Immigration Visa Attorney Blog

A recent report on the United States Citizenship and Immigration Services (USCIS) paints a disturbing picture of the how the organization charged with overseeing lawful immigration in this country operates. We feel it provides some useful insight for our readers and clients in Columbus, Ohio and Troy, Michigan.

In a report dated November 22, auditors from the Government Accountability Office (GAO) said that a $1.7 billion project to modernize operations at USCIS has been plagued by unreliability related to cost and planning.

In late 2008 USCIS awarded a technology and services project to IBM that was supposed to "move the agency to a new centralized and consolidated electronic environment that will enable faster, more efficient and accurate immigration benefits determination and processing." The contract was initially given $491.1 million in options for five years.

Continue reading "Columbus, OH attorney on report of USCIS mismanagement" »

Wednesday the United States Citizenship and Immigration Services announced that the H-1B visa cap number for FY 2012 has been reached.

The final receipt date for cap-subject H-1B petitions was Nov. 22, meaning new applications will not be considered. The USCIS said only petitions physically received by that date will be evaluated; postmark dates do not impact the process.

H-1B's regular cap number of 65,000 was the number reached Tuesday. The 20,000 cap master's exemption was attained in October.

The Nov. 22 date represents an almost two-month difference from FY2011. The regular cap for the previous fiscal year was reached on Jan. 26.

The USCIS' release stated that the following non-cap petitions are still being accepted:

-to extend the amount of time a current H-1B worker may remain in the U.S.;
-to change the terms of employment for current H-1B workers;
-to allow current H-1B workers to change employers; and
-to allow current H-1B workers to work concurrently in a second H-1B position.

The Board of Alien Labor Certification Appeals (BALCA) recently ruled on a case related to the confirmation of an employer's sponsorship of a foreign worker. We think it is an interesting decision, one that our friends here in central Ohio should pay attention to as they work on these kinds of application.

Four years ago a company filed for Permanent Employment Certification (PERM) for a landscaping/grounds keeping-related position. The Certifying Officer (CO) in the case denied the application on the grounds that they could not verify the employer's sponsorship of the candidate.

When applying, the Employer included a signed "declaration under of penalty of perjury" from the company president attesting to the conditions of employment. In the denial, the CO stated it tried unsuccessfully to reach the president by phone on five separate occasions over a one-month period.

Continue reading "PERM Judge rules on telephone verification " »

A few years back this blog touched on a few of the specifics connected with extending an H-1B visa beyond six years. Given how many of our clients here in the Columbus, Ohio community work closely with the visa we thought another look at this aspect would be helpful.

What is the history of 7th year H-1B extension?

Prior to 2000, if a foreign national here on an H-1B visa could not reach I-485 (permanent resident) status within six year they were required to leave the U.S. What would often happen is that delays in the permanent residence application process meant H-1B visa holders would reach the end of their six years before completion. Since the situation meant employers often lost the investment they had made in skilled employees, Congress elected to introduce AC21.

What is AC21?

In 2000 Congress passed the "American Competitiveness in the Twenty-First Century Act," or AC21. Among other things, AC21 allowed for H-1B workers to begin working for a new employer upon filing the petition instead of waiting for approval. It also provided the ability to extend the H-1B visa beyond six years if an ongoing PERM Labor Certification began at least 365 days prior to the end of the sixth year.

Continue reading "FAQ: H-1B Extensions Beyond Six Years (Part I) " »

One of the hottest immigration topics over the past few weeks is the administration's announcement that it plans to change how it treats the hundreds of thousands of deportation cases currently in the system. For good reason this has stirred controversy from both sides of the political isle as people try to make sense of what the policy will mean.

And though we realize most of our readers are not involved with an active deportation case, it's important to look at the change as it may impact the speed of the federal system as a whole. How the government elects to allocate resources could have an affect on the entire immigration system.

First, some quick background: On Aug. 18 the administration announced it would be reviewing the deportation cases already within the system -- more than 300,000 in total -- with the goal of prioritizing those involving felony cases. The idea being that with limited financial and legal resources the most efficient way to attack the backlog problem is to target those situations most likely to pose a threat to the community.

Continue reading "The administration changes course on deportation: What does it mean? " »

Late last month the United States Citizenship and Immigration Services released the most recent count for its H-1B visa. These numbers represent what the USCIS has received since the the FY2012 schedule began in April.

As of July 22 there have been 21,600 regular petitions accepted by the USCIS out of a total cap of 65,000. That is an increase of 1,000 from the previous week's total.

The Master's Exemption category has had 13,300 petitions accepted out of hits total cap number of 20,000. On July 15 the USCIS reported 12,800 petitions were accepted for this advanced degrees category.

