Tag: Immigration Updates & FAQs

The U.S. Department of State (DOS) released additional  guidance expanding the scope of national interest exceptions to the June 24, 2020 Presidential Proclamation (PP 10052) banning the admission of certain J, H and L visa holders until at least December 31, 2020.  The guidance will potentially permit many more foreign nationals to be admitted to the U.S. in H and L status while the ban remains in effect. Significantly, the updated guidance permits H and L visa applicants to enter the U.S. to resume ongoing employment in the same position with the same employer and visa classification.  The guidance also provides additional criteria for consulates to consider in granting national interest exceptions for certain H, L or J visa applicants and dependent family members.  Although applicants may be eligible for an exception, consular delays and uncertainty due to COVID-19 regional travel bans continue to impact the availability of visa appointments and visa issuance.

Who Qualifies?

Foreign nationals seeking admission in the classifications below may be eligible for a national interest exception to PP 10052.

H-1B Visa Applicants

H-1B visa applicants may be eligible for an exception to the travel ban for:

• Travel as a public health or healthcare professional, or researcher to alleviate the effects of the COVID-19 pandemic, or to conduct ongoing medical research in an area with a substantial public health benefit (e.g. cancer or communicable disease research).
• Travel supported by a request from a U.S. government agency or entity to meet critical U.S. foreign policy objectives or to satisfy treaty or contractual obligations.
• Travel by applicants seeking to resume ongoing employment in the United States in the same position with the same employer and visa classification.  Note that the supporting petition must explicitly specify that the applicant is continuing in “previously approved employment without change with the same employer.”
• Travel by technical specialists, senior level managers, and other workers whose travel is necessary to facilitate the immediate and continued economic recovery of the United States.  At least two of the following five indicators must be present:
  1. The petitioning employer continues to need the services performed by the H-1B nonimmigrant in the United States.  If the Labor Condition Applications (LCA) supporting the petition was certified by the Department of Labor (DOL) during or after July 2020, DOS is  more likely to consider that the employer has a continuing need for the worker despite the pandemic.  If the LCA was certified by the DOL before July 2020, the consular officer must be able to  determine from the visa application the continuing need for the worker within the U.S.  Regardless of when the LCA was approved, if an applicant is currently performing or is able to perform the essential functions of the position for the prospective employer remotely from outside the United States, then this indicator is not present.
  2. The foreign national’s proposed job duties with the petitioning company indicate the individual will provide significant and unique contributions to an employer meeting a critical infrastructure need.Critical infrastructure sectors are chemical, communications, dams, defense industrial base, emergency services, energy, financial services, food and agriculture, government facilities, healthcare and public health, information technology, nuclear reactors, transportation, and water systems.  Employment in a critical infrastructure sector alone is not sufficient; the consular officers must establish that the applicant holds one of the two types of positions noted below:
     • Senior level placement within the petitioning organization or job duties reflecting performance of functions that are both unique and vital to the management and success of the overall business enterprise; OR
       The applicant’s proposed job duties and specialized qualifications indicate the individual will provide significant and unique contributions to the petitioning company.
     • The wage rate paid to the H-1B worker meaningfully exceeds the DOL determined prevailing wage rate by at least 15 percent.
  3. The H-1B applicant’s education, training and/or experience demonstrate unusual expertise in the specialty occupation in which the foreign national will be employed.  For example, an H-1B applicant with a doctorate or professional degree, or many years of relevant work experience, may qualify under this criteria.
  4. Denial of the visa will cause financial hardship to the U.S. employer. For example, the employer will be unable to  to meet financial or contractual obligations, continue its business or return to its pre-COVID-19 level of operations.

