals and ship them to Mexico.  From there, cartels manufacture fentanyl and recruit passenger vehicle and truck drivers to smuggle the substance into the United States. This is the first major shift. 

Originally, cartels were primarily moving fentanyl into the United States by adding it to other illicit drugs.  Now, they are manufacturing fentanyl pills and transporting these pills in large quantities across the border. 

Cartels recruit fentanyl mules who will draw the least amount of scrutiny at the least risky points of entry to move drugs across the border into the United States.  According to the DEA, fentanyl is most commonly transported across the US-Mexico border at official points of entry, concealed in compartments of passenger vehicles or interspersed with legitimate goods on tractor trailers driven by US citizens.  In 2021, seizures made at ports of entry accounted for 95% of all fentanyl seizures, with most of the remaining 5% found in cars driven by US citizens.  US Customs and Border Patrol reports that the rate of fentanyl seizure at ports of entry has skyrocketed. For example, in San Diego alone, the rate of fentanyl seizure has risen 323% in the past three years. 

There are two glaring themes:

First, the rate of fentanyl entering the United States has skyrocketed.

Second, fentanyl is primarily moving into the United States through controlled points of entry by US citizens.  In a six-month period, the US Customs and Border Patrol reported 89 seizures involving fentanyl.  Undocumented immigrants were only involved in three of these seizures.

Despite data to the contrary, the myth persists that undocumented immigrants and migrants seeking asylum are responsible for fentanyl overdose in the United States.  There is absolutely no data to support this theory.  A component of this myth is that the fentanyl smuggling spike has occurred due to open borders.  This is simply not true.  Seizures are occurring at strictly controlled points of entry, and the bulk of smugglers are US citizens, not foreign nationals.  Another argument is that border patrol agents are too busy chasing down illegal migrants to catch fentanyl smugglers.  If this were the case, the seizure rate would go down, not up with increased migration.

To effectively combat the opioid crisis and the deadly issue of fentanyl being smuggled into the United States, the solution needs to be data-driven, not fear-driven. 

Sheila Danzig

Sheila is the director of CCI TheDegreePeople.com.  Sheila specializes in overturning RFEs and Denials for work visas.

A perennial RFE issue for H-1B beneficiaries is mismatched education.  This is an easy trap to fall into, and one that you can fall into in multiple ways, occurring when the beneficiary’s education is anything but a bachelor’s degree or higher from a US accredited academic institution with a major that is an exact match for the H-1B job.  That means the following situations are red flags:

• US bachelor’s or higher degree in a different major
• Generalized US bachelor’s degree
• Degree earned outside of the United States
• Degree from an unaccredited institution
• Incomplete college
• No college.

Since there are many pathways through education – especially when it comes to highly skilled individuals – H-1B beneficiaries are likely to have deviated from the traditional course at some point.  It is up to your petition team to identify where these deviations are and address them before USCIS does.

Here is how:

Include a credential evaluation with your initial petition that fills in any gaps between the beneficiary’s education and a US degree in the exact major of the H-1B job.  This must be written to uniquely address the beneficiary’s education, training and work experience, as well as the job, H-1B eligibility requirements, and USCIS approval trends.  If a credential evaluation agencies does not ask about or mention all of these factors, look elsewhere.  If they are not responsive via your chosen method of communication, look elsewhere.  If they charge exorbitant fees and don’t offer affordable rush delivery options, look elsewhere.  These factors make it clear that they do not understand your situation.

Three years of progressive work experience in the field of the H-1B job can be converted into one year of college credit in that major.  This conversion must be written by a professor authorized to grant college credit for work experience.  With this strategy, alongside course credit, course content, and non-collegiate training and education, the right credential evaluation can show the beneficiary has the equivalency of the required degree in terms of US academic value.

At CCI TheDegreePeople.com we work with professors authorized to grant college credit for work experience.  We write every evaluation uniquely to fit the situation, we are dedicated to seamless communication, and are always affordable even at the last minute.

