September 15, 2015
Together, U.S. Citizenship & Immigration Services and the Department of State have announced revised procedures for determining immigrant visa availability, per a press release from USCIS. The new two-track system allocates one set of dates showing applicants whose priority date is Current-To-File, and a separate set of dates for already-pending applicants whose priority date is Current-for-Final-Approval.
The new bifurcated system can be seen in the upcoming October Visa Bulletin, which provides two charts each for Family-Based and Employment-Based applicants. If you are not certain which chart applies, the Department of State provides a handy Priority Date Checker.
This new system for allocating immigrant visa numbers will allow more people to file for adjustment of status or immigrant visas sooner. For adjustment of status applicants in the United States, this will mean they and their dependents can get unrestricted work authorization sooner. However, it may mean longer wait times for final green card approval, especially for those whose I-485 adjustment of status applications are already pending.
August 5, 2015
All H-1B workers and their U.S employers need to know of a major policy shift in effect: changes in worksite are now deemed to be a change in material terms of the offered employment, and mandate filing of an amended petition with USCIS whenever a new LCA is required. This policy hits consultancies and workers placed at third-party client sites the hardest, but ultimately it affects every H-1B worker and their employers.
On April 9, 2015, the USCIS Administrative Appeals Office handed down a decision in Matter of Simeio Solutions, opining that a change in the place of employment is a material change. For H-1B workers relocated to new worksites prior to the date of the decision on April 9, USCIS has stated that it does not plan to challenge these with Requests for Evidence, or Notices of Intent to Deny or Revoke.
In preliminary guidance, USCIS gave employers who had moved H-1B workers after April 9, until August 19 to file amended petitions with USCIS, but then on July 21, 2015, the Service released a policy memorandum extending the filing deadline by five months. Now, any US employer that has moved H-1B workers to new worksite addresses after the decision on April 9, 2015, and before August 19, 2015, has until January 16, 2016 to file amended H-1B petitions for those workers.
For any H-1B workers relocated to new worksites outside the original city and state on or after August 19, 2015, the employer must file an amended petition before the move takes place. Worksite address changes within the same “geographic area” (i.e., Metropolitan Statistical Area) still require re-posting the original LCA at the new worksite address before the H-1B employee starts to work there.
However, even employers who relocated or reassigned H-1B workers before the Simeio decision must take note that they are not home free. Even address changes within the original city and state may not be exempt from scrutiny for good faith. The Service retains discretion to challenge relocations with Notices of Intent to Revoke in situations involving a worksite address change that took place prior to April 9, 2015. For such discretionary challenges, USCIS will probably look to whether the approved H-1B petition involved placement of the worker at undisclosed worksites, regardless of whether those sites belong to third-party clients, and to the employer’s initial compliance and avoidance of misrepresentation, i.e., whether the H-1B worker ever actually worked at the address(es) listed in the initial LCA and approved H-1B petition.
The Simeio case involved an IT consultancy where the employer’s assignment of the H-1B employee to client sites was not disclosed in the LCA or the petition. The employer claimed to offer full-time work only onsite at their own premises, but in fact assigned the worker immediately to work at a client site, then in addition, two months after the I-129 petition was filed, the employer’s office at the address listed in the LCA and I-129 petition shut down and moved to a residential address. The H-1B worker was never employed at the address listed in the LCA and H-1B petition.
For over two decades, an H-1B approval explicitly covered all possible work locations within a given Metropolitan Statistical Area, which is the specific meaning of the “geographic location” of the worksite under the labor regulations governing the H-1B program. The Labor Condition Application listed worksites only by city and state, which was sufficient to identify the applicable prevailing wage. The LCA online system and an older version of the form asking for only city and state as worksite location remained in use until June 30, 2009, in order to give users time to get used to the new Form ETA 9035 and to set up user accounts on the Department of Labor’s iCert Portal. After June 30, 2009, use of the new ETA 9035 Labor Condition Application form was mandatory, and the first version of Form ETA 9035 identified up to three worksites by specific street addresses.