L-1A Visa Applicants

L-1A visa applications may be eligible for an exception to the travel ban for:

• Travel by applicants seeking to resume ongoing employment in the U.S. in the same position with the same employer and visa classification.
• Travel as a public health or healthcare professional, or researcher to alleviate the effects of the COVID-19 pandemic, or to conduct ongoing medical research in an area with a substantial public health benefit.
• Travel based on a request from a US government agency or entity to meet critical foreign policy objectives or satisfy treaty or contractual obligations (e.g., supporting US military base construction or IT infrastructure).
• Travel by a senior level executive or manager filling a critical business need of an employer meeting a critical infrastructure need (chemical, communications, dams, defense industrial base, emergency services, energy, financial services, food and agriculture, government facilities, healthcare and public health, information technology, nuclear reactors, transportation, and water systems) and at least two of the following three indicators are present:
  1. Will be a senior-level executive or manager;
  2. Has spent multiple years with the company overseas, indicating a substantial knowledge and expertise within the organization that can only be replicated by a new employee within the company following extensive training that would cause the employer financial hardship; or
  3. Will fill a critical business need for a company meeting a critical infrastructure need.

L-1A applicants seeking to establish a new office in the United States likely do NOT fall into this category, unless the new office will employ, directly or indirectly, five or more U.S. workers.

L-1B Visa Applicants

L-1B visa applicants may be eligible for an exception to the travel ban for:

• Travel by applicants seeking to resume ongoing employment in the US in the same position with the same employer and visa classification.
• Travel as a public health or healthcare professional, or researcher to alleviate the effects of the COVID-19 pandemic, or to conduct ongoing medical research in an area with a substantial public health benefit.
• Travel based on a request from a US government agency or entity to meet critical foreign policy objectives or satisfy treaty or contractual obligations (e.g., supporting US military base construction or IT infrastructure).
• Travel as a technical expert or specialist meeting a critical infrastructure need.  The consular officer may determine that an L-1B applicant falls into this category if all three of the following indicators are present:
  1. The applicant’s proposed job duties and specialized knowledge indicate the individual will provide significant and unique contributions to the petitioning company;
  2. The applicant’s specialized knowledge is specifically related to a critical infrastructure need; and
  3. The applicant has spent multiple years with the company overseas, indicating a substantial knowledge and expertise within the organization that can only be replicated by a new employee within the company following extensive training that would cause the employer financial hardship.

J-1 Visa Applicants

J-1 visa applicants may be eligible for a national interest exception to the travel ban for:

• Travel to provide care for a minor US citizen, LPR, or nonimmigrant in lawful status by an au pair possessing special skills required for a child with particular needs (e.g., medical, special education, or sign language).
• Travel by an au pair that prevents a US citizen, lawful permanent resident, or other nonimmigrant in lawful status from becoming a public health charge or ward of the state of a medical or other public funded institution.
• Childcare services provided for a child whose parents are involved with the provision of medical care to individuals who have contracted COVID-19 or medical research at United States facilities to help combat COVID-19.
• An exchange program conducted pursuant to a valid agreement or arrangement between a foreign government and any federal, state, or local government entity if the agreement or arrangement with the foreign government was in effect prior to the effective date of the Proclamation.
• Interns and Trainees on U.S. government agency-sponsored programs (those with a program number beginning with “G-3” on Form DS-2019).
• Specialized Teachers in Accredited Educational Institutions with a program number beginning with “G-5” on Form DS-2019 who meet certain criteria.
• Critical foreign policy objectives.

H-2B Visa Applicants

National interest exceptions may also be available for certain H-2B visa applicants for:

• Travel based on a request from a U.S. government agency or entity to meet critical foreign policy objectives or to satisfy treaty or contractual obligations. An example of this would be supporting U.S. military base construction (e.g. associated with the National Defense Authorization Act) or IT infrastructure.
• Travel necessary to facilitate the immediate and continued economic recovery of the United States (e.g. those working in forestry and conservation, nonfarm animal caretakers, etc).  Consular officers may determine that an H-2B applicant falls into this category when at least two of the following three indicators are present:

1. The applicant was previously employed and trained by the petitioning U.S. employer.  The applicant must have previously worked for the petitioning U.S. employer under two or more H-2B (named or unnamed) petitions.  U.S. employers dedicate substantial time and resources to training seasonal/temporary staff, and denying visas to the most experienced returning workers may cause financial hardship to the U.S. business.
2. The applicant is traveling based on a temporary labor certification (TLC) that reflects continued need for the worker.  TLCs approved by DOL during or after July 2020 are more likely to account for the effects of the COVID-19 pandemic on the U.S. labor market and the petitioner’s business, and therefore this indicator is only present for cases with a TLC approved during or after July 2020 as there is an indication that the petitioner still has a need for the H-2B worker.  For TLCs approved by DOL before July 2020, this indicator is only met if the consular officer is able to determine from the visa application the continuing need of petitioned workers with the U.S. employer.
3. Denial of the visa will cause financial hardship to the U.S. employer.  The following examples, to be assessed based on information from the visa application, are illustrative of what may constitute a financial hardship for an employer if a visa is denied: the employer’s inability to meet financial or contractual obligations; the employer’s inability to continue its business; or a delay or other impediment to the employer’s ability to return to its pre-COVID-19 level of operations.