For a free review of your case visit www.ccifree.com.  We will respond in 4 hours or less.

Sheila Danzig

Sheila Danzig is the director of CCI TheDegreePeople.com.  Sheila specializes in overturning RFEs and Denials for work visas.

One glaring problem in an H-1B petition can quickly escalate into a complex, timely, and costly ordeal.  The Triple Threat RFE can be triggered when USCIS sees one red flag which leads to your petition being scrutinized until every little thing becomes an issue – or in this case wage level, specialty occupation and education. 

Answering a simple RFE is complicated enough given changing USCIS approval trends.  Having to rework three different areas of eligibility in one go can be daunting.  The trick is to rebuild your case from the ground up by going back to the basics.

First, tackle education.  Include a credential evaluation uniquely written for the job, the visa, and the beneficiary’s unique education and work experience.  When choosing the right credential evaluation agency, make sure they are easy to communicate with, and that they ask about all of the factors listed above.  If the job, the visa, the education, AND the work experience are not all taken into account, the evaluation will not properly fill in the gaps between the education the beneficiary has and the educational equivalency that USCIS needs to see to approve the visa.

Second, address specialty occupation and wage level with one expert opinion letter.  This expert must have extensive experience working in the field of the H-1B visa and preferably have held leadership roles in which they made hiring decisions regarding the beneficiary’s occupation and supporting positions.  Provide the expert with the specific duties of the job, the ad for the job showing the advanced degree requirement, and provide a breakdown of the factors that went into setting the wage level including previous employee work experience, prevailing wage data for the field and geographic location, etc.  One expert opinion letter can cover both issues.

At CCI TheDegreePeople.com, every credential evaluation is written to uniquely address the situation.  Every educational pathway is different so there are no cookie cutter solutions to proving academic equivalency.  We work with experts in all H-1B fields to provide expert opinion letters that USCIS will accept, and we offer affordable rush delivery options around the clock.

For a free review of your case visit www.ccifree.com.  We will respond in 4 hours or less.

Sheila Danzig

Sheila Danzig is the director of CCI TheDegreePeople.com.  Sheila specializes in overturning RFEs and Denials for work visas.

Earlier this year, USCIS announced that steps would be taken to increase visa processing efficiency, reduce wait times for petitioners, and generally reduce the overburdened legal immigration system.  As part of this plan, USCIS has committed to expanding eligibility for premium processing over the course of 2022 to include the following petitions:

• Additional Form I-140 petitions
• Form I-539 Application to Extend/Change Nonimmigrant Status
• Form I-765 Application for Employment Authorization.

Just earlier this month, USCIS initiated Phase III of the Premium Processing expansion plan, effective immediately.  This phase expanded premium processing eligibility to more Form I-140 petitioners whose petitions are currently pending:

• EB-1(c) Multinational Executive Manager Category – filed ON OR BEFORE January 1, 2022
• EB-2 National Interest Waiver – filed ON OR BEFORE February 2, 2022.

USCIS plans to continue expansion, eventually making all petitions under these two categories eligible for premium processing.  That means if you, or if your client or employee qualifies for one of these categories go for it!  If all goes according to plan, incrementally efficiency increases will ultimately reduce processing times for other I-140 petitions.

Processing times for EB-2 categories can still be years shorter than EB-3 categories, regardless of premium processing eligibility.  If you or if your employee or client may qualify for EB-2 rather than EB-3, we urge you to explore your options for eligibility in the EB-2 category.  At CCI TheDegreePeople.com we work with borderline cases every year.  We can spot EB-2 eligibility, and we can help you meet this category’s educational requirements. 

For a free review of your case, visit www.ccifree.com.  We will respond in four hours or less.

Sheila Danzig

Sheila Danzig is the director of CCI TheDegreePeople.com.  Sheila specializes in overturning RFEs and Denials for work visas.