The threat of USCIS re-characterizing an address change as a material term of employment, thus requiring amended petitions for any changes in the worksite or employer address, has loomed on the horizon ever since the Labor Condition Application form was revised to identify multiple worksites by street address. The Department of Labor’s H1B FAQs published on 2/17/2011 clarified that a worker could start work at a new place of employment as defined by 20 CFR 655.715 and not contemplated at the time of initial filing, based on a posted notice of wages and work conditions by the employer at the new worksite, and filing of a new LCA. There have been quite a few Service memoranda over the years clarifying when an amended H-1B petition was and was not required, but the tacit implications of the controlling labor regulation, and the possibility of a narrowing interpretation by USCIS, changed dramatically once the LCA form specified street addresses for the intended work location.
USCIS has been through previous spasms of trying to tie H-1B workers definitively to worksites, but none of it stuck until 2015. Now, reassignment of H-1B professionals to any new or additional worksites not listed in the original LCA and petition, up to and including a move of the company’s main headquarters to a new office in the next town down the road, may be deemed a material change of employment terms. A new work address in a new city entails filing an amended I-129 petition with USCIS. This particular turkey has finally come home to roost.
March 24, 2015
Now that this year’s H-1B cap filing date of April 1st is fast approaching, many employers and foreign workers want to know, isn’t there any other option? For citizens of some countries, there are treaty-based visa categories for professional workers which may provide a viable alternative. Each is slightly different in its requirements and limitations.
For citizens of Chile, Singapore, Australia, Canada or Mexico, there are treaty-based visa categories for professional workers that remain available when the H-1B is not. One key difference is that the H-1B allows “dual intent,” so a worker may be present in the U.S. under H-1B status, and yet legally take steps to pursue permanent residence. All of the treaty-based work visa classifications for professionals require continued “non-immigrant intent,” so workers in H-1B1, E-3 or TN-1 status must have an un-abandoned residence abroad to which they intend to return. These visa categories are for salaried jobs with a U.S. employer; they do not allow self-employment or freelancing.
H-1B1: Chile & Singapore
Like the H-1B, the H-1B1 is for offered work with a U.S. employer in a professional specialty occupation – i.e., a job that requires at least a Bachelor’s or advanced degree in a field directly related to the job duties. The worker must have a related degree, and the U.S. employer must agree to pay the local prevailing wage for that occupation, and must file a Labor Condition Application with the U.S. Department of Labor, with the same attestation, compliance and Public Access File recordkeeping responsibilities that apply to an H-1B employer.
However, there the similarities end. No petition to USCIS is required, so the H-1B1 worker may take the certified LCA, employer’s letter, and original educational credentials, and apply for the visa abroad at a U.S. Embassy or Consulate. The annual cap (numerical limit) of 6,800 for the H-1B1 has never been reached, so these applications may be filed at any time year round, for an immediate start date. H-1B1 status is available in one-year increments, and is renewable. There is no “portability” between different H-1B1 jobs, or from H-1B1 to H-1B.
The E-3 is also for offered work with a U.S. employer in a professional specialty occupation – i.e., a job that requires a Bachelor’s or advanced degree in a field directly related to the job duties. The worker must have a related degree, and the U.S. employer must pay the prevailing wage for that occupation, and must file a Labor Condition Application with the Department of Labor, with the same attestation, compliance and Public Access File recordkeeping responsibilities that apply to an H-1B or H-1B1 employer.
No petition to USCIS is required, so the worker can take the certified LCA, employer’s letter, and original educational credentials and apply for the visa at a U.S. Embassy or Consulate. The annual cap of 10,000 for the E-3 has never been reached, so applications can be filed at any time, year-round, for a start date at any time. E-3 status is available in two-year increments, and is renewable. There is no portability between jobs for E-3 workers, no Premium processing for petition-based filings, and no automatic continuation of work authorization based on a timely-filed extension request. For these reasons, travel abroad and a new visa application by the E-3 worker are often more efficient than filing a petition to extend or change employment.
TN-1: Canada & Mexico
The TN-1 visa category is available to citizens of Canada or Mexico who have a valid passport, a job offer to work in the U.S. in one of the 64 professions enumerated in Appendix 1603.D.1 to the North America Free Trade Act (NAFTA), and have the required education listed in the treaty for that profession. There is no prevailing wage requirement, and no filings with the Department of Labor, so unlike the H-1B1 and E-3, a TN-1 worker may be paid on a 1099 as an Independent Contractor if the agreement with the U.S. employer so specifies, but a TN-1 may not freelance or be self-employed in the U.S.
