fromnaija
07-11 06:31 PM
I am not sure if my previous employer will support, even i am not sure if they have sent a I-140 cancellation request to USCIS.
Can i file 485 through my current employer based on previously approved I-140 as my current I-140 has priority date recapture request.
If your former employer will not support your GC application and you are not even sure if they already cancelled your 140, then you CANNOT file 485 based on that 140.
As chennai already advised you may have your 140 premium processed.
However, reading back your origiinal post I don't think you can file 485 until your new 140 is approved since you are porting PD. So your PD must be ported to the new 140 successfully and the PD current before you can submit 485. Sorry for the initial confusion.
Can i file 485 through my current employer based on previously approved I-140 as my current I-140 has priority date recapture request.
If your former employer will not support your GC application and you are not even sure if they already cancelled your 140, then you CANNOT file 485 based on that 140.
As chennai already advised you may have your 140 premium processed.
However, reading back your origiinal post I don't think you can file 485 until your new 140 is approved since you are porting PD. So your PD must be ported to the new 140 successfully and the PD current before you can submit 485. Sorry for the initial confusion.
wallpaper Heck they are all so hot in
srikanthmavurapu
08-17 02:16 PM
As your current employer is not the direct client of your former emplyer, they may not have a good case to sue you. They will threaten you to get something out of the situation. So, don't hurry and consult an attorney or get more information from some educated source on this type of matters. By the way, don't tell him what you will do. Just find out what he is trying to do and act accordingly. If you tell him that you will complain to DOL, he will be prepared to face it. Good luck.
Ya they wanted to get some money out of me by threatening me ......
I have an appointment with Attorney after i talk to him i will decide what to do ....
Thanks!
Ya they wanted to get some money out of me by threatening me ......
I have an appointment with Attorney after i talk to him i will decide what to do ....
Thanks!
GotGC??
05-15 12:03 PM
Thanks for your reply.
My understanding is there can be only one AOS at any time.
- So if the AOS is applied based on the EB3 140, can another AOS be filed based on EB2?
- If a AOS has been applied based on EB3, can it be "upgraded" to EB2 ??
Thanks.
Not an expert but my guess is this window of opportunity will exist till next Fiscal year's bulletin is out i.e around 10th sep 2007. If you haven't already filed 485 you are unlikely to be approved during the window. I would go with aggressive approach i.e file based on pending EB2 and upgrade to PP. If you want to be conservtive because you never know if the porting will be accepted or not, or if it may add more delay just file eb3 485 right away, take the beneifts like ead etc.. and later port if retrogressed.
My understanding is there can be only one AOS at any time.
- So if the AOS is applied based on the EB3 140, can another AOS be filed based on EB2?
- If a AOS has been applied based on EB3, can it be "upgraded" to EB2 ??
Thanks.
Not an expert but my guess is this window of opportunity will exist till next Fiscal year's bulletin is out i.e around 10th sep 2007. If you haven't already filed 485 you are unlikely to be approved during the window. I would go with aggressive approach i.e file based on pending EB2 and upgrade to PP. If you want to be conservtive because you never know if the porting will be accepted or not, or if it may add more delay just file eb3 485 right away, take the beneifts like ead etc.. and later port if retrogressed.
2011 Tags: girls generation hot,
breddy2000
04-04 03:31 PM
Nothing to get excited about. As far as I know, USCIS definition of backlog does not include cases waiting for visa number availability...But surely, this will be a great relief for people whose dates have been current for a long time but for some reason USCIS has put their cases under admin processing...
Typically, USCIS adjudicates applications on a first in first out basis, however, as explained above, since USCIS cannot approve an adjustment application and grant permanent residence until an individual visa number is available, the first in first out principle does not apply to these “visa regressed” cases. USCIS is processing adjustment applications based on projections of when a visa number will become available.
Maybe the recent RFEs and pre-adjudication cases have something to do with the remaining visa numbers of 55,000. So USICS is gearing to clear these numbers within next 4-5 months.
Typically, USCIS adjudicates applications on a first in first out basis, however, as explained above, since USCIS cannot approve an adjustment application and grant permanent residence until an individual visa number is available, the first in first out principle does not apply to these “visa regressed” cases. USCIS is processing adjustment applications based on projections of when a visa number will become available.
