| Article Index |
|---|
| How to effectively avoid or respond to a PERM audit |
| Page 2 |
| All Pages |
SINCE March 2005, the US Department of Labor (DOL) has been processing Permanent Labor Certification applications under the Program Electronic Review Management system, or PERM. PERM was designed to allow employers to continue to sponsor foreign workers to fill open positions in a streamlined manner, while still requiring employers to show that they could not find available "qualified, willing and able" US workers before filing an Immigrant Petition with the USCIS. While PERM has proved to be a much speedier and more manageable process, Employers must adhere to the strict rules and conduct recruitment of potential applicants in a fair and unbiased manner, without an immigration attorney’s undue influence or trying to take any "short-cuts" in the process.
Most jobs for which a US employer wishes to hire a foreign national, through which the worker will seek permanent resident status in the United States, require that the employer first obtain a "labor certification" from the DOL. The labor certification process is designed to establish that there are no "qualified, willing and able" US workers available in the area of intended employment, which protects wages and working conditions in the United States.
Under PERM, the employer is required to undertake recruitment efforts during the sixth month period preceding the filing of the LC. In recruiting, the employer must place at least two Sunday print ads in a newspaper of general circulation at least 30 days, but not more than 180, prior to filing, and use any "in-house" media the employer utilizes in accordance with normal recruitment procedures in the organization. The employer must also place a "job order" with the State unemployment agency for 30 days and post printed notice at the job job location for a period of ten days. Professional jobs and jobs requiring advanced degrees require at least three additional types of recruitment efforts.
Employers must timely interview any potentially qualified applicants and accurately memorialize all recruitment efforts and outcomes of interviews. The employer does not identify the individual rejected workers in filing the initial application. Since the PERM system relies on attestations and audits for accuracy and truthfulness in the LC process, however, employers must maintain records of the recruitment and detailed reasons for rejecting US workers. The DOL could audit the records, request additional information, or call for supervised recruitment after filing.
| Comments |
|
3.26 Copyright (C) 2008 Compojoom.com / Copyright (C) 2007 Alain Georgette / Copyright (C) 2006 Frantisek Hliva. All rights reserved."
| < Prev | Next > |
|---|
