Reddy & Neumann, P.C. invites you to join our Webinar: “PERM Labor Certification – Navigating the Crucial First Step of the Green Card Process” on Wednesday, February 12th, 2020 from 1:00pm to 2:00pm CST. Sign up here today!
PERM Labor Certification is often the first of three steps to the employment based green card process. Properly navigating this first step with your immigration attorney is crucial to a successful green card process for your employees.
For employers seeking to sponsor an employee for permanent residence in the United States, this webinar will provide insight into the maze of the PERM Labor Certification process. Specifically, this webinar will include:
• The importance of properly drafting the PERM job description
• Best practices for setting employer minimum education, experience, and special experience/skill requirements for the sponsored position
• How to properly document employee qualifications
• An overview of PERM recruitment requirements
• A discussion on Department of Labor PERM Audit Triggers
• A look at DOL processing times and what that means for certain employees on temporary work visas
• Also included: Difference between the EB-2 and EB-3 preference category and what that means for your employee, and Ability to Pay analysis
Krystal Alanis: Partner & PERM Practice Manager
Amanda Cardwell: Associate Attorney
Camille Joson: Associate Attorney
This Webinar is made available by Reddy & Neumann, P.C. for educational purposes only. Information provided in this Webinar should not be construed as legal advice for your specific situation nor does it constitute an engagement with Krystal Alanis, Amanda Cardwell, Camille Joson, or Reddy & Neumann, P.C. or establish an attorney-client relationship. For specific advice on your situation, please contact a licensed attorney.
On June 4, 2019, The Office of Foreign Labor Certification (OFLC) announced the roll-out of the electronic filing of Prevailing Wage Requests in the Foreign Labor Application Gateway (FLAG) system. The FLAG system is being developed to improve customer service and modernize the administration of foreign labor certification programs. FLAG is designed to replace OFLC’s current iCERT System and will serve as the new application filing and case management system for all foreign labor certification programs.
FLAG System Implementation for Form ETA-9141 – Application for Prevailing Wage Determination
- Beginning Monday, June 10, 2019, OFLC will accept online submissions of the Application for Prevailing Wage Determination in the FLAG System covering all visa programs, including PERM Labor Certification. As of June 10th, stakeholders will no longer be able to submit Prevailing Wage Determination applications using the iCERT System.
- If Prevailing Wage Determination applications were submitted through the iCERT System before 12:00 a.m. Eastern Time June 10, 2019, the OFLC’s National Prevailing Wage Center (NPWC) will continue to process those applications and stakeholders will still be able to access their iCERT System accounts to check the status of applications and obtain Prevailing Wage Determinations.
OFLC has provided instructional videos to help stakeholders create and manage a FLAG System account and to prepare the Prevailing Wage Determination application for submission to the NPWC. To view these instructional videos, please visit the Prevailing Wage Program page on the FLAG System at https://flag.dol.gov/. New videos will be posted Friday, June 7, 2019.
OFLC has also provided an estimated timeline for the ability to file applications electronically in FLAG for H-1B, H-1B1, and E-3 programs (e.g., ETA-9035): https://flag.dol.gov/
There are usually 3 steps to the employment based green card process: (1) PERM Labor Certification, (2) I-140 Immigrant Petition and (3) Adjustment of Status to lawful permanent resident. As part of the PERM Labor Certification process, an employer must obtain a Prevailing Wage Determination from the Department of Labor.
The Department of Labor issues a Prevailing Wage Determination based on multiple factors, including, but not limited to, the job description, the minimum requirements for the position, and the area of intended employment. An employer must offer at least the prevailing wage for the sponsored position.
In addition to obtaining a Prevailing Wage Determination, the employer must conduct recruitment to test the U.S. labor market to determine if there are any able, willing, qualified, and available U.S. workers for the job opportunity. Essentially, the employer must prove that the job opportunities, wages, and working conditions of U.S. workers will not be adversely impacted by hiring a foreign worker permanently for the job. This will involve the employer advertising for the sponsored position (see my PERM FAQs for more details on this process). The recruitment process will take a minimum of 60 days to complete.