While RFE rates have declined from recent highs, H-1B applicants are still running into trouble with regards to specialty occupation, wage level, and employer-employee relationship.  That is because these three eligibility requirements are still under attack with proposed rule changes to restrict them.  In the past, USCIS has been caught and convicted of illegally rejecting petitions that meet these current eligibility requirements.  While these lawsuits have deterred extreme instances of illegal adjudication, these areas continue to be precarious terrain for applicants.

The best way to respond to the Triple RFE is to tackle wage level and specialty occupation together, and then address employer-employee relationship issues.

First, gather documentation regarding the specialty occupation showing that the employer has a history of hiring only employees to the position in question with a bachelor’s degree or higher in the field.  Include the ad for the job showing the minimum bachelor’s degree requirement, as well as ads for the same position in parallel companies within the field that show this minimum educational requirements.  Then, include a detailed breakdown of the duties and responsibilities of the job highlighting the required skills and knowledge learned through completion of bachelor’s degree curriculum in the field.  Include a detailed breakdown of the factors that went into setting the wage level appropriately, including starting salaries for the same position in parallel companies in your geographical area.  Then, obtain an expert opinion letter written by an expert with extensive experience working in the field of the H-1B job to lend weight to your case based on this additional evidence and documentation.  This letter should address both eligibility issues.

Second, address the employer-employee relationship issue.  Jobs that require the H-1B employee to perform work by client contract such as consultants, or that require them to work at third-party worksites are vulnerable to employer-employee relationship issues.  The goal here is to show that the employer will be able to control the work of the H-1B employee throughout the duration of the H-1B visa period, even at third-party worksites.  Include a complete itinerary of the work the H-1B employee will perform for the entire three-year H-1B visa period, including client/customer contact information.  Then, clearly explain how the employer will be able to control the work of the H-1B employee offsite.

Since they emerged, CCI TheDegreePeople.com has been getting Triple RFEs overturned.  We work with experts in every H-1B field with the right experience who can write opinion letters to address both specialty occupation and wage level issues in one letter.  We know what additional documentation USCIS is looking for to answer the questions they have regarding eligibility.  Let us help you answer the Triple RFE or any other complex RFE you may be facing.

For a free review of your case visit www.ccifree.com.  We will respond in 4 hours or less.

Sheila Danzig

Sheila Danzig is the director of CCI TheDegreePeople.com. Sheila specializes in overturning RFEs and Denials for work visas.

Green Card processing is a long and frustrating process, notorious for excessive wait times that can last decades.  In 2021, only 65,452 family preference Green Cards were issued of the 226,000 available Green Cards.  In May of this year, the President’s Advisory Commission on Asian Americans, Native Hawaiians, and Pacific Islanders recommended steps to USCIS to reduce the Green Card backlog, which was voted for unanimously.

Recommendations would reduce processing time for family-based green cards, DACA renewals, and other Green Card applications to within six months.

Of course, this would require a near-complete overhaul of the existing system.  Establishing new timeline goals, streamlining processes, removing repeating steps, and automating manual approval mechanisms are included in these recommendations.  Additionally, USCIS must improve internal reporting systems and dashboards.  Internal processes by which USCIS processes Green Cards need to be reworked and additional officers must be hired.

The initiative is proposed to take effect starting August 2022, with the goal of increasing interview processing by 100% and expanding Green Card interviews and decisions by 150% in the first three months.

The system is far overdue for this much-needed overhaul.  We will continue to follow how these recommendations impact actual visa processing times. 

Sheila Danzig

Sheila Danzig is the director of CCI TheDegreePeople.com.  Sheila specializes in overturning RFEs and Denials for work visas.

If you submitted an H-1B petition and have not received a response, you are not alone.  USCIS has announced they are experiencing backlogs and staffing shortages.  In an effort to move the adjudication process along, they will be transferring certain petitions from the Vermont Service Center to the California Service Center.

In addition to processing cap-subject petitions, adjudicators are also processing petitions for H-1B extensions, which are essential for current H-1B workers to be able to continue to work in the United States.

