법률사무소 세금과 법률 taxnlaw.co.kr
ID PW
TAX & LAW 세금과 법률
[한국변호사, 미국변호사(연방법원, 일리노이주), 세무사 이재욱]
조세소송, 조세불복심판, 세무자문, 민,형사,행정,국제소송, 한국이민, 미국이민, 한국투자, 미국투자, 국제거래, 국제중재, 미술품거래 서비스
[ENGLISH LANGUAGE SERVICE FOR FOREIGNERS]
ATTORNEY LEE, JAE WOOK'S OFFICE [ LICENSED TO PRACTICE IN KOREA, U.S.A., ILLINOIS ]
TAX, LAW, IMMIGRATION & INVESTMENT INTO KOREA AND U.S.A. SERVICES, ART DEALING SERVICES
[INVESTMENT, TAX, INCORPORATION, TRADE, CONTRACT, DISPUTE IN CORPORATION, LITIGATION & TRIAL IN COURTS AND TRIBUNALS, CRIMINAL TRIAL, GOVERNMENT TREATMENT, REFUGEE, VISA, RESIDENCE, CITIZENSHIP]
세무신고,불복심판,조세소송 전문서비스 -> BLOG[ 세금과 법률 그룹(변호사 이재욱) 세무소송,조세소송]
고품격 이혼,상속분쟁, 재산권분쟁 소송 -> BLOG[ 이혼소송, 재산분할, 상속분쟁, 양육권, 친권, 위자료]
성희롱, 성폭력, 성범죄, 성매매, 학교폭력 가해자, 피해자를 위한 전문서비스 -> BLOG[ 성희롱, 성폭력, 성범죄, 성매매, 학교폭력 가해자, 피해자를 위한 전문변호사]
병역면제,국외여행허가,이중국적,병역법위반 사건 대리 -> BLOG[ 병역법, 병역면제, 해외유학 병역연기 전문소송 변호사 이재욱(한국변호사, 미국변호사, IL, FEDERAL)]
KOREA IMMIGRATION & INVESTMENT SERVICES IN KOREA FOR FOREIGNERS -> BLOG[ Korea Visa & Immigration, Investment, Sojourn for Foreigners]
한국인을 위한 미국이민 대리서비스 -> BLOG[ Immigration to U.S.A. for KOREANS (한국인을 위한 미국 이민 대리 서비스)]
변호사 이재욱 저서 구매 사이트(TAX & LAW PRESS) -> 예스24 온라인판매

TAXNLAW.CO.KR

About Attorney| 민사
행정
| 세무
조세
| 부동산| 병역법위반소송
기소중지
병역면제
국외여행허가
| KOREA
INVESTMENT
VISA
Immigration
| 이혼
성희롱
성폭력
전문강사
| 예술과
법률
| U.S.A.
VISA
IMMIGRATION
| 파산
회생
| OFFICE| U.S.A.
VISA
APPLICATION
| Refuge
Asylum
| 미국법|
미국 이민,비자,영주권
미국이민뉴스
PRACTITION TIP
USCIS AFM(DHS)
9 FAM VISAS(DOS)
PERM (Labor Certification)
Consular Process(DOS)
DACA, DAPA
VAWA
legal english
AAO불복
연방법원항소
Immigration Court 항소
BIA항소
ICE 이민집행
CBP 세관 및 입출국관리
Removal 추방
PT
PERM (Labor Certification)


Happy 10th Anniversary PERM!
jae wook LEE  (Homepage)
2016-06-26 19:32:29, 조회 : 319, 추천 : 91

Happy 10th Anniversary PERM!


At the tenth year anniversary
        A) of PERM,

1) most would agree that
        a) the system
                i) currently utilized to comply with the labor market test requirement
                        A) of employment based permanent residence sponsorship

         is not the process
                i) that was described to stakeholders a decade ago.

        a) Slower than portrayed,
        b) more inefficient than expected and
        c) less agile than anticipated,

1) PERM today is like a tenth year marriage
        a) in which neither party clearly remembers anymore
                i) why they thought
                        A) this change would be such a good idea!

In no area of the PERM is this more apparent
        a( than in the recruitment stage.

The rules
        a) pertaining to the recruitment phase

1) are still fraught with traps
        a) for the unwary,
        b) such as
                i) uncertainty and
                ii) shifting interpretation
                        A) on
                                I) advertisement content,
                                II) acceptable recruitment venues, and
                                III) what evidence must be submitted
                                        (a) in response to an audit
                                        (b) to avoid a PERM denial.