Maybe the recent RFEs and pre-adjudication cases have something to do with the remaining visa numbers of 55,000. So USICS is gearing to clear these numbers within next 4-5 months.
more...
wa_Saiprasad
01-02 01:08 PM
I have sent you a private message.
pointlesswait
11-26 11:18 AM
should we not ask for refund from our lobbyists..they lied to us last yearlobbying shoud be result oriented..not stuffing for their turkey...... sab hawa ke badhshah hai..;-)
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kevinkris
07-21 06:11 PM
Open this thread in case if you get it..
Hi All,
My skin test was positive, where as my x-ray was normal.Incase I get an RFE , Can I go to my PCP or need to go only to local health dept.
Can some body guide me
-Srarao
$100-so far
Hi All,
My skin test was positive, where as my x-ray was normal.Incase I get an RFE , Can I go to my PCP or need to go only to local health dept.
Can some body guide me
-Srarao
$100-so far
2010 girls generation hot. voted
roseball
05-01 12:30 PM
Usually, the I-485 application is considered abandoned and eventually denied if you dont show up for finger printing...
However, if your I-140 from the previous employer is approved, you can still use that to port your PD to your current petition...You might need a copy of the old I-140 approval to do so....
However, if your I-140 from the previous employer is approved, you can still use that to port your PD to your current petition...You might need a copy of the old I-140 approval to do so....
more...
ivuser
02-15 11:34 AM
Let us Provide Service and generate more revenue.
Revenue generation through multiple means is a very good idea.
Information Service
I would like to make most of the form thread details be accessible to members who had paid at least $100 or enrolled for recursive $20/month. We should make the thread heading very attractive and make it accessible to public. Core members should review all the thread headings, I think they are already doing it now. I can volunteer to this activity. I do have 8 years of experience in studying US immigration law, though I am not a lawyer, with my experience I can be of some guidance.
Advertisement
Provide advertisement (Ad), like we see top, right side and bottom page Ad in hotmail, yahoo etc. Apart from the flash, images Ads, we should also do Google text Ads. Flash Ad could be charged based on the space, number of page hits. Google pays 25 cents per click on the hyperlink for the text Ad. I had managed a project, which implemented the feature. I am sure we have lot of technical experts and get this implemented, very well.
Corporate Sponsorship
If a corporation sponsors money then most probably there will be some tax advantage. I do know IV�s tax code. Consulting companies could pay IV from our company account.
Physicians
We can identify all our physician members and provide help for members and their parents in need. In turn the members who had taken help could contribute to IV�s good cause, in terms of funds, taking part in activities, etc. Hi the concept is very simple, if you had gone to a doctor, you will end up spending 2 hr waiting to see the doctor and then pay 150 to talk to them for 15 min. We will help you and intern you help us, or may be help yourself if you are a person going through the GC process. I can take initiative for this task, my wife is a physician and I know 20 other doctors who are in the GC process.
Disclaimer
Our IV admin should make standard disclaimers like, the information provided may have error, and the members should always consult lawyers for accurate information, the thread details are intended to be an approximate guidance.
This should be part of our terms and conditions, while we register new members. It should also be part of the page footer, the text should be in red color.
Action Item
I would like to set up a conference today 9:10 PM (EST), Thursday Feb 15th 2007. Please reply to this tread if you have more ideas. Please do mention if any of you are interested in participating in today�s phone conference. I will also arrange for another conference during this weekend if necessary.
I will call IV�s core members to discuss this activity and based on their recommendations I will confirm the conference and the details like phoning number and access code.
My fellow members please note that we need to be more active and innovative to achieve our target (GC). I appreciate all our members for taking part in IV.
Revenue generation through multiple means is a very good idea.
Information Service
I would like to make most of the form thread details be accessible to members who had paid at least $100 or enrolled for recursive $20/month. We should make the thread heading very attractive and make it accessible to public. Core members should review all the thread headings, I think they are already doing it now. I can volunteer to this activity. I do have 8 years of experience in studying US immigration law, though I am not a lawyer, with my experience I can be of some guidance.
Advertisement
Provide advertisement (Ad), like we see top, right side and bottom page Ad in hotmail, yahoo etc. Apart from the flash, images Ads, we should also do Google text Ads. Flash Ad could be charged based on the space, number of page hits. Google pays 25 cents per click on the hyperlink for the text Ad. I had managed a project, which implemented the feature. I am sure we have lot of technical experts and get this implemented, very well.
