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Cheap H1B Expert Opinion Letter Service in USA: Save Money on Your Visa RFE Response

Immigration, Visa Approvals

Receiving an H1B Request for Evidence (RFE) can be stressful, especially when timelines are tight and expenses begin to increase. Many applicants worry that an RFE means their petition is weak. In reality, RFEs are often issued because USCIS needs clearer explanations related to job roles, education, or degree equivalency. This is where expert opinion letters and credential evaluations become important without forcing applicants to spend excessively on legal fees.

Choosing a cheap H1B expert opinion letter service in the USA helps applicants respond correctly, meet USCIS expectations, and manage overall visa costs.

Why H1B RFEs Are Issued So Often

H1B RFEs are common and usually focus on clarity rather than eligibility. USCIS officers review a high volume of petitions, and if any detail appears unclear or incomplete, an RFE is issued to request additional evidence.

Common reasons include:

  • Questions about whether the role qualifies as a specialty occupation
  • Concerns related to foreign degree equivalency
  • Three year bachelor’s degrees requiring U.S. equivalency explanation
  • Job duties that are not described in sufficient detail

An RFE is not a denial. It is a request for stronger and clearer documentation.

Specialty Occupation RFEs and How Expert Opinion Letters Help

Specialty occupation RFEs are one of the most frequent challenges in H1B cases. USCIS may question whether the position genuinely requires specialized knowledge and a specific degree background.

An expert opinion letter for an H1B visa helps explain this by:

  • Connecting job duties directly to academic requirements
  • Demonstrating how the role depends on specialized education
  • Showing why the position meets H1B specialty occupation standards

When prepared correctly, an expert opinion letter for an H1B RFE answers USCIS concerns in professional and recognizable language.

Addressing Degree Equivalency Concerns in H1B RFEs

Foreign education is another major reason RFEs are issued. USCIS must confirm that a degree earned outside the United States meets U.S. bachelor’s degree standards, especially when the academic structure is different.

A degree equivalency evaluation USA report helps by:

  • Explaining how foreign education compares to U.S. standards
  • Clarifying credit systems, coursework, and duration
  • Supporting eligibility for specialty occupation roles

A degree evaluation for H1B petitions reduces confusion and presents academic credentials in a format USCIS understands.

Why Affordable H1B Expert Opinion Letter Services Matter

Many applicants are concerned about the cost of responding to an RFE. Immigration attorney costs can rise quickly, particularly when multiple documents are required. Affordable expert opinion letter services offer a practical option for academic and professional evaluations without lowering quality.

Cheap H1B expert opinion letter services focus on:

  • Delivering USCIS ready documentation
  • Supporting H1B RFE response requirements efficiently
  • Offering low cost immigration help without unnecessary services

This approach allows applicants to save money while still submitting a strong response.

What a Complete H1B RFE Response Usually Includes

A strong H1B RFE response rarely relies on a single document. It usually includes several supporting evaluations that work together to address USCIS questions.

These commonly include:

  • Expert opinion letters for H1B specialty occupation RFEs
  • Degree equivalency evaluation USA reports
  • Academic credential evaluation services
  • Job description validation support

When combined properly, these documents form a clear and organized response.

When It Makes Sense to Use a Cheap H1B Expert Opinion Letter Service

Professional evaluation services are recommended when:

  • USCIS questions specialty occupation eligibility
  • A foreign degree requires U.S. equivalency clarification
  • An RFE specifically requests expert validation
  • Previous documentation was considered insufficient

Using affordable services early often helps avoid repeat RFEs and delays.

Credential Evaluation Cost and Expert Opinion Letter Pricing

Pricing depends on the complexity of the case and the level of review required. Transparent pricing allows applicants to plan without surprises.

Typical ranges include:

  • Expert opinion letter for H1B RFE costing approximately $600 to $1200
  • Degree equivalency evaluation USA costing approximately $500 to $1000

These services focus on accuracy, compliance, and clarity, which are critical for USCIS review.

Practical Steps to Reduce Future H1B RFEs

While RFEs cannot always be avoided, preparation can reduce risk:

  • Clearly define job duties and required qualifications
  • Submit complete academic transcripts and degree documents
  • Obtain credential evaluations early
  • Include expert opinion letters when eligibility may be questioned

Well prepared petitions are easier for USCIS officers to evaluate.