H-4, L-2 and J-2  Dependent Visa Applicants

Spouses and dependent children of H, L or J visa applicants who are already excepted from, or not subject to PP 10052, are eligible to apply for a derivative visa.  If a principal visa applicant is not subject to the proclamation, the derivative family member is also not subject.  If the principal visa applicant is granted a national interest exception, the eligible family member may apply for a visa to accompany the principal applicant.

Impact on Foreign Workers

Despite the recently announced exemptions, consulates retain significant discretion in scheduling  visa appointments, determining who qualifies for an exemption, and the issuance of visas.  Many consulates remain closed or may be available for limited emergency requests only.  Additionally, visa issuance by a consulate or exemption from  P.P. 10052 does not mean that an individual is eligible for admission to the U. S.  The coronavirus-related regional travel bans generally restricting entry to the U.S. from the European Schengen Area, the United Kingdom and Ireland, China, Iran, and Brazil, as well as the land border restrictions at the U.S., Canadian and Mexican borders, remain in place, though it has been reported unofficially that if an individual is granted a national interest exception to the visa ban, he or she may likewise be exempted from the regional travel bans. Individuals granted a national interest exemption from the visa ban may need to verify their admissibility to the U.S.  with U.S. Customs and Border Protection prior to traveling to the U.S.

While the expanded scope of national interest exceptions to the visa ban is welcome news to many employers, the government restrictions and exemptions imposed by fiat and without the benefit of notice and comment,  are part of a deeply concerning trend by which the Administration advances its anti-immigration agenda outside of the regulatory process, creating chaos and a lack of predictability for U.S. employers.  There is ongoing litigation challenging the visa bans, and the exceptions to the ban – clearly mirroring what the Administration has been unable to accomplish through law and regulation – may serve to strengthen challenges to the bans.

In the interim, foreign nationals and their employers should keep in mind that  travel restrictions are subject to change without advance notice.  Visa applicants should consult with immigration counsel prior to departing the U.S. or applying for a visa. For additional information, please contact your designated Gibney representative.

On August 3, 2020, President Trump signed an Executive Order requiring federal agencies to review the use of foreign temporary workers and overseas offshoring practices by federal contractors and subcontractors.

The order also directs the Department of Labor (DOL) and the Department of Homeland Security (DHS) to take action to enforce H-1B regulations and ensure that U.S. workers are not adversely impacted by the hiring of H-1B workers.

Review of Federal Agency Contracting and Hiring Practices

The order directs federal agencies to review federal government contracts to determine if federal contractors or subcontractors used temporary foreign labor, and, if so, the nature of the work performed by temporary foreign labor, whether opportunities for U.S. workers were affected, and the impact on national security.

The review is not limited to the use H-1Bs workers. It extends to all nonimmigrant hiring practices by federal contractors and subcontractors.

The order also directs federal agencies to ensure compliance with existing laws, including those regulating which federal jobs are required to be held by U.S. workers.

Federal agencies are required to submit a report summarizing the results of their review with recommendations for proposed action to implement the order by early December 2020.

Increased Scrutiny of H-1B Workers and Placement at Third-Party Jobsites

The order directs DOL and DHS to take action by mid-September to ensure that the wages and working conditions of U.S. workers are not adversely impacted by the employment of H-1B workers, including placement of H-1B workers at third-party job sites.

DHS and DOL are expected to advance regulations to restrict H-1B visas and to impose additional obligations on employers that sponsor H-1B workers, as well as employers that contract with other employers to place H-1B workers at end client sites.

Impact on Employers

The order and the expected  ensuing regulations are expected to pose a significant burden on employers who work with the federal government as contractors or subcontractors, and employers who utilize H-1B workers.

