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| 3. | What provisions have changed in the new system? | | | |
| | This is a brief list of some of the changes to PERM regulations; they are covered in greater detail in the particular topic areas below.
Filing: Employers have the option of submitting the new form, the Application for Permanent Employment Certification, ETA Form
9089, electronically directly to a National Processing Center.
Filing: Supporting documentation is not submitted with the application.
Filing: Employers file applications directly with the U.S. Department of Labor and not with a State Workforce Agency (SWA).
Re-filing: An employer may, at any time, withdraw an application filed under the regulation in effect prior to March 28, 2005, re-file under PERM, and maintain the original filing date if the new application complies with the new regulation, the application is identical to the original application, and a job order has not been placed by the SWA for the original application.
Prevailing Wage: The offered wage must be equal to or greater than the prevailing wage. The wage must be at least 100 per cent of the prevailing wage; the 5 per cent deviation is no longer acceptable.
Prevailing Wage: Where an acceptable employer-provided survey provides a median and does not provide an arithmetic mean, the median will be used as the prevailing wage.
Prevailing Wage: The prevailing wage validity period will vary from no less than 90 days to no greater than one year depending on the wage source used.
Notice of Filing: A notice of filing must be posted in specific locations for ten consecutive business days rather than merely ten days.
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Recruitment: The employer is required to conduct recruitment (more than 30 days and less than 180 days) prior to filing.
Note: While pre-filing recruitment was the basis for Reduction-in-Recruitment under the regulation in effect prior to March 28, 2005, the recruitment provisions in the new system differ.
Recruitment: Recruitment provisions are divided into professional and nonprofessional occupations and additional recruitment steps are required for professional occupations.
Recruitment: Sunday edition newspaper advertisements are required.
Recruitment: A job order, obtained through the SWA, is required.
Recruitment: The special handling provision has been removed. Optional recruitment provisions for college and university teachers are in § 656.18. Provisions for college and university teachers of exceptional ability in the science and arts are covered in § 656.5.
Revocation: Certifying Officers
have the authority to revoke approved labor certifications.
Adjudication: Certifying Officers will either certify or deny applications. The interim step under the previous regulations of issuing a Notice of Finding (NOF) has been eliminated. |
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