Affordable H1B RFE Help in the USA

Fast and affordable H1B RFE response services help applicants meet deadlines with less stress. Cheap expert opinion letter services combined with credential evaluations provide a cost effective way to strengthen visa petitions.

By choosing affordable and professional support, applicants can save money while submitting a response that aligns with USCIS expectations and improves approval chances.

About Sheila Danzig

Sheila Danzig is the executive director of TheDegreePeople.com and a leading expert in foreign degree evaluations. She is widely recognized for her innovative approach to difficult cases, helping thousands of clients successfully obtain visa approvals even when facing RFEs or denials. Her expertise in USCIS requirements and commitment to providing personalized, effective solutions make her a trusted resource for professionals navigating the immigration process.

Get a Free Review of Your Case

If you’ve received an RFE, don’t wait. Sheila Danzig and TheDegreePeople.com offer a free review of your case to determine the best course of action. Our expertise has helped thousands of professionals, including H-1B applicants, secure approvals even in challenging cases.

To get your free case review, visit www.ccifree.com today.

Cheap H1B Expert Opinion Letter Service in USA: Save Money on Your Visa RFE Response Read More »

Round 2: What to do if the 2nd RFE Arrives After Resolving the First RFE

Credential Evaluation, Immigration, Visa Approvals

If the petition process and first round of H1B RFEs aren’t stressful enough here comes round two of RFEs. 

When CIS finds something wrong with a petition, it opens the floodgates to finding more details out of place that would have otherwise gone unnoticed.  The best way to prevent round two of RFEs is to prevent round one by identifying the common RFE triggers inherent to the situation in your case and plan accordingly, but this doesn’t always work.

If you or your employee or client is facing down RFE round two, don’t panic.  The petition has not been denied, CIS just needs more information to make a decision.

The trick with any RFE is not to get caught up in the wording or individual demands, but rather to go back to the basics and see where evidence and analysis is lacking. 

To qualify for H1B status, the job must be a specialty occupation, which means as an industry standard or a standard hiring practice a minimum of a US bachelor’s degree or higher in the specialization is required for entry into the occupation.  The beneficiary must hold a US bachelor’s degree or higher or its acceptable equivalency in the exact field of the specialty occupation.  The employer must be economically viable and pay the beneficiary the prevailing wages and benefits for the specialty occupation, and there must be an employer-employee relationship in which the employer can hire, fire, promote, supervise and otherwise control the work the beneficiary does.

Read the RFE and identify which of these requirements CIS is having trouble adjudicating.  Is it the job?  Is it the education?  Is it the working conditions? 

At TheDegreePeople we work with difficult RFEs every year and we know how to identify where cases are lacking in evidence and analysis, and which common RFE traps beneficiaries fall into as CIS approval trends change from year to year.  Let us review your case for free before you answer that second round of RFEs.  Visit ccifree.com and we will get back to you in 48 hours or less.

Round 2: What to do if the 2nd RFE Arrives After Resolving the First RFE Read More »

Preventing More RFEs: Two H1B RFEs to Always Answer Together

Credential Evaluation, Immigration, Visa Approvals

Two RFEs that are closely connected are specialty occupation and wage level RFEs. Even if both of these issues are not brought up verbatim in the same RFE, it is likely that one issue implies the other. That means if you, or your employee or client receives a wage level RFE, you must answer both that issue and the issue of specialty occupation. If you, or your employee or client receives a specialty occupation RFE, you must also answer the issue of the wage level in your response. If you don’t, you will likely be getting another RFE soon.

Here’s how you do it:

To prove specialization, you must show that the H1B job requires a minimum of a US bachelor’s degree or higher to perform. To show that this is an industry standard, supply the ad for the job, as well as other ads for the same position in parallel companies within the industry to demonstrate the minimum requirement. Include a detailed breakdown of the job’s duties, tasks, and responsibilities to show that the work required is specialized and needs training to perform. If this particular position is uniquely specialized to require an advanced degree beyond what is the industry standard for this position, besides providing the detailed work breakdown, you will need to provide record of past hiring practices to show that the employer typically hires workers with advanced degrees for this position, and further evidence to explain why this job is uniquely specialized.

Then, address the wage level, as paying the H1B employee the prevailing wage for the position in the industry in that geographical location for companies of that size is also an H1B requirement. If the wage level doesn’t match the job entry indicated in the US Department of Labor’s Occupational Outlook Handbook, you need to go a step further and explain all of the factors that went into deciding the wage level for the position. This includes the amount of direct work experience the H1B worker has in the field, the level of supervision required, and any further training necessary.