This category allows much less flexibility in terms of the job: the offered job must fit squarely into one of the 64 professional occupations listed in the treaty. TN-1 status is available in increments of one to three years, depending on the explicit terms offered by the employer, and is renewable. Canadian citizens are visa-exempt, and may apply at a border post or pre-flight inspection with their original educational credentials, resume and letters from past employers for any job requiring prior experience, and offer letter from the U.S. employer. Mexican citizens must apply for a machine-readable TN-1 visa, and bring their documents to a visa interview at a U.S. Embassy or Consulate.
March 10, 2015
Employers – especially small companies and those new to the world of work visas – often assume that obtaining a work-authorized visa status is the responsibility of the foreign worker. It isn’t. Any work visa petition to U.S. Citizenship & Immigration Services (“USCIS”) is by definition a request made by the employer for permission to employ a named foreign worker in a particular job for a specified period of time.
Foreign workers are often anxious to oblige, in order to secure a firm job offer and the promise of visa sponsorship, and they may offer to cover the costs of H-1B visa sponsorship to the sponsoring employer, by payment up front to the attorney, through reimbursement to the employer, via salary deductions over time, or indirectly, through payments made to the employer by a third party. Both federal agencies overseeing the H-1B program view any such payments or deductions as illegal, and each may take agency-specific corrective actions.
The U.S. Department of Labor (USDOL) views payment by the sponsored worker of any legal fees or government filing fees associated with an H-1B petition as an illegal assumption of costs which are the responsibility of the employer under the labor regulations. In an enforcement action, USDOL will subtract any such payments from the amounts actually paid to the worker when determining whether the employer has met its obligation under the Labor Condition Application (LCA) to pay the “actual wage” promised in the LCA.
Thus, an investigation into LCA compliance may result in a finding that the employer has violated its wage obligations. Depending on the number and severity of violations, and the perceived degree of the employer’s disregard for the rules, an LCA investigation by the USDOL Wage & Hour Division which reveals payment of H-1B costs by the sponsored worker(s) may result in fines to the employer, and/or debarment from the H-1B program. The USDOL also views early termination penalties paid by the worker, sometimes called “clawback” agreements, as equally unlawful deductions from the actual wage owed to an H-1B worker.
U.S. Citizenship and Immigration Services (USCIS) takes an equally dim view of any payments by the worker for H-1B petition costs, regarding them explicitly as an indicator of fraud, i.e., as an improper inducement for the employer to provide visa sponsorship. With the exception of the H-1B filing fee for training of U.S. workers, there is no other filing fee that the employer is actually required by law to pay, nor is there support for this definition of fraud in the USCIS regulations, and it is at odds with the practical reality: the foreign worker is just trying to bring the cost of a prospective hire closer to the employer’s cost of hiring a similarly-qualified person who does not need visa sponsorship.
When USCIS conducts a site visit of an H-1B employer – which they may do either while a petition is pending, or at any time thereafter during the petition validity period, after it has been approved – the USCIS investigator will customarily ask to see payroll records for the H-1B worker, and may independently contact the worker directly to ask if he or she paid any of the H-1B petition costs. Site visits are now occurring in roughly 30% of all petitions, and the Service aims to increase that percentage. If any of the parties contacted are unresponsive, and the site visit is inconclusive, USCIS may issue a Request for Evidence, Notice of Intent to Deny, or Notice of Intent to Revoke.
One item of proof commonly demanded in such notices is a pair of sworn statements, one each from the employer and the sponsored worker, affirming that no such payments have been made or promised by the worker, nor received by the employer, including any payroll deductions for the purpose of reimbursing H-1B petition costs.
February 24, 2015
At long last, USCIS has published a final rule implementing the ability of certain H-4 spouses to apply for work authorization. It will go into effect on May 26, 2015, more than a year after the initial proposed rule came out.
It covers those individuals present in the U.S. under H-4 visa status whose H-1B spouse is the beneficiary of an approved Form I-140 immigrant visa petition by a U.S. employer, or an approved extension of H-1B status after the 6th year, under the lengthy-adjudications provisions of AC21 (the American Competitiveness in the 21st Century Act).
In order to permit the H-4 spouse to file a Form I-765 application for Employment Authorization under this new rule, the H-1B and H-4 spouses must still be married to each other, present in the United States, and maintaining valid visa status.
Break out the confetti!