Cadence Moore and Dwight Myfelt will be speakers at the American Staffing Association’s Staffing World in San Diego, CA from October 25th through October 27th. Cadence and Dwight will be speaking about recruiting in social media that will be part of the Thursday afternoon session. If you are attending, please make sure you attend one of their events.
Mike Hammond will be a speaker at the TechServe Alliance Annual Conference on Amelia Island, Nov 3rd-5th. Mike will be part of a legal panel focusing on compliance for IT and engineering staffing firms that will be part of the Fri afternoon session. He will be a facilitator at the opening session, Ultimate National Meet-Up on Thurs. and will host an industry “expert” lunch roundtable on Sat. If you are attending, please make sure you attend one of his events.
The Service’s annual 2016 report to the Ombudsman was recently release and contained concerning information for L-1 visa petitioners. Unfortunately, the RFE rates of L-1 visas appear to continue to have no rhyme or reason.
“L-1A RFE data shows inverse trending between the CSC and the VSC. For example, CSC’s L-1A rates surged to 55 percent in FY 2015, its highest level in 20 years, while in the same period, VSC’s rate dropped dramatically from a high of 44.6 percent in FY 2014, to 29 percent in FY 2015. The number of L-1B RFEs dropped in FY 2015 at both service centers, to 44 percent at the CSC and 33 percent at the VSC.” See Ombudsman Report p. 59.
The L-1 memo, L-1B Policy Guidance Memorandum, was supposed to help alleviate some of this uncertainty. “It does not appear that RFE rates in FY 2015 were affected by this guidance, as it did not become final until August 17, 2015.” See Ombudsman Report p. 59. A very small sample size granted, but this memo was supposed to be seminal in the L-1 category. I’ll be eagerly anticipating next year’s report. What we can take away is that it looks like you’ll have a slightly better chance of getting an L-1A through Vermont and that L-1B’s RFE’s have dropped but not as much as we were hoping for when the L-1B Policy Guidance Memo was released.
Customs and Border Protection recently announced that the website used to retrieve I-94 records will now allow travelers arriving at a land port of entry to pay the I-94 application fee of $6.00 online up to seven (7) days prior to their entry. Additionally, travelers will be able to complete the I-94 application online where they will be able to provide biographic and travel information. After submitting the online application, travelers will receive a provisional I-94. The traveler must present him/herself at the land port of entry within seven (7) days in order to finalize the process. The payment can be paid with credit card, debit cards, PayPal or through direct debit. This should result in shorter wait times for those arriving through a land port of entry.
The group of information technology workers know as Save Jobs USA, who claim that they were replaced by H-1B visa holders is now appealing a decision upholding a new U.S. Department of Homeland Security rule that would allow spouses of certain H-1B workers to apply for employment authorization, the H4 EAD rule.
On Wednesday, September 28, Save Jobs filed notice that it’s appealing to the D.C. Circuit, a day after U.S. District Judge Tanya S. Chutkan of the District of Columbia found that Save Jobs lacks standing to proceed with its case. Save Jobs has argued that there isn’t “statutory authorization” for DHS to allow an H-4 visa holder to work, but Judge Chutkan said that despite the group’s lack of standing in the case, the court would likely conclude that the DHS’ interpretation of its authority under the Immigration and Nationality Act is not unreasonable and that the H-4 rule is valid.
Save Jobs basis for their appeal is the Fifth Circuit’s holding regarding the blocking of the expansion of Deferred Action for Childhood Arrivals (DACA). The Court had ruled that immigration law specifically defines the categories of immigrants allowed to work in the U.S. and that an Immigration and Nationality Act provision didn’t give the DHS the power to grant work authorization. This interpretation has been rebutted by DHS, pointing out that the cases address different questions. There appears to be no immediate danger of losing the H4 EAD Rule and those working under this authorization should continue to do so without hesitation.
BALCA Reverses Denial where Employer Failed to State Geographic Area of Employment on Website Posting
The Board of Alien Labor Certification Appeals (“BALCA”) recently considered whether a website advertisement that did not list the location of employment failed to apprise U.S. workers of the nature of the role. In Matter of VLS It Consulting, Inc., the employer submitted a labor certification for the position of “Computer Systems Manager/ Training Division Manager.” The case was audited and denied on the basis that the website advertisement did not list the geographic area of employment. The Certifying Officer argued that the lack of worksite location information violated 20 C.F.R. §656.17(f)(4). The employer appealed and argued that its corporate address was ‘listed on the homepage and the ‘contact us’ portion of the website.” BALCA reviewed the case and reminded the Department of Labor that 20 C.F.R. §656.17(f)(4) only applies to advertisements placed in newspapers of general circulation. Thus, this statutory section could not serve as a basis for denial. Furthermore, BALCA determined that since the employer’s address was listed on other sections of its website, no U.S. worker was misinformed of the nature of the job opportunity. BALCA reiterated that “when relevant information on a website advertisement is a ‘simple mouse click’ away, denial of certification is not supported by the regulations.” While this case does support the idea that the location of employment is not required to be listed on website advertisements, the Hammond Law Group suggests that all advertisements include the location of employment to avoid improper denials by the Department of Labor.
As part of President Obama’s call to action on immigration (in late 2014), an effort to modernize the PERM program was initiated and most US employers were ecstatic; hoping, that the “waste of money Sunday print ads” would become a relic of the past however, earlier this week, the DOL announced that they would not be able to complete any rule-making prior to President Obama leaving office thus making the modernization project dead for now. Guess 2 years wasn’t enough time to figure out that the internet is here to stay and there are better ways to recruit workers than newspaper ads. Hopefully, the next Administration will continue this task (and faster).
On August 25, 2016, the Office of Management and Budget (OMB) approved a revised Form I-9, Employment Eligibility Verification. The new Form I-9 must be published by November 22, 2016. Employer can continue to use the current form until January 21, 2017. After that date, the new Form I-9 must be used. No other editions will be valid.