Check out what the tech giant, Microsoft had to say about US immigration policy specifically, the H-1b program.
NSC recently issued clarification on its RFE vs. NOID issuance on I-140 petitions subject to Kazarian’s two-part analysis, such as petitions for Aliens of Extraordinary Ability and Outstanding Professors or Researchers. The issue with this review is that applicants in these categories basically must prove their case to CIS twice.
Kazarian is a 2 part analysis. The first part is relatively simple, the applicant must demonstrate that they meet the required number of criteria, for example 3 out of 10 or 2 out of 6. The second part is a “Final Merits Test” in which the adjudicating officer takes all the evidence presented as a whole to determine if the applicant has in fact met the requirement of their petition, that they are truly extraordinary or outstanding. In short, the officer decides the “quality” of the evidence used to meet the appropriate number of criteria.
The craziest part, if you cannot even meet the first part, the application does not demonstrate that you meet enough of the criteria, CIS issues an RFE to gather more evidence. However, if you meet the first part, but the officer determines that your evidence is not “quality” enough, CIS will issue a NOID!
I’m not really surprised that CIS is doing something backwards issuing NOID’s for petitions that meet most requirements (and the second analysis is basically up to the discretion of that officer) and RFE’s for petitions that meet none, but come on man that’s crazy.
The Board of Alien Labor Certification Appeals (“BALCA”) recently issued an en banc decision that discussed whether an employer must include its name on the notice of filing. In this decision, BALCA considered two cases where employers failed to include their corporate names. Both cases were denied by the Certifying Officer. In response to the denial, one employer argued that the omission of its name was harmless because the notice of filing stated “our company,” and any “interested persons would have been aware that ‘our company’ referred to [the employer] because the notice of filing was posted on the company’s premises.” The en banc panel reviewed prior case law and determined that the “vast majority of BALCA panel decisions have affirmed the denial of certification if the petitioning employer’s notice of filing did not include the name of the employer.” This panel stated that the PERM regulations require strict adherence to the regulatory provisions. Consequently, BALCA found that the “clarity of [the requirement of including the employer’s name on the notice of filing] and the ease with which an employer should be able to comply with this requirement belie any suggestion that strict enforcement of this requirement offends fundamental fairness or procedural due process.” As stated in prior blog posts, the PERM process is exacting and BALCA is very unforgiving of errors. The Hammond Law Group is always happy to assist employers with ensuring that all requirements set out in the PERM regulations are met.
On August 25, 2014, the Office of Foreign Labor Certification (OFLC) implemented new password requirements for enhanced security. As such, on or before November 23, 2014, all Permanent Case Management System (PERM) users will be required to change their existing passwords. In addition, PERM users will be required to change their passwords every 90 days. The PERM system will send PERM users’ reminder emails as these dates approach. Please refer to the External PERM Quick Start Guide which can found via the following link for instructions on how to properly change an existing PERM password: http://www.foreignlaborcert.doleta.gov/pdf/PERM_QstartGuide_ExAcct_Mgmt_LB.pdf. A word of warning, if an existing PERM password is not changed with the 90 day period, the PERM user will need to re-activate their account by identifying themselves, selecting a secret question and providing the correct answer.
The Department of State has released the October Visa Bulletin and all EB3 categories saw forward movement with the EB3 Philippines and the All Other categories surging forward 6 months. Unfortunately, EB2 India saw no forward movement and the DOS predicted that retrogression in this category could come as early as Nov. As a practical matter, this means that if you are in the EB2 category and your priority date is current, get your I-485 filed by the end of October and if you are already filed, respond to any RFE’s as quickly as possible as the window is closing quickly.
En Banc Panel of BALCA Reverses CO’s Denial on Advertising Content Requirements for Additional Recruitment Steps
The Board of Alien Labor Certification Appeals (“BALCA”) recently issued a decision that discussed the content requirements of advertisements that are placed as part of the additional recruitment steps in labor certification. In Matter of Symantec Corporation, the employer chose to place an advertisement on a job search website as one of the three additional recruitment steps that are required in the labor certification process for professional occupations. The Certifying Officer (“CO”) denied the case on the basis that this advertisement included a travel requirement that was not listed on the ETA 9089. Specifically, the advertisement stated that the individual filling the role “may be required to work . . . at various unanticipated sites throughout the United States.” The CO stated that this violated provisions of the federal regulations that discuss the content requirements for the mandatory recruitment steps and referenced Credit Suisse Securities (USA) LLC for support of the idea that the advertising content requirements of the additional recruitment steps must match those that are demanded of the mandatory recruitment steps. After receiving a request from the CO, an en banc panel of BALCA reviewed the case and determined that the content requirements for the mandatory recruitment steps are not imposed on the additional recruitment steps. Specifically, this en banc panel reviewed the relevant regulations and found that they were silent on specific content requirements for the additional recruitment steps. Consequently, it found that the Department of Labor (“DOL”) “did not intend to impose these content requirements on all types of advertisements.” Instead, employers must only advertise “the occupation involved in the application” in the additional recruitment steps, not the “job opportunity.” Finally, BALCA reminded the DOL that a “CO may not deny a [PERM application] based on a petitioning employer’s failure to comply with an unwritten requirement that has no basis in the clear text of the regulations.” The Hammond Law Group applauds BALCA for clarifying the advertisement content requirements of the additional recruitment steps and for this well-reasoned decision.
For those of you holding out hope for Executive Action to address some of the needs of the immigration system, stop holding your breath. President Obama recently announced that he will still take action but, not until later. Many believe that he received significant negative reaction from within his own party over his planned actions and the fear was that his actions would sway the mid-term elections and hand the Senate to the Republicans. For now, we continue to live with antiquated laws and an agency beating its own drum.
With President Obama promising Executive Action to address U.S. immigration problems, many stakeholders including those from the tech industry have heavily lobbied for him to use his pen to address not, only the border crisis, DACA children, and the deportation system but, also retrogression, H-1b visas, and the like. The conventional wisdom says that the President will stay true to his core constituents and offer no relief to employment based (legal) interests beyond the H-4 employment rule which has already been subjected to a comment period and merely awaits final regulatory approval but, until he speaks, we can all dream a little. Check out Computerworld’s take on this subject.
HLG is pleased to announce that Lynette Guzzino has joined the firm. Lynette is a graduate of Loyola University New Orleans College of Law and the Thunderbird School of Global Management. Her practice will focus in the area of university professors, private and public researchers, and other individuals seeking immigration based upon their personal qualifications.