To tie all of this together, you will need an expert opinion letter that validates the job’s specialization and wage level. One letter can address both issues as they are closely linked and much of the same evidence and analysis go into supporting both aspects of the RFE.

At TheDegreePeople, we have experts from all fields on hand 24/7 – as well as highly trained credential evaluators with expert knowledge of working with H1B visas and difficult RFEs – to analyze your case and get you the expert opinion letter you need to overturn this RFE, and prevent the second round. We even provide affordable rush delivery options for the last minute.

For a free review of your case visit ccifree.com.. We will get back to you in 48 hours or less with our full analysis, pre-evaluation, and recommendations moving forward.

Preventing More RFEs: Two H1B RFEs to Always Answer Together Read More »

How to Prevent a 2nd Round of H1B RFEs with Your First Answer

Credential Evaluation, Immigration, Visa Approvals

The trick is to provide evidence to support all aspects of H1B requirements in the first answer, even if the RFE didn’t specifically ask for it. Just meeting the evidence requests in the first RFE may seem daunting enough without the addition of having to preempt a second round, but trust me, it’s worth it. It will save you a lot of time, money, and headache later on.

At TheDegreePeople, we review each client’s entire case and make sure all of the bases are covered. H1B elligibility means the beneficiary is working a specialty occupation that requires a minimum of a US bachelor’s degree or its equivalent as a minimum qualification to be hired. The beneficiary must hold the required degree in the exact field of the specialty occupation. The employer must pay the employee the prevailing wage for that job in that field for companies of that size in that geographic location, and the employer must be able to hire, fire, promote, supervise, and otherwise control the work the employee does.

For H1B employees working at third-party consulting firms, you must show that there are projects lined up for the employee to perform over the course of their H1B status.

We review each case and the associated RFE and make sure to address any discrepancies between the requirements and the petition. That means addressing why the wage level is set as it is, why the job requires an advanced degree, and addressing the education situation. If you or your employee or client has a degree in a different field – even if it’s related – or a degree from outside of the US or never completed a bachelor’s degree, you will need to include a credential evaluation that closes the gaps between your education, or your employee or client’s education and H1B educational requirements.

For a free review of your case, visit ccifree.com.  We will get back to you in 48 hours or less with our analysis of your case and our recommendations.

How to Prevent a 2nd Round of H1B RFEs with Your First Answer Read More »

Case Study: H1B Specialty Occupation RFE – OVERTURNED

Credential Evaluation, Immigration, Visa Approvals

Last year, we saw an influx of RFEs regarding whether the job in question was specialized to meet H1B requirements.

To meet H1B specialization requirements, the position must require a minimum of a US bachelor’s degree or higher, or its equivalent for entry into the position. This must be an industry standard, or you must prove that this position is uniquely specialized so as to require the employee to hold an advanced degree. If CIS has any reason to doubt the job meets specialization requirements, they will issue an RFE.

The most common occupation in question last season with computer programmers making level 1 wages. This RFE was widespread and had candidates, employers, and their lawyers blindsided. At TheDegreePeople, we were able to get the vast majority of these RFEs overturned. One of these cases was a man with a US bachelor’s degree in computer programming. He was hired as a computer programmer at level 1 wages because he was fresh out of college and although he had the skills and knowledge from his college education, he had very little on the job experience and would need a high level of training and supervision to start. Therefore, his employer set the position at level 1 wages.

While there was no question about our client’s educational eligibility, CIS issued an RFE about the job. This is because in the Occupational Outlook Handbook, it states that sometimes employers will hire entry level computer programmers with only a US associate’s degree, even though a bachelor’s degree is the norm.

There were two problems with CIS’ reasoning for this RFE:

  1. A position being set at level 1 wages does not mean it is an entry level position. There are many factors that go into determining what wage level a position is set at.
  2. Most employers require a minimum of a bachelor’s degree for this position, and that is what the standard SHOULD be for determining the overall level of specialization for a given position. The norm, not the exception, should define the rule.

With an expert opinion letter from TheDegreePeople, the RFE was overturned and our client’s visa was approved.

If you, or your employee or client receives a Specialty Occupation RFE, let us help you. Visit ccifree.com/. We will get back to you in 48 hours or less with a no-charge and no-obligation review of your case.