Currently, we are witnessing an increase in Prevailing Wage Determination processing times, with wage determinations taking a minimum of 4 months to be issued. This in turn can cause a significant delay in filing the PERM Labor Certification application. Continue reading
The iCERT portal system, used to electronically file certain required applications for nonimmigrant and immigrant visas, crashed due to the overwhelming number of H-2B labor certification filings that occurred on January 1st, 2019. Continue reading
The Department of Labor (DOL) released PERM statistics for Fiscal Year 2018 (FY 2018), indicating that filed PERM Labor applications remained steady with only a slight drop, and India continued to top the list of PERM Labor applications certified that year. Continue reading
When an employer files a PERM Labor Application, it must demonstrate that the beneficiary fully qualifies for the sponsored position.
Generally if experience is required, a beneficiary cannot use the experience gained with the sponsoring employer to qualify for the sponsored position. But, as with most things, there are exceptions to this rule: Continue reading
There are usually 3 steps to the employment based green card process: (1) PERM Labor Certification, (2) I-140 Immigrant Petition and (3) Adjustment of Status. The PERM Labor Certification process is lengthy and requires careful maneuvering to avoid missteps along the way.
The PERM labor certification is usually the biggest hurdle to clear. So today I want to discuss some helpful tips when working on a PERM application. This list is in no way exhaustive and merely touches the surface of this complicated process. It’s important to understand that the Department of Labor’s (DOL) role in this process is to protect U.S. workers. Keeping this in mind will help you avoid mistakes. Continue reading
UPDATE FROM AILA 01/09/2018
“In a news update on January 8, 2018, the McClatchy DC news service reported
that the U.S. Citizenship and Immigration Services (USCIS) has stated that it not considering a
regulatory change to the H-1B extension rules, as had previously been reported in a December 30,
2017 article by McClatchy DC. In particular, USCIS stated to McClatchy DC that the agency is
not considering changing its interpretation of section 104(c) of the American Competitiveness in
the Twenty-First Century Act (AC21), which provides for H-1B extensions beyond the six-year
limit for H-1B workers who have reached certain milestones in the green card process. USCIS
went on to note that “such a change would not likely result in these H-1B holders having to leave
the United States because employers could request extensions in one-year increments under
section 106(a)-(b) of AC21 instead.” USCIS did, however, indicate that the agency is considering
a number of policy and regulatory changes to carry out the President’s Buy American, Hire
American” executive order, including conducting a “thorough review” of employment-based visa
Over the last few days, news has spread regarding potential new regulations that could greatly impact H-1B extensions beyond the 6 year limitation. The word around town is that the Department of Homeland Security (DHS) has discussed the idea to stop H-1B extensions beyond the 6 year limit based on certain language found under the law. Continue reading
One of the prerequisites to filing a PERM Labor Certification is to have a prevailing wage determination issued by the Department of Labor’s National Prevailing Wage Center (NPWC). The prevailing wage is the average wage paid to similarly employed workers in a specific occupation in the area of intended employment. Among other things, the wage rate is based on the position title, the position description and minimum requirements, and the area of intended employment.
Upon submission of a prevailing wage application, we provide a Standard Occupational Classification (SOC) for the PERM position – the best match wins! The NPWC takes our “suggestion” into consideration, but they ultimately decide what classification the position falls under. Issues can arise if an improper classification is selected by the NPWC. Not only do job details differ across classifications, but wage amounts can differ considerably as well.
This is especially a problem where the NPWC’s selected classification has a higher corresponding wage than what is normal for the PERM position. The good news is, the NPWC allows employers to request a redetermination of prevailing wage where the underlying determination is incorrect. We recently had this issue arise and succeeded in our redetermination request on behalf of the employer. Continue reading
It’s that time of the year again, where submission of prevailing wage applications will result in a 90 day validity period of the Prevailing Wage Determination. My colleague, Paloma Feghali, and I, are revisiting this post from last year. Continue reading