Department of Labor Announces Increase in Investigations of Employment-Based Immigration Programs

The Labor Department has announced plans to more aggressively enforce employment-based nonimmigrant visa programs and crack down on abuses of worker visa programs through increased investigations.  The statement, made two months after U.S. Citizenship & Immigration Services announced it would begin targeting certain H-1B visa employers, calls for:

  • Use of all tools (including audits and site visits) to enforce labor protections provided by visa programs, including H-1B and E-3 visas;
  • Development of changes to the Labor Condition Application, which is used by employers in all H-1B filings, to identify violations and fraud;
  • Coordination between departments to strictly enforce visa program rules and make criminal referrals.

While more specific enforcement details have yet to be outlined, employers should be prepared for increased scrutiny of all visa applications and more site visits.  These proposed enforcement activities are in line with President Trump’s “Buy American and Hire American” executive order and employers should be actively working to ensure they are in compliance with all Department of Labor visa regulations.

New Requirements for EB-2 National Interest Waiver Green Card

Last month, U.S. Citizenship & Immigration Services (USCIS) announced new, less subjective, requirements for foreign individuals seeking U.S. lawful permanent residence (“green card”) under the EB-2 National Interest Waiver (NIW) category.  The NIW category allows foreign nationals in the second employment-based immigration category to bypass the lengthy and sometimes difficult “labor certification” process, if they can show that their immigration to the U.S. is in America’s “national interest.”  

In order for a foreign national to prove “national interest” under the new criteria, he or she must demonstrate that:

  1. the proposed endeavor has both substantial merit and national importance;
  2. he/she is well positioned to advance the proposed endeavor; and
  3. on balance, it would be beneficial to the United States to waive the requirements of a job offer and thus of a labor certification.

In order to prove these criteria, the foreign national will have to show their work has national or global implications.  One example of this can be proof that the foreign national’s work “has significant potential to employ U.S. workers or has other substantial positive economic effects, particularly in an economically depressed area…”.  The applicant will also have to show that he/she is able to succeed with their plan by demonstrating that they have the ”education, skills, knowledge and record of success in related or similar efforts; a model or plan for future activities; any progress towards achieving the proposed endeavor; and the interest of potential customers, users, investors, or other relevant entities or individuals."  Lastly, the foreign national will have to prove that “in light of the nature of [their] qualifications or proposed endeavor, it would be impractical either for the foreign national to secure a job offer or for the petitioner to obtain a labor certification."  

This decision is fantastic news for U.S. employers, international entrepreneurs, startups, and professionals, and provides greater flexibility for foreign nationals seeking to qualify for EB-2 National Interest Waivers.

For more information, feel free to contact us.

DOL Outlining Review of PERM Labor Certification Program

The U.S. Department of Labor (DOL) has announced its plans to initiate a review of its PERM Labor Certification Program, in accordance with President Obama's recent Executive Action announcement to reform the U.S. immigration system.  As part of its review, DOL will seek input from the public on how its current regulations can be modernized to be more responsive to changes in the U.S. labor force.  DOL will be seeking input in the following areas:

  1. Options for identifying labor shortages and surpluses and methods for aligning domestic worker recruitment requirements to those shortages and surpluses.

  2. Methods and practices to modernize U.S. worker requirements.

  3. Processes to clarify employer obligations to ensure PERM positions are open to U.S. workers.

  4. Ranges of case processing timeframes and possibilities of introducing a premium processing program.

  5. Application submission and review process and feasibility for efficiently addressing nonmaterial errors.