Is it Permissible to use the same Prevailing Wage Determination for more than one PERM Labor Certification?

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35.

Is it permissible to use the same prevailing wage determination for more than one application?

36.

Does a prevailing wage determination expire?

37.

When is it permissible to use the median in lieu of the arithmetic mean to establish the prevailing wage?

38.

When is the employer permitted to provide an alternate wage source?

39.

What are the criteria for an acceptable employer provided survey?

40.

What options are available to an employer who disagrees with the NPW HC prevailing wage determination?

What additional documentation may the employer provide to the Certifying Officer when requesting a review of the prevailing wage?

42.

How detailed does the recruitment report have to be with respect to the lawful, job-related reasons U.S. workers were rejected?

43.

Can business necessity be used to justify requirements which exceed the occupation's Specific Vocational Preparation (SVP) and/or are not normal to the occupation involved in the employer’s application?

44.

Can the employer include a requirement for a foreign

language?

How do you know if the job description contains requirements beyond those considered normal for the occupation? Does informing the National Prevailing Wage and Helpdesk Center (NPW HC) on a prevailing wage determination request that the job contains requirements not normal to the occupation meet an employer’s obligation to inform the Department of Labor of these requirements?

46.

Under what circumstances may the alien use experience gained with the employer as qualifying experience?

47.

For purposes of determining whether the alien gained experience with the employer, would an affiliate abroad or an acquiring company be considered an employer?

48.

Does the alien beneficiary need to have a bachelor’s or higher degree to qualify for a professional occupation?

49.

Is the employer permitted to accept an equivalent foreign degree?

50.

Is the employer permitted to accept alternative job experience/qualifications?

51.

Are college and university teacher occupations included in Schedule A?

52.

If an application is for a college or university teacher who does not qualify as a college or university teacher of exceptional ability what provisions apply?

53.

If an application for a Schedule A college or university teacher is denied, is the employer permitted to file for a labor certification under § 656.17?

54.

Are the recruitment provisions different for college and university teachers?

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