At the outset, let me make this clear: There is no magical
short-cut to quickly “convert” an Employment-based third preference (EB-3)
priority date on an approved I140 Petition to an Employment-based second
preference (EB-2) priority date.
To get the EB-3 priority date “ported” to an EB-2 Immigrant
Visa Petition, the employer (the same employer who filed the original EB-3 case,
or a new employer) needs to file an Application for Labor Certification after
completing the recruitment steps mandated by the regulations. Such a Labor Certification should be done
with EB-2 requirements, i.e., the offered
job should require at least a Master’s degree. If the employee does not have a Master’s degree
but has a Bachelor’s degree plus five years of progressive experience, and if
the job can be performed by a person with such qualifications/experience, then
the employer can use the Bachelors’ degree plus five years of progressive
experience requirement in lieu of the Master’s degree.
When this EB2 Labor Certification gets approved, the
employer files an I-140 Petition requesting the USCIS to retain the previous
(EB3) priority date. When the USCIS
approves this EB2 petition, the earlier (EB3) priority date is indicated on the
approval notice. If such priority date
is current for the employee’s country of birth, an immigrant visa is
immediately available for the employee, and the employee becomes eligible to
proceed to the next state, i.e., filing of an Application to Adjust Status. (If
an Application to Adjust Status has already been filed, such fact should be
pointed out to USCIS at the appropriate stage).
As explained above, the EB3 process itself is not ported,
what gets ported is just the priority date of a previously approved (EB3) I-140
Immigrant Visa petition.
There are several important considerations which would
determine whether the above is a feasible option.
Whether the job qualifies for EB-2
The EB-2 job should “require” an advanced degree, i.e., a
Master’s degree, or a Bachelor’s degree plus five years of progressive experience.. That is, the job should be complex enough
that only a person with a Master’s degree (or Bachelor’s degree plus five years
experience) can perform it. There is a
possibility that the Department of Labor could ask the employer to prove this
through “business necessity” documentation.
In other words, the mere fact that the employee to whom the
job is offered happens to have a Master’s Degree (or Bachelor’s degree plus
five years’ experience) does not, by itself, qualify the offered job as an
Whether the employee qualifies for EB-2
The employee should have the required advanced degree (or
Bachelor’s degree plus five years’ progressive experience) ideally before
he/she started working for the sponsoring employee. The experience gained while working for the
sponsoring employer can be used subject to certain limitations, but this can
possibly result in an audit by the Department of Labor and might require
The wage that needs to be offered for the EB-2 job can be
much higher than the EB-3 wage previously offered. The Department of Labor decides the
prevailing wage based on the requirements specified by the employer. The wage levels and rates used by the
Department of Labor can be found at the website www.flcdatacenter.com. Our experience has been that when the job
needs a Master’s degree (with or without one or two years’ experience), the DOL
usually gives the Wage Level I or II.
However, if the job requirement is a Bachelor’s degree plus five years
experience, then it would usually be Level IV.
The employer should prove the ability to pay such wages. In some cases it could be much higher than
the salary the employer is currently getting or the employer is willing to
The above is a brief explanation of the process, and should
not be taken as conclusive legal advice.
There could be several other factors that determine the feasibility of a
second EB-2 process by an employer to capture an earlier EB-3 priority