• Employers who contract with federal agencies may be required to provide extensive information concerning their workforce, including contingent workers, in connection with the agency review process.
• Employers who hire H-1B workers, and/or have contracts with employers that place H-1B workers at their job sites, may face new regulations imposing additional wage and recordkeeping obligations.
• Employers who contract with employers that place H-1B workers at their job sites may be required to assume additional employer liability associated with placement of these workers onsite.
• Employers who utilize H-1B workers should expect increased investigations from DOL and DHS, increased scrutiny of petitions, and denials.

Gibney will continue to monitor how the order is implemented and provide updates as they become available.  If you have any questions or require legal advice, please contact your Gibney representative.

Effective October 2, 2020, filing fees for certain non-immigrant, immigrant, and naturalization benefit requests will be adjusted to help meet U.S. Citizenship and Immigration Services (USCIS) operational needs.  As a fee-funded agency, USCIS would be underfunded by around $1 billion per year based on current fees, and the adjustments in fees will help the agency recover its costs of services.  Applications, petitions, or requests postmarked on or after October 2, 2020, must include payment of new fees as established by a final rule from the DHS, which can be read here.

Some notable fee adjustments in the final rule include the following:

• Form I-129 Petition for Nonimmigrant Worker:  Current fee $460.  Increases for H-1B category to $555, for L-1 category to $805, and for O-1 category to $705.
• Form I-539 Application to Extend/Change Nonimmigrant Status:  Increase from $370 to $400
• Form I-765 Application for Employment Authorization (Non-DACA): Increase from $410 to $550
• Form I-130 Petition for Alien Relative: Increase from $535 to $560.
• Form I-140 Immigrant Petition for Alien Worker: Decrease from $700 to $555.
• Form I-485 Application to Register Permanent Residence or Adjust Status: Change to $1,130.  There will no longer be a reduced child fee, and there is an additional $1,080 fee for certain asylum applicants.
• Form N-400 Application for Naturalization: Increase to $1,170. There will no longer be a reduced fee option for an applicant whose documented income is higher than 150% but equal to or less than 200% of the Federal poverty level.

There is also a $10 reduction in the filing fee for online applications, if an online option is available.

For more information on any specific filing fee adjustments, please view the table that starts on page 13 of the final rule from DHS.

If you have any questions, please contact your Gibney representative.

UPDATE – On July 16, 2020, the Department of Homeland Security further extended measures to restrict non-essential travel to the U.S. from Canada and Mexico through land ports of entry and ferry terminals. The travel restriction is extended 30 days, and will remain in place through August 20, 2020.  The United States previously reached mutual agreements with Canada and Mexico to limit non-essential travel at land ports of entry and ferry terminals to reduce the spread of COVID-19. The restrictions do not apply to air travel.

Information concerning the scope of the travel restrictions and exemptions is available here.

The COVID-related travel restrictions at the U.S. land border are distinct from the visa-related travel ban imposed by the Trump Administration on June 22, 2020 in  Presidential Proclamation (PP) 10052.  PP 10052 restricts the admission of certain H, L and J visa holders to the United States  until December 31, 2020.    While PP 10052 also remains in effect,  U.S. Customs and Border Protection has indicated that Canadian citizens are not subject to P.P. 10052, as previously reported by Gibney.  In contrast, Mexican citizens are also subject to the restrictions imposed by PP 10052.

For additional information, please contact your Gibney representative or email info@gibney.com.

On July 14, 2020, the Trump Administration issued an executive order ending differential treatment for Hong Kong under U.S. law.  The order, effective immediately, directs government agencies to amend regulations within 15 days of the order, including trade and immigration regulations, as they pertain to special treatment of individuals born in Hong Kong and those holding Hong Kong SAR passports. The change in legal status for Hong Kong will have significant immigration consequences for many foreign nationals and their U.S. employers.

