||2016-06-26 19:32:29, 조회 : 266, 추천 : 80
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.
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
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.
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.
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
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
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
A) contained in the additional forms
I) of recruitment
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.