Corporate Sponsorship
If a corporation sponsors money then most probably there will be some tax advantage. I do know IV�s tax code. Consulting companies could pay IV from our company account.
Physicians
We can identify all our physician members and provide help for members and their parents in need. In turn the members who had taken help could contribute to IV�s good cause, in terms of funds, taking part in activities, etc. Hi the concept is very simple, if you had gone to a doctor, you will end up spending 2 hr waiting to see the doctor and then pay 150 to talk to them for 15 min. We will help you and intern you help us, or may be help yourself if you are a person going through the GC process. I can take initiative for this task, my wife is a physician and I know 20 other doctors who are in the GC process.
Disclaimer
Our IV admin should make standard disclaimers like, the information provided may have error, and the members should always consult lawyers for accurate information, the thread details are intended to be an approximate guidance.
This should be part of our terms and conditions, while we register new members. It should also be part of the page footer, the text should be in red color.
Action Item
I would like to set up a conference today 9:10 PM (EST), Thursday Feb 15th 2007. Please reply to this tread if you have more ideas. Please do mention if any of you are interested in participating in today�s phone conference. I will also arrange for another conference during this weekend if necessary.
I will call IV�s core members to discuss this activity and based on their recommendations I will confirm the conference and the details like phoning number and access code.
My fellow members please note that we need to be more active and innovative to achieve our target (GC). I appreciate all our members for taking part in IV.
hair (MV) Girls#39; Generation – Gee
amsgc
04-02 08:43 PM
The deal is: GC application is for a future job offer. That means, the company that files for your GC tells the USCIS that they will employ you in the xyz position once you get the green card.
According to the law, you are not required to have worked for that employer at all. Therefore, yes, you can get an employment letter from any employer (180 days after filing I-485), as long as the offer is bonafide, the job is full time & permanent, and the job duties & occupation is similar to the one mentioned in your labor certification.
Technically, you can work for a company like TekSystems on EAD, and when time comes, provide USCIS with a bonafide employment letter from any company that wants to hire you when you get the GC.
Now, some people have raised concerns over the question of "intent". How do you reinforce the fact that you indeed intend to join the new employer when you get the GC? For this reason, when people switch jobs using AC21, they generally go to work for a company that will give them the employement letter.
Ofcourse, the above discussion is in light of what we know today. The USCIS is working on modifying some of the provisions, so things may change a bit in the near future.
Ams
Does that mean a person can't work for companies like TekSystems on EAD? Senior members, please advice. I would like to switch from my desi employer and join the vendor directly as there is a big pay difference. Any information will be greatly appreciated.
According to the law, you are not required to have worked for that employer at all. Therefore, yes, you can get an employment letter from any employer (180 days after filing I-485), as long as the offer is bonafide, the job is full time & permanent, and the job duties & occupation is similar to the one mentioned in your labor certification.
Technically, you can work for a company like TekSystems on EAD, and when time comes, provide USCIS with a bonafide employment letter from any company that wants to hire you when you get the GC.
Now, some people have raised concerns over the question of "intent". How do you reinforce the fact that you indeed intend to join the new employer when you get the GC? For this reason, when people switch jobs using AC21, they generally go to work for a company that will give them the employement letter.
Ofcourse, the above discussion is in light of what we know today. The USCIS is working on modifying some of the provisions, so things may change a bit in the near future.
Ams
Does that mean a person can't work for companies like TekSystems on EAD? Senior members, please advice. I would like to switch from my desi employer and join the vendor directly as there is a big pay difference. Any information will be greatly appreciated.
more...
perm2gc
12-22 06:08 PM
Efren Hernandez III, Director of the Business and Trade Services Branch at INS in Washington, D.C. announced in late December 2001 that the INS does not recognize or provide any "grace period" for maintaining status after employment termination. Mr. Hernandez explained this strict interpretation by reasoning that there is no difference between H1B holders and other non-immigrants, like students, to justify a stay in the U.S. beyond the explicit purpose of their admission. Mr. Hernandez admits that this may cause hardship to some terminated or laid off H1B workers, but believes that the INS position is legally justified.
