Articles Posted in Work Visas

This information is available from our AILA liaison and is an important clarification for those that practice in the H2B area of law.

USCIS’ and DOL’s regulations both allow for the certification of more than one position (DOL) and filing for multiple beneficiaries (USCIS) if all H-2B workers will be performing the same service, for the same period of time, and in the same location. 8 C.F.R. §214.2(h)(2)(ii).

DOL regulation at 20 C.F.R. §655.4 defines the area of intended employment as “the geographic area within normal commuting distance of the place (worksite address) of the intended employment of the job opportunity for which the certification is sought.” It further offers the use of the Metropolitan Statistical Area (MSA) as a reasonable measure in determining the “same area of intended employment.” The CSC uses this definition in establishing the regulatory requirement at 8 C.F.R. §214.2(h)(2)(ii).

ComputerWorld reports about a New Jersey judge that has ordered the shutdown of three H-1B opposition Web sites.

Middlesex County Superior Court Judge James Hurley ordered firms that register domains and provide hosting services — GoDaddy Inc., Network Solutions, Comcast Cable Communications Inc. and DiscountASP.Net, to disable the three sites, ITgrunt.com, Endh1b.com, and Guestworkerfraud.com. Facebook Inc. was also ordered to disable ITgrunt’s Facebook page.

The order was made in response to a libel lawsuit filed by IT services and consulting firm Apex Technology Group Inc., based in Edison, N.J. against the three Web sites opposing the H-1B visa program. Such attacks on H1B supporters increased last year as the economic situation was gloomy, and prospects for employment were not looking good. Yet, we all know that the H1B program is not the cause of all evil and in fact is a boosting factor in creation of new jobs and opportunities for American workers. Lets hope that the antis will take it easy in 2010, and focus on the real issues at stake.

Some good news for visa holders that are about to loose their visa sponsored jobs or already lost the visa job. In a decision issued today by the Board of Immigration Appeals (BIA) in Matter of Neto, which empowers immigration judges who are considering deportation of individuals with approved work-related visa petitions and pending permanent residence applications. The issue at stake is whether an immigration judge has the authority to decide whether the approved visa petition – issued for one job – remains valid when the individual changes jobs. Without a valid visa petition, the individual will not be eligible for permanent residence.

In 2000, Congress passed the American Competitiveness in the Twenty-First Century Act, which allowed applicants for permanent residence based on approved visa petitions the flexibility to change jobs. However, in 2005, the BIA decided in Matter of Perez-Vargas that an immigration judge had no authority to decide whether a new job was the same as or similar to the old job, which determines validity of their visa petition. This left these applicants for permanent residence in limbo, stripping them of the ability to benefit from the 2000 law while in removal proceedings because the judges couldn’t, and the United States Citizenship and Immigration Service wouldn’t, determine the validity of their visa petition.

Today, in Matter of Neto, the BIA overruled its own earlier decision that denied judges this authority and will now allow them to decide whether a new job is acceptable, thus keeping the individual’s eligibility for permanent residence intact. In which case, the visa petition remains valid and the immigrant worker can proceed with an application to become a lawful permanent resident – potentially saving them from deportation.

Some updates on H2A and H2B visas. DHS issued a notice on the identification of 39 countries whose nationals are eligible to participate in the H–2A and H–2B programs for the coming year. This notice is effective 1/18/10 and shall be without effect at the end of one year after 1/18/10.

Under Department of Homeland Security (DHS) regulations, U.S. Citizenship and Immigration Services (USCIS) may only approve petitions for H-2A and H-2B nonimmigrant status for nationals of countries that the Secretary of Homeland Security, has designated by notice published in the Federal Register.

A new development to report, 11 additional countries are now joining to the list of countries whose nationals are eligible to participate in the H-2A and H-2B programs. In consideration of all of the above, this notice designates for the first time Croatia, Ecuador, Ethiopia, Ireland, Lithuania, The Netherlands, Nicaragua, Norway, Serbia, Slovakia, and Uruguay as countries whose nationals are eligible to participate in the H-2A and H-2B programs.

After a tough December with H1B RFE’s and the Cap, on January 8th USCIS issued new requirements for H1B cases. An employer who seeks to sponsor a temporary worker in an H-1B specialty occupation, as of April 2010, will be required to establish, through documentary evidence, a valid employer-employee relationship throughout the petition validity period. The sweeping and controversial new guidance will change the way employers prepare, and USCIS adjudicates, most H-1B petitions.

Employer-Employee Relationship

H-1B regulations currently require that a United States employer establish that it has an employer-employee relationship with the beneficiary of the petition. The memorandum states that the lack of guidance on this issue has made it difficult for USCIS adjudicators to determine whether such a relationship exists, especially when petitions involve independent contractors, self-employed beneficiaries, and beneficiaries placed at third-party worksites.