Alongside processing delays, this month the issue of needing more annual H-1B visas was brought before the Senate Judiciary Committee by US Congresswoman Mia Love.  She stated, “in 2005, 85,000 visas were available.  Today, nearly 20 years later, 85,000 visas are available.  There are many promising options for expanding skilled immigration.” 

The need for expanding the H-1B program is nothing new, but hopefully there will be some movement on the issue.  This year, USCIS received 483,927 H-1B registrations.  Of those registrations, 127,600 were initially selected to file complete petitions to fulfill the 85,000 H-1B visas.  United States technology industry has become dependent on the H-1B visa program due to the shortage of US workers with advanced technology skills to accommodate this rapidly growing field.  Companies attempted to hire nearly one-half million foreign workers for FY2023.  The need for H-1B program expansion is clear; what is unclear is how much longer it will take to actually expand the program.

If your H-1B registration was selected in the lottery and you have not submitted a completed petition yet, do not delay!  Registrations are due June 30, 2022.  However, don’t let the pressure of the deadline cause you to submit a petition lacking in vital supporting evidence, such as a credential evaluation or expert opinion letter.  At CCI TheDegreePeople.com, we offer affordable rush delivery options around the clock to meet your needs.

For a free review of your case visit www.ccifree.com.  We will respond in 4 hours or less.

Sheila Danzig

Sheila Danzig is the director of CCI TheDegreePeople.com.  Sheila specializes in overturning RFEs and Denials for work visas.

At the end of March, 115,217 of the over 300,000 H-1B electronic registrants were selected to file complete petitions by June 30, 2022.  That deadline is coming right up!  Don’t let the pressure stand in the way of filing an airtight petition that covers common approval issues which can lead to Denials, RFEs, and delayed employee start dates.

At CCI TheDegreePeople.com, we offer affordable rush delivery options for expert opinion letters and credential evaluations.  These two additional components are essential to preventing specialty occupation, wage level, and education issues. 

An expert opinion letter written by an expert in the field of the H-1B job with extensive field experience who has held leadership positions within the field can address specialty occupation and wage level issues.  USCIS has been wary to outright approve visas for jobs that normally but do not ALWAYS require a bachelor’s degree or higher minimum educational requirement in the US Department of Labor’s Occupational Outlook Handbook.  USCIS has also called level one wages into question.  An expert opinion letter can address both of these issues before any adjudication problems arise.

A credential evaluation written uniquely to address the beneficiary’s education, training, and work experience, the job, H-1B requirements, and USCIS approval trends is key to filling in any gaps between the education the H-1B beneficiary has and the educational value needed for USCIS to approve the visa.  If the education is ANYTHING BUT a US bachelor’s degree or higher in the exact field of the H-1B job a credential evaluation is needed to show the beneficiary has the required degree’s educational equivalent in terms of US academic value.

At CCI TheDegreePeople.com, we work with difficult H-1B cases every year and understand the need for speed when it comes down to the wire.  We offer a range of affordable rush delivery options to accommodate your filing schedule.  Let us review your case for free.  Visit www.ccifree.com and we will respond in 4 hours or less. 

Sheila Danzig

Sheila Danzig is the director of CCI TheDegreePeople.com.  Sheila specializes in overturning RFEs and Denials for work visas.

Filing period is well underway for the 127,600 H-1B registrants selected in the first lottery of FY2023.  This March, USCIS received 483,927 electronic registrations, significantly increased from the 308,613 registrations submitted last year. 

A larger number of registrations were selected in the lottery this year, as FY2022 required three rounds of lotteries to meet the annual H-1B visa cap.  However, this higher number of selections may indicate a higher RFE and Denial rate is on the horizon.  If your visa, or if your employee or client’s visa is not approved outright, that means more time, more money, more headache, and possibly a delayed employee start date resulting in workflow hindrances. 

