German Verbs with Prepositions 1

4 opciones de green card sin sponsor para patrocinio

En Estados Unidos, aproximadamente un 20 por ciento de los migrantes que obtienen la residencia permanente –tambià ©n conocidas como green card– no tienen sponsor para patrocinio. Estos migrantes obtiene la residencia, bà ¡sicamente, a travà ©s de cuatro grandes categorà ­as: razones humanitarias, suerte, trabajo o inversià ³n. Los requisitos para sacar la green card varà ­an enormemente en cada uno de los casos, como se explica a continuacià ³n. Puntos clave: sacar la green card sin sponsor para patrocinio El 65 por ciento de las green card se obtienen por patrocinio de familiar.El 15 por ciento se obtienen por razones de trabajo, por categorà ­as que requieren, salvo dos excepciones, patrocinio de empresa o emprendedor estadounidense.Destacan 4 opciones para obtener residencia sin sponsor: inversià ³n, loterà ­a, trabajo a travà ©s de categorà ­a EB-1 y EB-2 NIW y razones humanitarias –Visa U, visa T, asilo, condicià ³n de refugiado. Sacar la green card sin sponsor por razones humanitarias Varias opciones permiten que los migrantes soliciten para sà ­ mismos la green card, pudià ©ndose beneficiar sus familiares inmediatos, quienes tambià ©n podrà ­an obtener una residencia. Entre los principales casos destacan: Refugiados En el aà ±o fiscal 2020, Estados Unidos admitirà ¡ un mà ¡ximo de 18.000 refugiados, el nà ºmero mà ¡s bajo de su historia desde que comenzà ³ con este programa. Bajo las nuevas reglas del gobierno de Donald Trump, de ese cupo se reservarà ¡n 5.000 plazas para perseguidos religiosos, 4.000 para iraquà ­es que ayudaron a las tropas estadounidenses y 1.500 para perseguidos originarios de El Salvador, Guatemala y Honduras. Los refugiados pueden aplicar por la green card al aà ±o de ingresar a Estados Unidos. Asilados Segà ºn los à ºltimos datos oficiales disponibles, en el aà ±o fiscal 2017 un total de 7.566 migrantes obtuvieron el reconocimiento de estatus de asilado, de los cuales el 45 por ciento proceden de China, El Salvador y Guatemala. Los asilados pueden solicitar la green card al aà ±o de obtener su estatus. Và ­ctimas de trà ¡fico de personas En Estados Unidos, pueden aprobarse un mà ¡ximo de 5.000 visas T por aà ±o fiscal para las và ­ctimas de trata de personas severa. Los migrantes que obtienen estas visas pueden solicitar la tarjeta de residencia a los 3 aà ±os de recibir su visa, siempre y cuando residan continuamente dentro de Estados Unidos. Visa U para và ­ctimas de violencia En EE.UU. se pueden aprobar un mà ¡ximo de 10.000 visas U para và ­ctimas de ciertos delitos que, ademà ¡s, colaboran con la Justicia. Despuà ©s de tener la visa U por tres aà ±os, es posible solicitar la green card si se cumplen con todos los requisitos. VAWA El programa VAWA està ¡, por el momento, es suspenso, a la espera de su re-aprobacià ³n por el Senado. Cancelacià ³n de la deportacià ³n Esta es una medida de alivio durante el proceso de deportacià ³n. El migrante recibe la cancelacià ³n de la deportacià ³n (cancellation of removal, en inglà ©s) y el ajuste de estatus. Se recibe una notificacià ³n por parte del abogado del gobierno para cerrar una cita con INFOPASS. Tras la cita y la toma de huellas digitales y otros datos biomà ©tricos, el migrante recibirà ¡ la green card en el plazo de dos o tres semanas. Green card sin sponsor: loterà ­a de visas Cada aà ±o, el gobierno de Estados Unidos sortea 50.000 visas de la diversidad. Los ganadores podrà ¡n optar a la green card al igual que su cà ³nyuge e