Case Study: H1B Specialty Occupation RFE – OVERTURNED Read More »

H-1B Support: Refuting the Specialty Occupation RFE

Credential Evaluation, Immigration, Visa Approvals

Filing season for the H-1B cap has come and passed. That means this season’s first round of RFEs is on its way.

Last year, we saw a spike in Specialty Occupation RFEs that questioned whether a job qualified for H-1B eligibility. For a job to meet H-1B specialization requirements, it must fit the definition of specialty occupation according to USCIS statutes. Here is where it gets murky:

There are two very similar but profoundly different definitions of specialty occupation within the same CIS statute.

INA § 214(i)(1) defines it as, “An occupation that requires theoretical and practical application of highly specialized knowledge and attainment of a bachelor’s degree or higher in the specific specialty (or its equivalent) as a minimum for entry into the occupation in the United States.”

INA § 214.2(h)(4)(ii) holds the same definition EXCEPT instead of stating the degree must be in THE specific specialty, it states itmust be in A specific specialty.

Employers will hire H-1B employees for positions when they have a degree that exactly matches the job, or that is related to the job in such a way that there is significant specialized knowledge and skill overlap. This still tends to be a narrow range of degree specializations. In the past, CIS has approved visas according the second definition that allowed for beneficiaries with degrees in related fields that did not exactly match the H-1B job because the job requiring that minimum credential would qualify for H-1B eligibility under that definition. In recent years, CIS has switched to the first, strict definition that requires beneficiaries have “a bachelr’s degree or higher in THE specific specialty (or its equivalent) as a minimum for entry into the occupation in the United States.”

However, if you, or your employee or client receieves an RFE for specialty occupation, disputing these definitions will not help you. The important part to focus on in BOTH of these definitions is: “or its equivalent.”

In the Tapis International v. INS decision, it was established that equivalent encompasses academic and experienced-based training in various combinations. This means that a job or a candidate doesn’t necessarily need a bachelor’s degree in THE specific speciality to be eligible for H-1B. There are four options, one of which must be met:

  1. The job in question normally requires a minimum of a US bachelors degree or higher for entry into the position in the United States.
  2. This minimum degree requirement is normal for this job in similar organizations in the industry.
  3. The job in question is uniquely complex to need a US bachelors degree or higher as a minimum requirement for entry into this position.
  4. The employer sponsoring the H-1B beneficiary commonly requires a this degree as a minimum for entry into the position, and this can be proven by their hiring history.

If the job meets one of these four requirements – and the beneficiary meets the educational and experiential requirements as well – the job meets H-1B eligibility requirements. However, you will need evidence to back up that the specialization of the job in question is consistent with industry standards or employer hiring practices. This requires a detailed employer support letter, but CIS will NOT just take the employer’s word for it. Your RFE response must also include an expert opinion letter to back up that the job does meet H-1B specialization requirements.

At TheDegreePeople.com we have experts on hand 24/7 to review your case and write the letter you need, or your employee or client needs to get that RFE overturned. Every year, we work with difficult H-1B RFE cases and we get them overturned virtually every time. For a no charge and no obligation review of your case, visit ccifree.com. We will get back to you in 48 hours or less with a full analysis and expert consultation on how to best proceed.

H-1B Support: Refuting the Specialty Occupation RFE Read More »

RFE Magnets: 2 H-1B Jobs that Top the RFE Chart

Credential Evaluation, Immigration, Visa Approvals

That means, if you, or your employee or client filed on time and made the H-1B lottery, there’s a high chance your work is far from over.

Two jobs in particular attract a disproportionate amount of RFEs: Computer Systems Analysis, and Computer Programmers at Level 1 Wages. If you hold, or if your employee or client holds one of these jobs, it’s important to know what you’re up against. If you didn’t take steps to preempt RFEs that are commonly linked with these jobs, don’t panic. An RFE is not the end of the world, and there are steps you can take to rectify the situation.

First, let’s take a look at Computer Systems Analysis. The reason this job is so problematic is because CIS requires H-1B beneficiaries to hold a degree specialization that matches the job title. Computer Systems Analysis is a VERY rare degree. In fact, this degree is only available at US colleges that offer self-designed majors. India has a Computer Systems Analysis bachelors degree. However, since the Indian BCA is a three-year program this degree too will trigger an RFE if the petition doesn’t include a credential evaluation that converts three years of progressive work experience into that missing fourth year of college credit. A US masters of Computer Systems Analysis is the only degree we have not seen trigger an RFE for this job.