Education issues are perennial problems H-1B applicants face.  The following situations regarding the beneficiary’s education are likely to trigger adjudication issues:

• Degree earned outside of the United States
• Three-year bachelor’s degree
• Degree earned from an unaccredited institution
• Incomplete college
• No college
• Generalized degree – no specialization
• Specialized degree but in a field that is not related to the H-1B job
• Specialized degree in a field related to the H-1B job, but not an exact match

If any of these educational situations apply, you need to show USCIS that the beneficiary has the academic equivalent to a US bachelor’s degree in the field of the H-1B job in terms of US academic value.  You must do this in the initial petition filing to prevent education issues standing in between the H-1B employee and their visa.

Here’s how:

Include a credential evaluation in the petition written to uniquely address the beneficiary’s education, training, and work experience, the H-1B job, H-1B eligibility requirements, and USCIS approval trends.  This means evaluating college course content, non-collegiate professional training, and progressive work.  Progressive work experience is work in which education occurred on the job as evidenced by the beneficiary taking on progressively more specialized duties and responsibilities as time progressed.  USCIS accepts that three years of progressive work experience is the equivalent of one year of college credit in the major of the job.  That means missing years of college can be accounted for with a work experience conversion.  This conversion must be written by a professor authorized to grant college credit for work experience. 

Through detailed analysis of coursework, work experience conversion, and citation of precedent decisions and other supporting documentation, a credential evaluation will effectively hold USCIS’ hand and walk them through the academic value of the beneficiary’s education and work experience.

At CCI TheDegreePeople.com, we work with professors authorized to grant college credit for work experience, and each credential evaluation is written uniquely to fit the situation.  Let us review your case for free to identify any education issues and address them effectively BEFORE you file.

For a free review of your case visit www.ccifree.com.  We will respond in four hours or less.

Sheila Danzig

Sheila Danzig is the director of CCI TheDegreePeople.com.  Sheila specializes in overturning RFEs and Denials for work visas.

For those selected in the H-1B lottery, it is time to start filing completed petitions.  That means it is time to anticipate likely hurdles to outright approval based on USCIS adjudication trends.

One common complex RFE we have been seeing over the past few years is the Double RFE.  We expect this one to be a common issue again this year since legislation proposing to change eligibility and selection order surrounding specialty occupation and wage level components is still on the table. 

Here is what you need to know about the Double RFE:

1. USCIS assumes that if a job is set at Level One Wages it is an entry level position.
2. If the entry level position’s entry in the US Department of Labor’s Occupational Outlook Handbook states that the position does not ALWAYS require a minimum of a US bachelor’s degree to perform, USCIS will state it does not meet Specialty Occupation requirements.

The way the RFE is structured, petitioners must defend that the H-1B beneficiary is being paid the prevailing wage, and that the job is a specialty occupation.

This situation is unfortunately common for recent college graduates who have the advanced degree but little or no work experience and thus require a higher level of training and supervision.  These are factors that play into the wage level.  Additionally, while Specialty Occupations are definitionally jobs that NORMALLY require a bachelor’s degree or higher, USCIS has been consistently adjudicating in terms of ALWAYS rather than NORMALLY effectively making the exception the rule.

Here is how we answer this RFE:

1. Include a detailed breakdown of the factors that went into setting the wage level appropriately, including documentation of prevailing wage.
2. Provide a detailed breakdown of the specialized duties and responsibilities of the job and how attainment of an advanced degree in the field of the H-1B job directly apply.
3. Provide evidence of past hiring practices showing this position requires a bachelor’s degree minimum.
4. Provide documentation of hiring practices for this position for similar employers in the industry showing the bachelor’s degree minimum requirement consistently.
5. Include an expert opinion letter written by an expert in the field of the H-1B job with extensive experience working in the field of the H-1B job, with leadership experience wherein they made hiring decisions regarding this position.  This letter should address both the wage level and the specialty occupation justifications.

At CCI TheDegreePeople.com we work with experts in every H-1B field.  Our strategy works for both preventing and answering the Double RFE.

Let us review your case for free before you file.  Visit www.ccifree.com and we will respond in four hours or less.

Sheila Danzig

Sheila Danzig is the director of CCI TheDegreePeople.com.  Sheila specializes in overturning RFEs and Denials for work visas.