hijos solteros menores de 21 aà ±os. El plazo para participar se abre cada aà ±o la primera semana de octubre y se cierra un mes mà ¡s tarde. Green card por trabajo En la mayorà ­a de los casos, para obtener una green card por empleo es necesario tener el patrocinio de una empresa o de un empresario de EE.UU. Sin embargo, la ley permite dos excepciones en las que se permite que los trabajadores se auto patrocinen la tarjeta de residencia: Habilidad Extraordinaria o visa EB-1 y Waiver por Interà ©s Nacional o EB-2. Habilidad Extraordinaria, Visa EB-1 Esta categorà ­a està ¡ reservada para profesionales considerados entre los mejores en su campo. Frecuentemente es utilizada por actores/actrices, investigadores, acadà ©micos, artistas, deportistas, emprendedores, consultores, etc. Deben demostrar sus capacidades mediante cartas de referencia y evidencia documental como, por ejemplo, premisos y reconocimientos, membresà ­a en Academias Nacionales, salarios altos o à ©xito comercial, publicaciones y exhibiciones, etc. En el aà ±o fiscal 2018 se aprobaron un total de 3.854 green card por la categorà ­a visas EB-1, incluyendo en ese nà ºmero a los titulares de la misma y a los familiares que la obtuvieron derivadamente. EB-2 NIW Es otro camino hacia la green card sin patrocinador EB-1 NIW, por National Interest Waiver. En otras palabras, los interesados pueden aplicar por sà ­ mismos y no necesitan ni tener un familiar en Estados Unidos ni una oferta de trabajo. Es una visa muy similar a la EB-2 pero la EB-2 NIW, a diferencia de la anterior, no requiere una oferta de trabajo ni el patrocinio de una empresa. Para calificar para sacar la green card por medio de la categorà ­a eB-2 NIW el candidato debe demostrar mà ©rito substancial e importancia internacional. en los campos de Salud, Cultura, Empresa, Ciencia, Educacià ³n, Negocios o Tecnologà ­a. Frecuentemente, los migrantes que creen que pueden sacar la green card a travà ©s de una EB-1 o una EB-2 NIW presentan la solicitud para ambas. Cabe destacar que, con carà ¡cter general, la EB-1 es mà ¡s rà ¡pida en su tramitacià ³n y, ademà ¡s, permite el pago de una tarifa premium para su procesamiento mà ¡s rà ¡pido. Por el contrario, en este momento la EB-2 en su versià ³n NIW no permite la tramitacià ³n exprà ©s. Finalmente, tanto la EB-1 como la EB-2 NIW permiten que tambià ©n saquen la green card el cà ³nyuge del solicitante asà ­ como sus hijos solteros menores de 21 aà ±os. Trà ¡mites para sacar la green card a travà ©s de categorà ­a EB-1 o la EB-2 NIW Si el solicitante està ¡ presente en Estados Unidos, se debe presentar ante la oficina del USCIS que corresponda la forma I-140 para que apruebe la peticià ³n de la green card y, al mismo tiempo, enviar debidamente cumplimentado el formulario I-485 para el ajuste de estatus. Por el contrario, si el solicitante fuera de Estados Unidos, el proceso se inicia de enviando al USCIS la forma I-140 y se finaliza con una entrevista en el consulado correspondiente. Green card sin sponsor mediante inversià ³n Estados Unidos permite que cada aà ±o fiscal un mà ¡ximo de 10.000 inversores compren la tarjeta de residencia a partir de una inversià ³n de medio millà ³n de dà ³lares por medio del programa EB-5. En este sentido, Estados Unidos sigue la tendencia de mà ¡s de 20 paà ­ses que permiten adquirir la residencia a cambio de una inversià ³n. Test sobre la tarjeta de residencia Se recomienda tomar este  trivial sobre la tarjeta de residencia  y cà ³mo conservarla. Este es un artà ­culo informativo. No es asesorà ­a legal.