These numbers are somewhat low, perhaps reflecting the economy's sluggish recovery. The positive is that it means there is still ample opportunity to qualify for a visa that begins in October of this year.

A Form-129 needs to be completed in the most complete manner possible for an applicant to have his or her best chance for the petition to be approved. Because of the emphasis the process places on accuracy we recommend seeking experienced counsel for help working through the forms.

Here is some of the most recent information regarding the controversy surrounding Indian IT giant Infosys. The actions of a large company based overseas may not initially seem relevant to the average employer or worker here in Columbus, but the way Infosys may or may not have manipulated the U.S. immigration systems could certainly have ramifications at home.

In May an attorney employed by Infosys named Jack Palmer Jr. filed a civil suit alleging his superiors at the company tried to get him to circumvent U.S. regulations regarding visas. Additionally, Palmer claimed that when he informed his employer of illegal activity it did nothing to correct the problem.

The result of Palmer coming forward is that federal prosecutors are currently assembling a case against Infosys. So far Infosys has not publicly responded to the charges, though it denied Palmer's claims in court filings. Late last month the company filed a motion compelling arbitration in the case, the result of which would be to have the case heard behind closed doors.

In his suit Palmer alleges that Infosys wanted him to help them "creatively" navigate around restrictions put in place to make acquiring H-1B visas more time-consuming. According to Palmer Infosys made the decision to use B-1 visas - easier to obtain but used primarily for shorter visits - to game the system.

Infosys, Palmer says, asked him to write letters on behalf of the workers to be used in the B-1 application process. In those letters he was to state the employees were only visiting for short periods of time, when the truth was they had full-time employment waiting in the U.S.

Palmer refused to write the letters, after which he says he was told he was "not being 'a team player.'"

Continue reading "Columbus, OH Attorney Updates the Infosys Investigation" »

This is another interesting decision handed down recently by the Board of Alien Labor Certification Appeals (BALCA). In May the Department of Labor's appeals arm handled a case which spoke to the importance of clearly providing evidence for why local recruitment efforts came up short. For our friends in and around Columbus it is yet another instance of why expert counsel is so critical in the employment certification process.

In September of 2007 a company filed an Application for Alien Employment Certification for a position titled "Software Engineer." According to the Employer, the position required a Master's degree in Computer Science and either two years experience in the specific job offered or a "suitable combination of education, training, or experience."

Later that year a Certifying Officer (CO) issued an audit that requested all recruitment documentation, including a report required by the Code of Federal Regulations (C.F.R.). The response from the Employer stated that two candidates were evaluated for the position. But based on the resumes submitted, their experience with respect to key web-related software "indicated a serious gap in the skill sets required to meet the goals and objectives of the company."

In September of 2009 the Employer's request was denied by the CO on five separate grounds. The CO felt the recruitment report made only a "generalized statement" about the U.S. workers not meeting the position's minimum requirements. A failure to include an "unaltered" copy of the notice of filing, wage determination and web advertisement was listed, as were three cases where the Employer's paperwork was inconsistent or lacking a requisite piece of information.

In October the Employer requested reconsideration. With that request the Employer attached an amended report explaining its rejections of the two U.S. candidates, as well as information clearing up the issues with its paperwork.

And while in June of 2010 the CO found the information regarding wage determination and job order to be acceptable, they still did not find the recruitment report met C.F.R. standards. The CO stated it did not even consider the amended recruitment report.

Continue reading "BALCA: Local Recruiting and Labor Certification" »

As with any government program, the H-1B visa system is not immune to instances of fraud or near-fraud. While such cases are not the rule when it comes to H-1B it's important those who interact with the United States be aware of what kind of malfeasance is being looked at by the U.S. Citizenship and Immigration Services (USCIS). Our neighbors here in central Ohio need make sure they keep abreast of what could be out out there.

The controversial organization WikiLeaks - a database dedicated to releasing private
and/or classified information - has recently published cables dealing with fraud within the H-1B application process. The cables consist primarily of anecdotal information related to the nations of Iceland, Libya and Mexico.

In April of 2009 a cable from the U.S. Embassy in Mexico said the nation had a "persistent" problem related to fraud with both H-1B and L-1. This seems to provide background for a 2008 USCIS report that found 20 percent of H-1B visas either had technical issues or were affected by fraud.

The fraud issue with Mexico seems to be almost exclusively foreign nationals looking for a way to immigrate into the U.S. Most common within that fraud is the practice of submitting falsified pay receipts to the USCIS. Additionally, applicants from Mexico exaggerate or overstate their employment background, education or the nature of their responsibilities related to future jobs.

The U.S. Embassy in Libya reported in 2009 that an H-1B applicant paid a large
sum of money online for obviously fake documents. The cable released by WikiLeaks said the applicant "believed this to be the process to obtain a work visa in the United
States."