Impact on U.S. Immigration

The following changes are expected from the U.S. Department of State (DOS) and the U.S. Department of Homeland Security (DHS):

• Individuals born in Hong Kong who apply for U.S. permanent residence will now be counted under the annual quota of immigrant visas allocated for nationals of the People’s Republic of China (China), resulting in lengthy backlogs for green card issuance.
• Hong Kong passport holders will now be subject to the visa reciprocity rules that apply to Chinese passport holders, resulting in shorter visa validity periods and restricted travel for many nonimmigrant visas, such as B-1/B-2 (business visitor and tourist), H-1B (specialty occupation professional), L-1 (intracompany transferee) and O-1 (extraordinary ability) visas.
• Hong Kong passport holders will more likely to be deemed subject to a 2-year home residence requirement following a period of stay in the U.S. in J-1 (exchange visitor) and J-2 (dependent) status, which currently is common for Chinese passport holders.
• The order directs the elimination of the Fulbright exchange program with China and Hong Kong.
• Hong Kong passport holders who are employed in the U.S. in jobs that require access to certain export-controlled technologies will now be subject to the restrictions and higher level of background checks currently in place for nationals of China.

What U.S. Employers Need to Know

• Employees from both China and Hong Kong will face longer waiting periods for U.S. permanent residence.
• When international travel resumes, employees from Hong Kong will have less flexibility to travel due to shorter visa validity periods.
• A 2-year home residence requirement is likely to be imposed at the conclusion of new J-1 programs for individuals from Hong Kong and their dependents.
• It will be more difficult to employ individuals from Hong Kong in jobs that involve controlled technologies.

Background

Originally part of the People’s Republic of China, Hong Kong was a British colony from 1842 to 1997. In 1997, Hong Kong was transferred back to China as a Special Administrative Region, maintaining a separate government and economic system. The United States Hong Kong Policy Act of 1992 set forth various provisions to assist Hong Kong in maintaining its autonomy from China, including special treatment under U.S. immigration laws.  Specifically, individuals born in Hong Kong were treated separately and distinct from nationals of China.

In response to recent political events and the increased authority China has exerted over Hong Kong, the Trump Administration determined that Hong Kong is “no longer sufficiently autonomous to justify differential treatment” and ordered the suspension or elimination of various laws giving different and preferential treatment to Hong Kong and Hong Kong nationals.

Gibney will continue to monitor developments and provide updates as they become available. If you have questions or need specific legal advice, please contact your Gibney representative.

 

On July 16, 2020 the U.S. Department of State released guidance outlining national interest exceptions to the Presidential Proclamations (PPs) prohibiting the admission  of travelers arriving from the Schengen Area (PP 9993) and the United Kingdom and Ireland (PP 9996).

Who may qualify?

The following travelers may qualify for a national interest exception:

• Certain business travelers
• Treaty Traders  and Treaty Investors
• Academics
• Students
• Qualified business and student travelers who are applying for or have valid visas or ESTA authorizations

Notably, students traveling to the U.S.  from the Schengen Area, the UK, and Ireland holding valid F-1 and M-1 visas are not required to seek a national interest exception to travel to the U.S.    In contrast, students who  intend to  travel  to the U.S. on a J-1 visa must initiate an exception request.

The Department of State also continues to consider national interest exceptions for qualified travelers seeking to enter the United States for purposes related to humanitarian travel, public health response, and national security.

“Area” Ban v. “Visa” Ban

The aforementioned exceptions to the “area bans” are only available to travelers from the United  Kingdom, Ireland and the Schengen Area.  The Presidential Proclamations restricting travel to the US based on visa classification (“visa bans”) remain in effect.  An individual could fit within an exemption to an area ban, but still be restricted by the nonimmigrant visa ban nonimmigrant visa ban or the immigrant visa ban immigrant visa ban.

Gibney will continue to monitor how exceptions are processed and the information required to demonstrate eligibility.  Individuals seeking to enter the U.S. or apply for a visa under one of the exceptions are advised to consult with their designated Gibney representative for specific legal advice prior to any travel.

 

The U.S. Department of State and   U.S. Customs and Border Protection (CBP) and have provided initial guidance clarifying the scope of Donald Trump’s June 22 proclamation banning the entry of certain H, L and J visa holders.