Women Of The United States - 2283 Words

Stereotypes are ideas held as a standard or example. They apply to the vulnerability of any one group. Intermittently, they are used against women in the United States as a whole, who are vulnerable in areas of predestined abilities to achieve a task based on sex. Not only must generalizations be lessened, but they also must be eliminated completely, as the effects they have on women are monstrous. Women in the United States are affected negatively by stereotypes through movies, mass media, and discrimination in the workplace. Histories of world societies are, additionally, histories of contemplations and suppositions about women, about men, and about their associations. Since drama, dance, and literature are mainly dominated by men, those questions have usually been their questions and answers about women. Hammer found (211) that in educational films, it was shown that there are over twice as many male characters as female characters and twice as many male scientists as female scientists. This causes children and adults to see a lack of women in traditionally male jobs and possibly pick a traditionally â€Å"female† occupation. Women often have unimportant roles in movies made by men. They recently have been used to motivate or accessorize a male character. Whilst doing so, women are often seen in sexually revealing clothes or partially naked. They also hardly have speaking parts. Through data analyzation of the top 500 movies from 2007-2012, it was found that only 30.8% ofShow MoreRelatedWomen Of The United States1456 Words   |  6 Pagestwo women are currently undertaking in the political arena in the United States. 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The mothers from Mexico often times felt that their child was demanding, notRead MoreWomen Of The United States861 Words   |  4 PagesUnlike the past, the social status of women is a lot improved. So, many female leaders are taking an active part in many fields. However, it is hard to find female leaders in top position. From the past, male dominated almost all of high social and official position in the world. Kings, presidents and many people who were in the high social hierarchy were predominately male, except some queens in U.K. Female has been playing a supporting role or was a second-class citizen. Females are still underrepresentedRead MoreWomen Of The United States1849 Words   |  8 PagesStephen Rykola Mrs. Lucas English 10 Throughout time women have been looked upon as lesser individuals. However this is not the case. Women have played a very important part in our lives since the beginning of time. In the United States just within the past one hundred years women have received the right to vote. Hate and acts of violence against women still happen in other country s today. This famous quote by Abraham Lincoln proves that women should be treated as equals to men: A house dividedRead MoreWomen Of The United States Essay1838 Words   |  8 PagesWomen make up about 51% of the population of the United States, yet for most of American history, their representation in politics has been almost nonexistent. It was not even until 1920 that women were given the right to vote by the 19th amendment. Before that, their involvement was shunned and prohibited. After women gained the right to vote, however, their election to office was not immediate. After gaining the right to vote, women have gone through a struggle to become involved in politics thatRead MoreWomen Of The United States Army1964 Words   |  8 PagesThe United States Army was founded on June 14, 1775, and since this day women have helped nurture this great branch into what is known today as the largest and oldest United States Military service. (â€Å"Women†) The US Army is consisted of about 452,064 enlisted soldiers and 87,610 officers. This total of 539,675 makes up 37.8% of all of the military branches. (Demographics†) As time has carried on more and more women are looking to serve the country in the Army. While women have many skills and abilitiesRead MoreWomen During The United States1823 Words   |  8 Pagesin the world. However nurses continue to be in short supply even with an aggressive campaign to attract foreign nurses (Brunetto et al., 2013). It is estimated that â€Å"the United States will need to have produced 1.13 million new RN’s to fill the future demand† (MeMenamin, 201 4). Of the current-working nurses in the United States, â€Å"males represent approximately 7% of the nursing workforce†¦Ã¢â‚¬ (Colby, 2012). The percentage of men in nursing must improve if nursing is to become diversified. Although theRead MoreWomen During The United States Military1345 Words   |  6 Pages 9 April 2016 TOULMIN ESSAY Women have always served in the United States Military, since the beginning of the existence of the United States. I will make the argument, that women can and should be allowed to serve in combat roles, that are traditionally open for men only. Combat does not distinguish between the sexes. This is an important issue for everyone. The main reason, why women have never been allowed to be in combat roles, is because the sight of a wounded woman on the battle fieldRead MoreWomen s Movement Of The United States1438 Words   |  6 Pagessimilarities between female and male, or women and men. In general, men usually have different responsibilities and duties as women. From history to modern time, the differences between women and men has changed a lot. It’s nearly 70 years ago, that fight for women’s suffrage began in the United States. The Women’s Movement is a movement to combat sexual discrimination and to gain full legal, economic, vocational, educational an d social rights and opportunities for women, equal to those of men. One of theRead MoreThe United States : A Growing Problem With Women1553 Words   |  7 PagesThe United States has a growing problem with women in the criminal justice system. There has been a dramatic increase of women since the 1980’s. In addition, the increase of women has brought mothers into the equation. Pregnant mothers who are allowed to keep their newborn while incarcerated has been theorized to have many positive results. Including a higher chance of a positive reentry, allow bonding time between the mother and her child, and easing the pain of their incarceration. Laws vary from