Although the INS' strict interpretation of the law may have legal justification, the result to others seems harsh and unreasonable, considering the fact that the lay off or termination is completely beyond the control of the H1B worker. This strict INS position may also appear to be contrary to the purpose of allowing H1B workers admission to the U.S. since they helped to fill a critical need in our economy when the U.S. was suffering acute shortages of qualified, skilled workers. Perhaps, it would be more fair if the INS were to allow a reasonable grace period, perhaps 60 days, as mentioned in the June 19, 2001 INS Memo.
H1B workers should not be equated to other non-immigrants. For example, H1Bs can be distinguished from students. Students, in most cases, have exclusive control over whether they can maintain their status. Generally they determine whether they remain in school and satisfy the purpose of their admission to the U.S. If they choose not to remain in school, or they do not maintain certain passing grades or do not have sufficient funds, then they are no longer considered to be students maintaining their status and should return to their home countries. On the other hand, H1B workers enter the U.S. to engage in professional employment based on the needs of U.S. employers. They do not have exclusive control over whether they are laid off.
Although we are in a soft economy with massive employee cutbacks in a variety of fields, many of these H1B workers are able to find new employment within reasonable timeframes. Some companies, at least, are in need of these workers. Salaries have dropped in many cases and recruitment of workers from outside the U.S. has significantly slowed; but, to a large extent, the need for these existing workers remains. It would benefit U.S. companies and suit the purpose of the H1B visa program to allow a reasonable grace period for these laid-off H1B workers to seek new employment within a realistic time frame.
Adding to the woes of H1B workers, Mr. Hernandez addressed the issue of extensions of stay following brief status lapses. In short, the regulations require that an individual be in status at the time an extension of status is requested. Failure to maintain status will result in the H1B petition being granted, if appropriate, without an extension of stay. No I-94 card will be attached to the approval notice. Instead, the beneficiary will be directed to obtain a visa at a U.S. consulate in a foreign country and, only afterward, will return to lawful H1B status by re-entering the U.S. Although INS has a regulation that allows the Service to overlook brief lapses in status, extraordinary circumstances are required. Mr. Hernandez stated that even very short lapses in status are not justified in the context of terminated H1B workers, absent extraordinary circumstances.
Mr. Hernandez specifically negated the existence of a ten-day grace period following employment termination. There are ten-day grace periods allowed in three other instances. These are (a) the H1B worker can be admitted to the U.S. up to 10 days prior to the validity of his/her petition; (b) the H1B worker has a ten-day grace period following the expiration of the period of admission; and (c) in the case of denials of extensions, the H1B worker is given up to ten days to depart the U.S. Unfortunately, termination of employment is not covered by any of these exceptions. Some find it hard to see why a terminated H1B worker should be treated any differently from the H1B worker whose period of H1B admission has expired. There is far less warning and predictability in cases of layoffs or of other terminations.
Rumors are also circulating about a 30-day grace period should INS deny an H1B petition or extension of status and require the person to depart the U.S. There is also a 60-day time frame, proposed by the INS itself in the June 19, 2001 Memo, analyzing the American Competitiveness in the Twenty First Century Act (AC21). In this memo, the INS discussed the law allowing a person to be eligible for H1B extensions beyond 6 years if the person previously held either H1B status or had an H1B visa. The INS surmised that the law envisioned that one who previously held H1B status should be entitled, possibly up to 60 days, to the benefits of that section of AC21. Efren Hernandez clarified that none of these grace periods applies in the case of an H1B worker who is terminated or laid off
Although the INS' strict interpretation of the law may have legal justification, the result to others seems harsh and unreasonable, considering the fact that the lay off or termination is completely beyond the control of the H1B worker. This strict INS position may also appear to be contrary to the purpose of allowing H1B workers admission to the U.S. since they helped to fill a critical need in our economy when the U.S. was suffering acute shortages of qualified, skilled workers. Perhaps, it would be more fair if the INS were to allow a reasonable grace period, perhaps 60 days, as mentioned in the June 19, 2001 INS Memo.
H1B workers should not be equated to other non-immigrants. For example, H1Bs can be distinguished from students. Students, in most cases, have exclusive control over whether they can maintain their status. Generally they determine whether they remain in school and satisfy the purpose of their admission to the U.S. If they choose not to remain in school, or they do not maintain certain passing grades or do not have sufficient funds, then they are no longer considered to be students maintaining their status and should return to their home countries. On the other hand, H1B workers enter the U.S. to engage in professional employment based on the needs of U.S. employers. They do not have exclusive control over whether they are laid off.