According to Department of State FAQs posted in a Twitter thread:

• The proclamation does not revoke visas that are valid on June 24, 2020.   Foreign nationals with H, L, and J visas valid on June 24 (and their dependent spouses and children with valid visas)  may continue to be admitted to the U.S. during the visa validity period. This includes foreign nationals who have not yet entered the U.S. on their previously issued valid visas.
• Renewal of H, L and J visas is subject to the proclamation’s restrictions. If a foreign national’s visa is valid on June 24, but subsequently expires, the individual will not  be permitted to renew the visa  and enter the U.S. while the proclamation is in effect.
• Foreign nationals who are in the U.S. in valid H, L or J status, but whose passport visas have expired or will expire before December 31, 2020, may remain in the U.S. and extend their status as otherwise  permitted; however, if  these individuals depart the U.S., they may not be readmitted to the U.S. while the proclamation remains in effect.
• Beneficiaries of approved H or L petitions or the covered J programs who were waiting for a visa appointment and who did not have a valid visa on June 24 will not be permitted to obtain a  visa and enter the U.S. while the proclamation is in effect, despite having an approved petition.
• Physicians applying for J visas are not subject to the proclamation. By the terms of the proclamation, J-1 research scholars should also not be subject to the ban.

The American Immigration Lawyers Association (AILA) has also reported that CBP Headquarters  confirmed that Canadian citizens are not subject to the proclamation. (Canadians are not generally required to obtain visas, and as a result, are exempt from the proclamation.) In view of this exemption:

• Canadian citizens entering the U.S. in H, L or J status may continue to enter the U.S. in H, L or J status, even as first time applicants for admission.
• Canadian citizens may continue to  renew H, L and J status as otherwise permitted, and may be readmitted to the U.S. after international travel.
• Dependent spouses and children who are Canadian citizens are exempt from the proclamation and  may continue to be admitted to the U.S. in H, L or J status. However, this only applies to Canadian citizens. Dependent spouses and children of Canadian citizens who are not themselves Canadian citizens do require a valid visa to enter the U.S. and are covered by the proclamation.

Background

On June 22, 2020 the Trump Administration issued the proclamation banning the entry of certain H, L and J visa holders, and extending a prior ban on the admission of individuals entering with immigrant visas. The ban took effect on  June 24, 2020 and will remain in place until at least December 31, 2020.  Additional information about the ban is available at Gibney.  The June 22 proclamation banning entry of certain nonimmigrant workers  does not apply to the B, E, F, O, P and TN visa categories. However, the coronavirus-related travel bans generally restricting entry to the U.S. from Europe, the United Kingdom and Ireland, China, Iran, and

Brazil, as well as the land border restrictions at the U.S., Canadian and Mexican borders, remain in place.

For additional information, please contact your designated Gibney representative.

On June 22, 2020, President Trump issued a Proclamation suspending entry to the U.S. of foreign nationals in certain nonimmigrant (temporary) visa classifications. The entry ban takes effect June 24, 2020 at 12:01 a.m. Eastern Daylight Time.

WHO IS IMPACTED BY THE BAN

Individuals in the following visa categories who are outside of the U.S. on June 24, 2020, and who do not hold a valid nonimmigrant visa or travel document (transportation letter, boarding foil, or advance parole document) are banned from entering the U.S.:

• H-1B professional workers;
• H-2B temporary non-agricultural workers;
• J-1 exchange visitors participating in an intern, trainee, teacher, camp counselor, au pair, or summer work travel program;
• L-1 intracompany transferees;
• Dependent spouses and children of these visa holders.

WHO IS EXEMPT FROM THE BAN

The ban does not apply to

• any lawful permanent resident of the United States;
• any foreign national who is the spouse or child of a United States citizen;
• any foreign national seeking to enter the United States to provide temporary labor or services essential to the United States food supply chain;
• any foreign national whose entry would be in the national interest as determined by the Secretary of State, the Secretary of Homeland Security, or their respective designees.

Consular officers will have the discretion to determine if a foreign national falls within one of the exemptions outlined above.

AVAILABILTY OF WAIVERS

The Secretaries of State, Labor and Homeland Security are authorized to define categories of exempted foreign nationals whose work is in the national interest and establish waiver standards. This may include foreign nationals whose work

• is deemed critical to defense, law enforcement, diplomacy or the national security of the U.S.;
• involves providing medical care to individuals who have contracted COVID-19 and are currently hospitalized;
• involves providing medical research at U.S. facilities aimed at combatting COVID-19;
• is necessary to facilitate the immediate and continued economic recovery of the U.S.