Reports from the Reykjavik embassy were that some attorneys had attempted to bring H-1B and L-1 applicants in from other countries so they could apply in Iceland. The reason being that Iceland provided "the expectation of fast and easy issuance."

Continue reading "Columbus, OH Attorney: International Fraud and H-1B" »

It is important to keep in mind the range of options available within the United States immigration system. Employers in search of qualified professionals may not have to look far from our borders to fill their needs. Certain Canadian and Mexican citizens are eligible for TN visas if they have employment in the U.S. With that in mind here is a refresher for the TN nonimmigrant program. Anyone with questions about this or other related issues should feel free to contact our office here in Dublin.

The TN classification came out of the North American Free Trade Agreement
(NAFTA), which created a unique relationship between the United States, Canada and Mexico. Part of that process was to allow certain professionals who are citizens of one country to enter territories of the others to accept employment.

There are several employment or work related visas are available, such as - L-1, B-1, E-1. Another is TN, which applies to citizens from Canada and Mexico who wish to enter the U.S. They must have a pre-arranged position with a U.S. employer and be qualified for a NAFTA-approved profession.

NAFTA lists more than 60 positions as being eligible for TN. Professions such as
Engineer, Pharmacist, Computer Systems Analyst, University Professor and Veterinarian are among those that qualify. NAFTA also outlines the education/experience requirements for each profession.

The TN application for Canadian professionals can initially be completed at a port-of-entry. Proof of citizenship must be provided, along with establishing qualifications for the profession as well as giving a description for the profession. A letter from the prospective employer, diplomas and transcripts will be needed. The visas are granted for up to three years.

Mexican professionals must apply at a U.S. embassy or consulate within
Mexico. They are not required to file a petition with the USCIS but they are required
to obtain a visa to enter the U.S. as a TN nonimmigrant. Once the Mexican professional has been approved for the TN visa they are able to apply for admission at a port-of-entry.

Continue reading "Columbus, OH Immigration Attorney Reviews the TN Visa" »

The United Stated Immigration Services (USCIS) will begin accepting
application for the H-1B visa Friday, April 1. Those applications cover any
employment with a starting date on or after October 1. Our office in Columbus,
Ohio can offer assistance in H-1B-related filing.

The H-1B program is applied to nonimmigrant aliens who want to work in specialty fields. The Department of Labor defines specialty as "one that requires the application of a body of highly specialized knowledge and the attainment of at least a bachelor's degree or its equivalent."

The program has a cap of 85,000, with 20,000 of the visas going to those with U.S. masters' degrees (or higher). The USCIC will accept applications until they have received enough cap-eligible petitions.

A more thorough overview of the H-1B program can be found HERE.

The USCIS monitors the petitions received and notifies the public when the numerical limit has been met. For FY2011 the regular cap number was reached January 26, 2011.

As we mentioned a few weeks ago, this USCIS is considering a change to the H-1B process involving an advance electronic registration. As early as FY2013, employers may be able to register petitions prior to the start of the petition filing period. The idea would be to cut down on administrative costs, as employers would be able to limit filings to those selected petitions.

The government estimates the program could save more than $23 million over the next decade. The USCIS is still seeking feedback for the proposal and those interested in comment can find information HERE.

Continue reading "Reminder: FY2012 H-1B Cap Season Begins Today" »

Here's another recent Department of Labor appeal case for those in the community to take a look at. This one involves analysis of how exactly we define experience when it comes to time on the job vs. time in school.

In April of 2009 a Certifying Officer (CO) denied an employer's request for Permanent Employer Certification (PERM) for the position of Product Manager on two separate grounds. One reason was the alien did not meet the minimum experience for the position under the Code of Federal Regulations (CFR).

Under CFR the minimum qualification for the position is a "Bachelor's Degree in Merchandising and five years experience in the field or equivalent combination of education and experience." It was that piece of regulation the CO cited when making the denial.

In a request for reconsideration on May 1, 2009, the employer argued that the alien had "one year of university credit" and had been on the job for 14 ½ years. The employer felt the year of education and job experience was enough to equal 17 years of overall experience.

On February 18 of 2010 the CO denied certification. The CO pointed to a 1994 policy guideline on certification in which a bachelor's degree is listed as equivalent to two years of experience. That would mean a Bachelor's degree and five years of experience would be equal to seven years in the work place, not 17.

That meant the employer's formula was not "substantially equivalent" to the primary requirements of the job.

The case was turned over to a judge with the Board of Alien Labor Certification Appeals. After outlining the way the PERM process is supposed to function - "exacting" rather than drawn-out - the judge would ultimately find for the CO.