The latest
        a) PERM
                i) audits,
                ii) denials,
        b) Board of Alien Labor Certification Appeals (BALCA) decisions, and
        c) U.S. Department of Labor (DOL) FAQs

1) reveal some of the recent trends        
        a) in recruitment interpretation and
2) provide practice pointers
        a) for avoiding PERM’s pitfalls.

RECRUITMENT STEPS

By way of background,

1) before filing a PERM application,
2) an employer must test the labor market
        a) to ensure there are no qualified, willing, available U.S. workers
                i) to fill the permanent job opportunity.

Regulations dictate that
        a) recruitment ads
                i) must be specific
                        A) enough to apprise applicants
                                I) of the job opportunity, and
                ii) should be consistent with
                        A)what is listed on the ETA Form 9089.1

However,

the regulations are less than clear
        a) with respect to
                i) what content must
                        A) be included and
                        B) not be included
                                I) in various recruitment efforts,
                ii) what recruitment venues are acceptable, and
                iii) what type of documentation must be provided
                        A) in an audit.

Below is a discussion of some of
        a) the recent shifts
                i) in agency interpretation and
        b) common pitfalls
                
1) to guide practitioners and employers
        a) in the recruitment stage.



1 20 CFR §656.17(f)(6).



2 2015 AILA Immigration Practice Pointers


Professional Recruitment

An employer must recruit
        a) under the standards
                i) for professional occupations

1) if the occupation involved is
        a) on the list
                i) of occupations,
                ii) published in Appendix A
                        A) to the preamble
                                I) of the final PERM regulation,
                iii) for which a bachelor's or higher degree is customarily required.

Although the occupation
        a) involved in a labor certification application

may be a nonprofessional occupation,

1) the regulations do not prohibit employers
        a) from conducting more recruitment
                i) than is specified
                        A) for such occupations.

Where an employer is uncertain
        a) whether an occupation is considered professional or not,

1) the DOL advises the employer
        a) to conduct recruitment
                i) for a professional occupation.2

Recent decisions have addressed
        a) what must appear
                i) in professional recruitment advertisements.

In an en banc ruling
        a) in Matter of Symantec,3

1) BALCA held that,
        a) based on the plain language
                i) of the regulations and regulatory history,
        b) advertising content requirements
                i) for ads
                        A) placed in
                                I) newspapers of general circulation or
                                II) professional journals 4

         do not apply to additional professional recruitment steps.

As a best practice,

it is nevertheless important
        a) to ensure that
                i) information
                        A) contained in the additional forms
                                I) of recruitment

                   comports with
                        A) what is provided
                                I) on the ETA Form 9089.

Failure to do so could indicate a lack
        a) of “good faith” recruitment efforts
        b) on the part of the employer.

While professional recruitment ads need not meet the content requirements
        a) of 20 CFR §656.17(f)(6),

1) BALCA has held that
        a) an advertisement
                i) with incorrect information
                        A) about the job opportunity

            is not a true test
                i) of the labor market.


http://taxnlaw.co.kr/

  추천하기   [HOME]  [bitly]  [반전해제]  목록보기

Copyright 1999-2018 Zeroboard / skin by zero
일부 항목은 회원가입후 login하셔야 글을 읽고 쓰실 수 있습니다.
본 site의 정보는 영리를 목적으로 제공하는 것이 아니며, 이곳에 등재된 모든 글은 "공개"된 대법원판례에 기한 것으로 실명과 무관합니다.

세금과 법률
세금과 법률, 부동산경매, 토지수용, 이민(TAX & LAW, REAL ESTATE, IMMIGRATION)
변호사 이재욱(한국, 미국)
우)06653
서울특별시 서초구 서초동 1589-5 센츄리1 오피스텔 412호
서울특별시 서초구 반포대로14길 30 (센츄리오피스텔) 412호.
Suite 412, Banpo-daero 14-gil 30, Seocho-gu, Seoul, Korea, 06653

email: jawala.lee@gmail.com
연락전화: +82-010-6350-1799 / 미국전화: +1-323-553-1799

세금과 법률, 부동산경매, 토지수용, 이민
(TAX & LAW, REAL ESTATE, IMMIGRATION)

TAX & LAW, ART DEALING, IMMIGRATION
ATTORNEY AT LAW(KOREA, USA, ILLINOIS)
KOREA CELL: +82-010-6350-1799 / U.S.A., CELL: +1-323-553-1799
email: jawala.lee@gmail.com
우)06653
Suite 412, Banpo-daero 14-gil 30, Seocho-gu, Seoul, Korea, 06653