Although we are in a soft economy with massive employee cutbacks in a variety of fields, many of these H1B workers are able to find new employment within reasonable timeframes. Some companies, at least, are in need of these workers. Salaries have dropped in many cases and recruitment of workers from outside the U.S. has significantly slowed; but, to a large extent, the need for these existing workers remains. It would benefit U.S. companies and suit the purpose of the H1B visa program to allow a reasonable grace period for these laid-off H1B workers to seek new employment within a realistic time frame.
Adding to the woes of H1B workers, Mr. Hernandez addressed the issue of extensions of stay following brief status lapses. In short, the regulations require that an individual be in status at the time an extension of status is requested. Failure to maintain status will result in the H1B petition being granted, if appropriate, without an extension of stay. No I-94 card will be attached to the approval notice. Instead, the beneficiary will be directed to obtain a visa at a U.S. consulate in a foreign country and, only afterward, will return to lawful H1B status by re-entering the U.S. Although INS has a regulation that allows the Service to overlook brief lapses in status, extraordinary circumstances are required. Mr. Hernandez stated that even very short lapses in status are not justified in the context of terminated H1B workers, absent extraordinary circumstances.
Mr. Hernandez specifically negated the existence of a ten-day grace period following employment termination. There are ten-day grace periods allowed in three other instances. These are (a) the H1B worker can be admitted to the U.S. up to 10 days prior to the validity of his/her petition; (b) the H1B worker has a ten-day grace period following the expiration of the period of admission; and (c) in the case of denials of extensions, the H1B worker is given up to ten days to depart the U.S. Unfortunately, termination of employment is not covered by any of these exceptions. Some find it hard to see why a terminated H1B worker should be treated any differently from the H1B worker whose period of H1B admission has expired. There is far less warning and predictability in cases of layoffs or of other terminations.
Rumors are also circulating about a 30-day grace period should INS deny an H1B petition or extension of status and require the person to depart the U.S. There is also a 60-day time frame, proposed by the INS itself in the June 19, 2001 Memo, analyzing the American Competitiveness in the Twenty First Century Act (AC21). In this memo, the INS discussed the law allowing a person to be eligible for H1B extensions beyond 6 years if the person previously held either H1B status or had an H1B visa. The INS surmised that the law envisioned that one who previously held H1B status should be entitled, possibly up to 60 days, to the benefits of that section of AC21. Efren Hernandez clarified that none of these grace periods applies in the case of an H1B worker who is terminated or laid off
hot be doing Girls#39; Generation
raysaikat
04-08 10:39 PM
- Can you work for 2 employers at the same time while making the switch?
-- Simple words. NO. If you want to be on the payroll of 2 full-time employers at the same time, unless otherwise it is mentioned so in LCA it's illegal.
That does not stop you from holding approved H1b Petitions from 2 (or for that matter more than 2) employers at the same time. But you can only work for 1 employer.
He can by using so-called concurrent H-1B's. There is an option in I-129 (Q. 2.d) to indicate that the new H-1B is concurrent.
-- Simple words. NO. If you want to be on the payroll of 2 full-time employers at the same time, unless otherwise it is mentioned so in LCA it's illegal.
That does not stop you from holding approved H1b Petitions from 2 (or for that matter more than 2) employers at the same time. But you can only work for 1 employer.
He can by using so-called concurrent H-1B's. There is an option in I-129 (Q. 2.d) to indicate that the new H-1B is concurrent.
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house Group Girls Generation 003
onemorecame
08-21 04:14 PM
There were twobiometrics. One was with initial application (probably Nov/Dec 2005) and another was in May 2007 when the first one expired (FP is valid for 15 months).
are you in EB2?
are you in EB2?
tattoo Girls#39; Generation for a
gcformeornot
01-16 07:49 PM
microsoft is laying off?
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pictures 1) Girl#39;s Generation
ds37
06-12 10:33 AM
Why before October?
Because Mahatma Gandhi was born on october.:):)
His 6years end in oct 2010.
ds
Because Mahatma Gandhi was born on october.:):)
His 6years end in oct 2010.
ds
dresses Girl Generations is back with
rally
07-13 03:04 PM
Dont we need to wear saris and dhotis , we are followers of Gandhian principles ?
