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Yes! But of course by then you will have received some legal advice, but as said already in this thread .... you would be playing with fire!would you all still think that it would be a daft thing to do?
Out of curiosity- how would the HR department of a Fortune 100 company employ somebody without verifying that the employee is entitled to work in the UK (assuming that you are employed by the firm, not consulting for them as a paid consultant?)binnacle wrote: I'm interested in the probability ratio of a person with 12.5 years of residence (4.5 of which was legal, and the last 8 as an overstayer) being removed. Do factors such as income (over £200k/year for the last four years, private health insurance for last 7 years with no prior NHS usage whatsover), a senior consultancy job in a Fortune 100 firm and a demonstrably very comfortable lifestyle in a well-off area of the South East count for something here? I also realise a further 1.5 years is not particularly daunting in most cases, but said person's career is on an upward trajectory currently and postponing intenational mobility is hampering career prospects
B
You'd better be sure you know what you are saying before you say. If not sure - read the official documents before you post to this forum.Chess wrote:Contacting HO before your 14 years have elapsed will stop the Clock!!!
Very simple. I am not sure how it is now after May 2004 but what was before - no one had been asking for any proof whatsoever. If you had worked here before, especially for a long time, it is natural (at least how it used to be before 2004) to assume that you have the right to work here - just had over your P45, fill in the form with NI number. In particular, after 10 years of continued work and life in the UK it is not always that easy to distinguish between someone being British or someone who came from overseas.davidm wrote: Out of curiosity- how would the HR department of a Fortune 100 company employ somebody without verifying that the employee is entitled to work in the UK (assuming that you are employed by the firm, not consulting for them as a paid consultant?)
Jeff Albright wrote:Very simple. I am not sure how it is now after May 2004 but what was before - no one had been asking for any proof whatsoever. If you had worked here before, especially for a long time, it is natural (at least how it used to be before 2004) to assume that you have the right to work here - just had over your P45, fill in the form with NI number. In particular, after 10 years of continued work and life in the UK it is not always that easy to distinguish between someone being British or someone who came from overseas.davidm wrote: Out of curiosity- how would the HR department of a Fortune 100 company employ somebody without verifying that the employee is entitled to work in the UK (assuming that you are employed by the firm, not consulting for them as a paid consultant?)
No problem. Thanks for your comments, too.Chess wrote: Also, thanx for sharing your story again.
Yes that's true. And the worst thing is that the system does not allow to put these things right, there are simply no legal ways to explore. And the Ministers must be so stupid for not realising this and burdening themselves up with lots of work that could be avoided.Chess wrote: Unfortunately there are several hundreds of thousands of people in your situtaion (either knowingly or unknowingly)...
Thanks again but it may never be resolved if no new rules are introduced. Will have to wait 14 years like Binnacle.Chess wrote: ...I hope your situation gets resoled soon - Keep us updated and Good Luck
Sorry did not get you. What do you mean by "new strategy" and for what?Chess wrote: PS. What is the proposed new strategy?
Oh yes. Looks like I have to do that. I have "served" 7, so there isn't much left to go...Chess wrote: Just stay put and 'SERVE' your time. The 14 years will lapse before you know...
That's the point that I am not an overstayer. There was no overstay at all and there is absolutely no legal basis to treat me like one. Although I do exactly all these things (apart from Church, sorry) as you say but it cannot just last like this for good. I even have offers from universities abroad for research positions now (as a Ph.D. graduate) but I cannot make a move. For example, I get enough points to migrate to AU as a Skilled Migrant but when I start applying my "overstayer"'s records in the UK will come up and I may be denied my visa. You see how important it is to clear my name and get rid of all those records? I am not even that much concerned of continuing to live in the UK but the first and foremost - to justify my innocence.Chess wrote: ... having something else to focus on, like studying , marrying, having children and working, being active at Church etc. Holidaying in Scotland, Blackpool, Brighton, Scarborough etc..
Did not work out. This is how I became aware that I was classed as an overstayer. My mother went to the Embassy some years ago and applied for a visa to come and see me. She did not use me as a sponsor but they immediately brought up their records on my name and rejected her application.Chess wrote: Family visits from abroad etc...
I don’t think this can easily happen now a days. Even if you are contracting, your agency will make sure that you are legally entitled to sign a contract without a sponsorship.Out of curiosity- how would the HR department of a Fortune 100 company employ somebody without verifying that the employee is entitled to work in the UK (assuming that you are employed by the firm, not consulting for them as a paid consultant?)
Are you sure it was in 2002? I thought Browne brought this in last year in May.vin123 wrote: I remember sometime in 2002, companies were instructed by govt (home office sending an instruction pack and leaflet) to follow strict guidelines while offering employment to a person. They make it applicable even if the candidate claims to be a British citizen. Most of the companies, including employment agencies and recruitment consultants follow the same route now.