Continue reading "Columbus, OH Attorney: BALCA Looks at Work Experience" »

We wanted to direct folks here in central Ohio to a recent announcement made by the Department of Labor with respect to its H-2B program. The Department of Labor is proposing a change to the program which would impact both employers and workers.

Last week the Department of Labor sent out a release announcing a proposed revision to the H-2B temporary nonagricultural worker program. According to the announcement, the proposal would "ensure U.S. works receive the same level of protection and benefits as temporary foreign workers (for H-2B) . . . and to provide better access for employers with legitimate labor needs."

The highlight of the changes would be a new registration program. The Department of Labor is hoping this will allow employers to conduct market tests for new labor closer to the point at which they have a need. It would also remove contractors as users of the program.

Other proposed changes to the program include: a national H-2B registry for all postings; requiring documentation from employers as to their U.S. employee recruitments efforts; new transparency measures related to agency agreements and foreign recruiters; the reinstatement of state workforce agencies (SWA) as experts in local labor conditions and recruitment patterns; and lengthening the amount of time during which American workers are required to be recruited.

In the statement Secretary of Labor Hilda Solis said: "As our economy continues to recover, it is important for U.S. workers to receive access to all jobs, and that the H-2B program is used as it was intended. At the same time, workers employed through the H-2B program must be treated fairly."

The H-2B program is in place so that foreign nationals can come to the United States to fill nonagricultural jobs and requires a Form I-129, Petition for Nonimmigrant Worker.

To qualify for H-2B classification an employer must establish the need for the worker is temporary, regardless of the position itself. Such positions are usually seasonal, for peak-load or a one-time occurrence. Employers also must demonstrate no U.S. workers are willing and qualified for the position and that the employment will not negatively impact salary and conditions of other U.S. workers.

The Department of Labor will be accepting written comments on the proposal until May 17. Those interested can use www.regulations.gov or send written correspondence to the DOL's Office of Policy Development and Research, Employment and Training Administration: 200 Constitution Avenue NW., Room N-5641, Washington, DC 20210.

The entire proposal can be viewed in the March 18 edition of the Federal Register.

A judge for the Board of Alien Labor Certification Appeals recently ruled on an interesting case related to the burden employers face trying to prove the hardship related to training a new employee.

The case is a good one for our friends here in Columbus to take a look at, especially with regard to the intricacies related to federal code. It is yet another instance where experienced representation must be present when maneuvering the permanent labor certification (PERM) process.

In late 2006 a company sought PERM certification for a position entitled "Propagation Supervisor." In May of 2009 an audit was requested by the Certifying Officer (CO) who requested the employer's State Workforce Agency job order along with several other materials.

A few months later the CO informed the employer the request was not being certified "in part because the documentation submitted by the employee . . . was insufficient to demonstrate that a U.S. worker could not be trained to qualify for the position."

In September of 2009 the employer's representative filed a motion for the application to be reconsidered. The argument was that, among other factors, the growth of the business and illness suffered by the employer prevented the employer from training a U.S. worker for the position.

The CO denied this appeal in January of 2010 and forwarded it to BALCA. A brief prepared by the Employer's council argued enough evidence had been provided to show an inability to train a U.S. worker.

The pertinent piece of the Code of Federal Regulations (656.17) states that the Department of Labor must evaluate the "training and experience possessed by the alien beneficiary at the time of hiring" and make sure more isn't being required of U.S. applicants. The exception comes when "the employer can demonstrate that it is no longer feasible to train a worker to qualify for the position."

To that end, the employer's council mentioned that the CO needed to take into consideration "the change in business conditions" that made it impossible to train a U.S. worker. That change makes it different, the employer argued, than determining whether a new worker can be trained.

Continue reading "BALCA Rules on Training New Workers" »

During our recent four-part series on the current state of H-1B visas, we touched on a few areas where the program needs evaluation and reform. We hope businesses and other interested parties here in central Ohio took a look at the posts (which can be found HERE, HERE, HERE and HERE) in order to familiarize themselves with the current state of affairs.

It seems possible that discussions this week in Washington D.C. are a step on the path to improving some of those H-1B issues we wrote about.

TechNet, a lobbying group that works on behalf of the tech industry, sent a large contingent to meet with representatives of both Congress and President Obama. Their goal was for to lobby lawmakers on a number of issues including reform of the country's visa program.

The contingent from TechNet included more than 50 representatives, including the CEO of Cisco and high-ranking officials from NASDAQ OMX and the New York Stock Exchange. They are to meet with representatives from both parties.

TechNet President and CEO Rey Ramsey said to win the future America must invest in "future discoveries that will create good paying jobs for more of our people."

"To reach that goal," Ramsey said, "we must make the smart policy choices on . . . high skilled immigration."

Continue reading "CEOs of Tech Companies Speak with Federal Legislators about H-1B" »