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makeup Girls#39; Generation
PMisYMMV
09-03 11:55 AM
I am in the same boat as you.. See SLUD on both bases on 09/01/09 with EAC08** pending at TSC. Waiting.
Thank you for sharing the boat. Although, it is better than being lonely, I don't want anyone in this dilemma.
I hope we both get ours soon, hopefully by EOD today as other poster was wishing.
Thank you for sharing the boat. Although, it is better than being lonely, I don't want anyone in this dilemma.
I hope we both get ours soon, hopefully by EOD today as other poster was wishing.
girlfriend Girls, Girls#39; Generation
tnite
09-30 11:31 AM
I also have soft LUD on 09/26 and 09/29...But i dont know what to read into it.
I did have a LUD on 09/05 and 09/08 and then RFE was issued. Responded to the RFE on 09/22 . LUD on 09/22, 09/23 ,09/29 and 09/30.
EB2 India Mar 2005 NSC
There were atleast 7-8 cases from NSC on this board who received RFE's.
I did have a LUD on 09/05 and 09/08 and then RFE was issued. Responded to the RFE on 09/22 . LUD on 09/22, 09/23 ,09/29 and 09/30.
EB2 India Mar 2005 NSC
There were atleast 7-8 cases from NSC on this board who received RFE's.
hairstyles Attractive GIRLS GENERATION vs
NKR
04-21 03:07 PM
H1b does not exactly make one work "freely" in the US. Certainly not, if the employer is processing your GC as you are pretty much stuck with him.
Only L-1A allows faster GC processing as it does not require Labor and PDs are usually current. L-1B has no such short-cuts and is also plagued by the problem that it is valid only for 5 years. So if you cannot get into a 485 stage within those 5 years, then you are in trouble. On the other hand, a H-1b can be extended indefinitely once you cross a certain point in your GC processing.
So evaluate your options.
If you cannot renew L1, you can go back and work offshore. Remember that GC application is valid even if you are not in country and the process would continue (because GC is for future employment). This option is not bad when the company that sent you on L1 treats you well and you do not want to leave the company. Working at home while your GC is in process appeals to many who want a break from this lengthy and back breaking process.
Only L-1A allows faster GC processing as it does not require Labor and PDs are usually current. L-1B has no such short-cuts and is also plagued by the problem that it is valid only for 5 years. So if you cannot get into a 485 stage within those 5 years, then you are in trouble. On the other hand, a H-1b can be extended indefinitely once you cross a certain point in your GC processing.
So evaluate your options.
If you cannot renew L1, you can go back and work offshore. Remember that GC application is valid even if you are not in country and the process would continue (because GC is for future employment). This option is not bad when the company that sent you on L1 treats you well and you do not want to leave the company. Working at home while your GC is in process appeals to many who want a break from this lengthy and back breaking process.
prem_goel
01-29 11:02 AM
My sister got her H-1B in 2008 but didn't work for her employer due to health problems. After about 3 to 4 months she left for India and recovered. Over there she joined a multi-national who sent her on B1 this year. (She already had traveled on B1 from a very old employer and used that).
Now after coming here on B1, she has a job offer from an Indian MNC. My understanding is that the MNC will have to file two petitions:
1. A Change of Status from B1 to H1B
2. A I-129 requesting H-1B (or H-1B transfer)
Question -
a) Can she start working for the Indian MNC after filing both of these two, or will we have to wait for both approvals?
b) Do we require paystubs from the original H-1B employer from 2008 for H-1B transfer? My understanding is that paystubs are usually required to establish one is currently in status, but she is on B1 right now and not H1B.
Attorneys, please advise.
Much thanks in advance,
P
Now after coming here on B1, she has a job offer from an Indian MNC. My understanding is that the MNC will have to file two petitions:
1. A Change of Status from B1 to H1B
2. A I-129 requesting H-1B (or H-1B transfer)
Question -
a) Can she start working for the Indian MNC after filing both of these two, or will we have to wait for both approvals?
b) Do we require paystubs from the original H-1B employer from 2008 for H-1B transfer? My understanding is that paystubs are usually required to establish one is currently in status, but she is on B1 right now and not H1B.
Attorneys, please advise.
Much thanks in advance,
P
Gravitation
12-14 12:57 PM
Please post the URL of the school you are attending.
Thanks,
babson.edu
Thanks,
babson.edu
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