Annotated Bibliography of Gender Equality/Diversity in Business

Question: Describe about the Annotated Bibliography of Gender Equality/Diversity in Business. Answer: The article presents a statistical data which is collected from Workplace Gender Equality Agency (WGEA) and discusses how a woman is still not considered at par when it comes to her male counterpart in terms of salary structure in work organizations and growth opportunities. The data is presented for full time working employees for the year 2015-16 and the statistics data shows that women, who represent almost half of the countrys population do not contribute anywhere close to half of the total earning of men and women. The article further discusses the reason behind this pay gap, which is described by the director of WGEA Ms Lyons as the bias and discrimination. She continues to discuss about this pay gap and how it has declined over the recent years and how the organizations are taking an initiative to promote gender equality. The article shed some light on the fact that very less women get through the ladder of promotion due to which very few are able to get managerial profile and hardly a woman gets an opportunity to lead an organization. Though, steps are being taken and results have shown that this pay gap declined over the recent years. This article has been taken from the website of KPMG, and thus, discusses about the ingrained work culture of the organization which is based on 7 aspects namely- Gender, Flexibility, Ethnicity, Generational, Sexual Orientation and Gender identity, disability and family. The article describes how these 7 aspects contribute to the work culture of organizational moral values and promote gender equality. Gender aspect talks about the policies framed by KPMG to promote gender equality to provide a key role for the women in the organization. KPMG has been nominated for an award through the AHRI and recognized as an employer of choice for Gender Equality by WGEA. Flexibility allows the employees to have a balanced life between work and personal life. Ethnicity brings people together from different culture to work at KPMG. Generational aspect of KPMG brings people of different generations together. Sexual Orientation and Gender Identity allow lesbians, gay, transgender and intersex to work at KPMG. Disability provides a chance to work at KPMG for those who have a disability. Family aspect provides pre-parental leaves and other facilities so as to support the family of employees. Thus, the article covers every aspect of Gender Equality at work, ways to achieve it, steps taken by KPMG and the results it has shown. Gender Equality and Responsible Business is a book that provides another perspective to gender equality. It strongly states that gender equality is one of the prominent factors for a responsible business agenda and cannot be just eyed out. A thorough discussion has been laid out on Corporate Responsibility along with gender equality to focus on gender issues at workplace. The book looks at gender equality completely from different angle that broadens the agenda by providing a common platform for practitioners and researchers facilitating exchange of dialogues between them. The book forces business practitioners to rethink about gender equality from a complete different angle by giving them an understanding of the topic in a broader sense and how it can help them to achieve a successful business model. The discussion in the article revolves around the male and female oriented industry and their statistics, which is a major reason for such a high pay gap between men and women. The statistical data has been sourced from WGEA, which is a credible source and shows that women prefer to work in a female oriented industry and men prefer to work in a male oriented industry, which is one of the reasons that females get paid lesser than their male counterpart. The director WGEA Ms Lyons describes it as a serious concern since diversity is an essential for any successful organization. The article lays stress on the importance of diversity in an organization, which has a great impact on the performance of an organization. Thus, the article provides a new perspective for the business practitioners, and would encourage them to recruit more female employees in their organization. The article revolves around a general discussion CEOs, HR and Professors and discusses the role of men in promoting Gender Equality. Instead of discussing on the matter Gender Equality and how it can play a crucial role in corporate responsibility, the article focuses on how men should participate in promoting women in such a manner that they dont seem to be very authoritative. The article fails to discuss the challenges a woman has to face in an organization and does not provide any credible sources. List of References Ryan P. (26 November 2016). Gender inequality still rampant in Australian workplaces, pay gap remains high: report. Abc. Available at: https://www.abc.net.au/news/2015-11-26/gender-inequality-still-rampant-in-australian-workplaces-report/6976452 [Accessed 29 November 2016]. KPMG. Diversity and Inclusion. KPMG. Available at: https://home.kpmg.com/au/en/home/about/values-culture/diversity-inclusion.html [Accessed 29 November 2016]. Grosser, K., McCarthy, L and Kilgour, MA. (2016). Gender Equality and Responsible Business: Expanding CSR Horizons. UK: Greenleaf Publishing Limited. Burke, L. (16 November 2016). The scorecard Australia should be ashamed of. News.com.au. Available at: https://www.news.com.au/finance/work/careers/the-scorecard-australia-should-be-ashamed-of/news-story/1de0d76dcdd04abad4933cf538b2ae48 [Accessed 30 November 2016]. Williams, W. (14 November 2016). Engaging Men is not the game changer for Gender Equality. [online] probonoaustralia. Available at: https://probonoaustralia.com.au/news/2016/11/engaging-men-not-game-changer-gender-equality/ [Accessed 30 November 2016].