If your job, or your employee or client’s H-1B job is Computer Systems Analysis and they don’t hold a US masters of Computer Systems Analysis, there is a high RFE risk. Beneficiaries with an Indian BCA in Computer Systems Analysis need to include a credential evaluation with their petition as discussed above. Beneficiaries with education in a related field need to submit a credential evaluation as well that emphasizes course credits in the field of Computer Systems Analysis and converts years of progressive work experience in that field into years of college credit towards earning that specialization equivalency. If you included the right credential evaluation with the petition last week, you took effective steps to prevent this RFE. If you did not, you can still submit this credential evaluation with the RFE response.

Next, let’s take a look at the Level 1 Wages RFE that disproportionately affected computer programmers making Level 1 Wages. H-1B status is for jobs that require a minimum of a US bachelors degree or its equivalent, and for candidates who meet this degree requirement. CIS uses the US Department of Labor’s Occupational Outlook Handbook to determine whether or not a job meets H-1B eligibility requirements. Entry level computer programmer is a borderline occupation, meaning that according to the handbook, employers sometimes hire entry level programmers with only a US associates degree, making this job ineligible for H-1B consideration.

There were two main problems with this reasoning: The first is that just because a job is set at level 1 wages doesn’t mean it’s an entry level position. Determining wage levels is a complex process that takes many factors into consideration, including how much supervision, guidance, and training a worker will need. Since many H-1B beneficiaries are just coming out of college and into the workforce, even though they have the right education, they may not have the on-the-job experience necessary to work without a high level of supervision at first. This factors into the decision to set non-entry level jobs at level 1 wages.

The second problem with CIS’ reasoning for this RFE is that in the same passage of the Occupational Outlook Handbook, the US Department of Labor states that employers will usually require a minimum of a US bachelors degree for the position of entry level computer programmer, indicating that it does meet CIS requirements for specialization.

If you hold, or your employee or client holds this position at level 1 wages, they are at a high risk of RFE. In this situation, you need to include an expert opinion letter along with documentation that this job is specialized to meet CIS requirements for H-1B status.

At TheDegreePeople, we have experts and evaluators on hand to help you. We are RFE experts and work with difficult cases and RFEs every year, and we get them overturned. For a free consultation, visit ccifree.com.

RFE Magnets: 2 H-1B Jobs that Top the RFE Chart Read More »

H1B Alert: Don't Submit the Right Evaluation for the Wrong Visa

Credential Evaluation, Immigration, Visa Approvals

However, not all evaluations will do the job. The right evaluation for you or your client or employee needs to take into consideration H1B requirements – as different visas have different regulations for combining education – as well as the beneficiary’s education, work experience, and job, and CIS approval trends.

It’s important to make sure you choose the right evaluation agency to work with because the industry is not well-regulated by a central governing body, so you could end up with an agency that is not up to quality standards. You could also choose an agency that writes a perfectly accurate evaluation that does not work for your client or employee’s situation. Not all agencies know how to work with visa cases.

When you contact a credential evaluation agency to write your evaluation, or your client or employee’s evaluation, here are three questions to keep in mind:

  1. Did they ask about the visa?
  2. Did they ask about the job?
  3. Do they work with H1B cases and their RFEs on a regular basis?

The right evaluation agency for you case, or your client or employee’s case is the one that asks about the visa and the job, and works regularly with H1B cases and H1B RFE cases.

At TheDegreePeople, we follow CIS approval trends, and work regularly with H1B cases and their RFEs. We know what triggers common RFEs, and we know how to prevent them. For a free review of your case, or your client or employee’s case, visit ccifree.com.

H1B Alert: Don't Submit the Right Evaluation for the Wrong Visa Read More »

Dealing with the Level 1 Wages RFE this Year and Next

Credential Evaluation, Immigration, Visa Approvals

This year, we all met the Level 1 Wages RFE that targeted H1B computer programmers working at Level 1 Wages.  We’re still answering these RFEs, and it’s almost time to file again.

First, let’s look at the Level 1 Wages RFE:

Until this year, CIS has left computer programmers at Level 1 Wages alone when it comes to how their pay grade reflects the specialization of their job.  Now, CIS is claiming that computer programming positions at Level 1 Wages are entry level positions.  This is not the case – wage levels don’t work like that.  There are many other factors to consider when it comes to setting wage levels, particularly for new employees.  Entering a new job always requires a heightened level of supervision on the part of the employer, which impact wage levels.  Starting a new job fresh out of a bachelors degree program with the necessary skills and knowledge but little to no direct work experience in the field also requires a heightened level of supervision and training on the part of the employer.  Here’s the catch: these factors set wage levels low to start working, and to start working H1B visa status is needed.

