Tweet
Hi guys,
I need some advise regarding whether my spouse
1) She is on H1b right now (Just got it stamped in October 2017) and wants to take a break maybe for 3-4 months starting in Feb to cure her health issues which are not be counted under disability act or FMLA. (Also her manager is not comfortable with this huge break)
2) She may not have any option other that quitting the existing job and come back on H4.
3) My spouse have decided take H4 soon (easiest way is to appear in embassy outside US) and apply for EAD once a back in US. If this happens, I will apply for her EAD in 2nd week of Feb 2018 (i have I-140). I assume there is revocation rule yet so this will be positively adjudicated by USCIS.
4) In future she will definitely be joining the corporate life again 😊 so will have two options - EAD and Cap Exempt h4-H1 transfer. EAD can help her again to come back on board quickly while new employer may start processing h4-h1(cap exempt) in parallel.
Please advise if above trajectory is fine
I need some advise regarding whether my spouse
1) She is on H1b right now (Just got it stamped in October 2017) and wants to take a break maybe for 3-4 months starting in Feb to cure her health issues which are not be counted under disability act or FMLA. (Also her manager is not comfortable with this huge break)
2) She may not have any option other that quitting the existing job and come back on H4.
3) My spouse have decided take H4 soon (easiest way is to appear in embassy outside US) and apply for EAD once a back in US. If this happens, I will apply for her EAD in 2nd week of Feb 2018 (i have I-140). I assume there is revocation rule yet so this will be positively adjudicated by USCIS.
4) In future she will definitely be joining the corporate life again 😊 so will have two options - EAD and Cap Exempt h4-H1 transfer. EAD can help her again to come back on board quickly while new employer may start processing h4-h1(cap exempt) in parallel.
Please advise if above trajectory is fine