When determining whether an employer-employee relationship exists, USCIS will evaluate whether the petitioner has the “right to control” the beneficiary’s employment, such as when, where and how the beneficiary performs the job. USCIS will consider the following, with no one factor being decisive:
* Does the petitioner supervise and is such supervision off-site or on-site?
* If the supervision is off-site, how does the petitioner maintain such supervision?
* Does the petitioner have the right to control the work of the beneficiary on a day-to-day basis if such control is required?
* Does the petitioner provide the tools or instrumentalities needed for the beneficiary to perform the duties of employment?
* Does the petitioner hire, pay, and have the ability to fire the beneficiary?
* Does the petitioner evaluate the work-product of the beneficiary?
* Does the petitioner claim the beneficiary for tax purposes?
* Does the petitioner provide the beneficiary any type of employee benefits?
* Does the beneficiary use proprietary information of the petitioner in order to perform the duties of employment?
* Does the beneficiary produce an end-product that is directly linked to the petitioner’s line of business?
* Does the petitioner have the ability to control the manner and means in which the work product of the beneficiary is accomplished?
According to the memorandum, the petitioner will have met the test if, in the totality of the circumstances, a petitioner is able to present evidence to establish its right to control the beneficiary’s employment. The petitioner must also be able to establish that the right to control the beneficiary’s work will continue to exist throughout the duration of the beneficiary’s employment term with the petitioner.

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Recently the Congressional Reserch Service issued a new report titled: “The Effects on U.S. Farm Workers of an Agricultural Guest Worker Program.” Linda Levine the author writes:

Guest worker programs are meant to assure employers (e.g., fruit, vegetable, and horticultural specialty growers) of an adequate supply of labor when and where it is needed while not adding permanent residents to the U.S. population. They include mechanisms such as the H-2A program’s labor certification process to avoid adversely affecting the wages and working conditions of comparable U.S. workers. If changes to the H-2A program or creation of a new agricultural guest worker program led growers to employ many more aliens, the effects of the Bracero program might be instructive: although the 1942-1964 Bracero program succeeded in expanding the farm labor supply, studies estimate that it also harmed domestic farm workers through reduced wages and employment. The magnitudes of these adverse effects might differ today depending upon how much the U.S. farm labor and product markets have changed over time, but their direction likely would be the same.

The report further states, Despite increases in H-2A worker certifications issued by the U.S. Department of Labor in recent years, the number of H-2A workers remains quite small compared to the nearly 1 million hired farm and agricultural service workers employed in 2008.5 Thus, even if the labor certification process has not operated as intended—to protect similarly employed U.S. workers—the H-2A program’s low utilization suggests that its overall impact on the domestic farm labor force has been minimal.

DOL announced late last year about the changes to the Prevailing Wage Determination procedures, these changes became effective today. So what cases are affected? As described in the Department’s December 4, 2009 Federal Register Notice, the National Prevailing Wage and Help desk Center (NPWHC) will process Prevailing Wage Determination (PWD) requests for H­1B, H­1B1(Chile/Singapore), H­1C (if reauthorized by Congress), H­2B, E­3 (Australia) programs, and the permanent labor certification program (PERM).

Now employers will need to plan at least 60 days in advance when filing any of the above referenced applications, we anticipate serious delays in the early stages of this program. Especially since only hard copy mail ins are accepted at this time.

Click here for the DOL complete rule.

As we predicted last night the Cap was met today. As of December 21, 2009, USCIS has received sufficient petitions to reach the statutory cap for FY2010. USCIS has also received more than 20,000 H-1B petitions on behalf of persons exempt from the cap under the advanced degree exemption. USCIS will reject cap-subject petitions for new H-1B specialty occupation workers seeking an employment start date in FY2010 that are received after December 21, 2009 USCIS will apply a computer-generated random selection process to all petitions that are subject to the cap and were received on December 21, 2009.

Applicants will soon be getting ready for April 1, 2010 filings. Our advice is to start early, with DOL delays we have to start planning differently. More updates to come.

So what do you think, will the cap be reached today, or maybe tomorrow, surely by Friday. With the snow storms hitting the east coast, delivery of H1B packages and processing at the Vermont service center have been delayed. As of December 15, 2009, approximately 64,200 H-1B cap-subject petitions had been filed. We are still waiting for the most current numbers, but it seems that the gate on new filings is soon to be shut. I will keep you posted as we earn of new info.

We like to share that the H1B cap is extremely close to being reached. The count as of December 15, 2009 is 64,200. This is 1300 cases more than the count from December 11th. This count is very close to the total cap of 65,000 which is actually somewhat reduced by numbers allocated under trade agreements. We continue to watch this very closely, and will provide updates until the FY 2010 cap is reached.

We suggest to act quickly to avoid last minute embarrassment as H-1B Cap may soon be cease to exist.