CIS sees that a computer programming position is set at Level 1 Wages and claims that the job is not specialized to meet H1B requirements that state a job must require a minimum of a US bachelors degree or its equivalent to qualify.  The US Department of Labor’s Occupational Outlook Handbook states that employers will sometimes hire entry level computer programmers with less than a US bachelors degree as a minimum requirement, stating that only an associates is needed.  CIS uses this passage as justification to reject the petition.

There are two problems with this:  First, as discussed earlier, this reasoning assumes that a job set at Level 1 Wages is inherently entry level.  This is not true.  Proving this to CIS in the RFE response requires a detailed job description and employer support letter, along with an expert opinion letter that explains wage levels and educational requirements for the industry.  Second, that same passage in the Occupational Outlook Handbook states that employers usually require a minimum of a bachelors degree even for entry level computer programming positions.  This reference also must be included in the RFE response.

At TheDegreePeople, we have experts on hand 24 hours a day, 7 days a week to write the response that you, or your employee or client needs to answer the Level 1 Wages RFE.  For a free review of the case, please send the following documents to [email protected]:

• LCA

• Beneficiary’s Resume and Educational Documents

• Employer Support Letter

• Detailed Job Description

• RFE

We will get back to you in 48 hours or less with a full review of the case and our recommendations on what to do next.

As we’re wrapping up RFE season, we’re coming right up on filing season.  While we won’t know whether preventative measures will work for this RFE until next RFE season, there are some steps you can take to reduce the risk of dealing with the Level 1 Wages RFE again.  If the job can be set at Level 2 Wages, or the job title can be classified as a different occupation, including these changes in the petition and on the LCA may help prevent the Level 1 Wages RFE.  Remember, the LCA and the petition must be consistent, so whatever you enter in the LCA must be the same in the petition.  The job title must match the job description, so it’s important to be very careful when taking this preemptive measure.  We can consult with you on this.  If can also be helpful to include an expert opinion letter from an RFE response in the initial petition to clear up the misconception about Level 1 Wages and entry level positions from the start.

To preempt RFEs that we have seen coming in after having answered the Level 1 Wages RFE, it’s always a good idea to include a thorough credential evaluation in the initial H1B petition to close any gaps between your or your employee or client’s education and their H1B job.  Foreign degrees, incomplete or nonexistent college education, and generalized degrees or degrees in specializations that are not an exact match for the job title all require credential evaluations to clearly show CIS that the education meets H1B requirements.  If you’re not sure whether you or your employee or client meets H1B educational requirements, let us review the case before you file in April.

Dealing with the Level 1 Wages RFE this Year and Next Read More »

How to Use the Level 1 Wages RFE as a Tool

Credential Evaluation, Immigration

It seems like every year CIS is coming out with a new difficult RFE to throw H1B beneficiaries and their employers and attorneys a curve ball.

This year, we were all caught off guard by the Level 1 Wages RFE that targets computer programmers. As with all other years, this RFE is an opportunity to strengthen your case, or your client or employee’s case when you respond to it. In fact, your response to this RFE should be viewed as a tool to do this, and to preempt a second round of RFEs.

When you respond to the Level 1 Wages RFE, it’s important to be aware of other risks involved in your case, or your client or employee’s case. Some jobs, like Computer Systems Analyst, are RFE magnets. Some degrees, like generalized degrees or the Indian three-year Bachelors degree, also attract a disproportionate number of RFEs. If a candidate’s degree is not an exact match for their H1B job, CIS is likely to issue another RFE about that issue when you answer the first. That’s why when we answer the Level 1 Wages RFE, we review our clients’ entire case and write a credential evaluation that preempts these situations.

Don’t let the Level 1 Wages RFE catch you off guard or distract you from the classic RFEs we’ve seen year after year, because they haven’t gone away.

For a no charge and no obligation review of your case, or your employee or client’s entire case, please send the following documents to [email protected]:

• Candidate’s education documents and resume

• Employer support letter

• LCA

• Detailed job description

• RFE

We will get back to you in 48 hours or less with a full analysis of your client’s case and our suggestions on how to move forward answering the initial RFE and preventing the next.

How to Use the Level 1 Wages RFE as a Tool Read More »

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