The administration has offered few waivers in connection with its other bans, and we expect waivers will be very limited and difficult to secure.

DURATION OF BAN

The entry ban will remain in effect until December 31, 2020, and may be extended. The Secretary of Homeland Security is charged with consulting with the Secretaries of State and Labor to recommend modifications as deemed appropriate.

ADDITIONAL RESTRICTIONS AIMED AT FOREIGN WORKERS IN THE U.S.

The proclamation directs the Department of Homeland Security to consider other unspecified action addressing the H-1B program and employment-based green card sponsorship for professional and skilled workers, to ensure that U.S. workers are not disadvantaged by foreign nationals already in the U.S. We expect publication of regulations that impact foreign workers in the U.S. who are beneficiaries of these programs. The proclamation also directs the Department of Labor to undertake investigations to ensure employers hiring H-1B workers comply with all applicable rules and regulations.

CONTINUATION OF BAN BLOCKING ADMISSION OF IMMIGRANTS

The proclamation also continues the President’s April 2020 Proclamation Suspending Entry of Immigrants Who Present Risk to the U.S. Labor Market During the Economic Recovery Following the COVID-19 Outbreak through December 31, 2020. The April proclamation suspends the entry of select classes of immigrants currently outside the U.S. seeking to enter the U.S. as permanent residents with a new immigrant visa. Additional information about the ban on the admission of immigrants is available here.

IMPACT ON EMPLOYERS

• U.S. companies, hospitals, universities and small businesses that seek to employ high-skilled and temporary workers, as well as multinational corporations that seek to leverage the expertise of employees from overseas affiliate offices, are now severely restricted in their ability to do so. Having already invested resources in recruiting and sponsoring foreign nationals for work visas, many employers will now find that, despite having approved petitions, sponsored individuals may be unable to secure visas and enter the United States, further disrupting workforce planning and business operations.
• U.S. employers that sponsor H-1B visas should expect increased onsite investigations by the Department of Labor and Department of Homeland Security.
• U.S. employers should expect regulatory proposals that further restrict or eliminate other work visas, impacting foreign national workers already in the U.S. These could include additional restrictive measures associated with qualifying an individual for an H-1B or L-1 visa, elimination of the Optional Practical Training employment program for foreign students, elimination of H-4 work authorization for the spouses of certain H-1B workers, as well as increased filing fees, among other measures.

While the proclamation’s stated rationale is to protect U.S. workers from the economic downturn stemming from the coronavirus pandemic, no empirical evidence was offered demonstrating that employing individuals in any of these visas classifications takes jobs from U.S. workers or harms the economy.  In the weeks leading up the ban, members of Congress, employers, business groups, and universities made contrary arguments, voicing their strong opposition and calling the proposal detrimental to the economy. Legal challenges to the ban are expected.

Gibney will continue to monitor developments and provide updates as they become available. If you have questions or need specific legal advice, please contact your Gibney representative.

The  United States-Mexico-Canada Agreement (USMCA) will take effect on July 1, 2020.  The USMCA replaces the North American Free Trade Agreement (NAFTA), which expires on June 30, 2020.

From an immigration perspective, the USMCA represents a repackaging of NAFTA. The USMCA retains key immigration benefits of NAFTA, including provisions allowing for the temporary entry without quotas of Business Visitors, Traders and Investors, Intracompany Transferees, and Professionals. With respect to Professional workers, USMCA retains all of the occupations previously designated as eligible for the NAFTA “TN” visa, though the new agreement does not add any additional occupations.

Implementation of the USMCA does not alter the temporary travel restrictions currently in effect at the U.S., Canadian and Mexican land borders, stemming from the coronavirus pandemic.  Admission restrictions for non-essential business travel will remain in place until at least July 21, 2020.  U.S. Customs and Border Protection officers may still adjudicate immigration benefits applications filed under the USMCA.

Gibney will monitor implementation of the new agreement and provide ongoing guidance with respect to any procedural changes related to the admission of business persons under the USMCA.

 

 

On June 18, 2020, the U.S. Supreme Court blocked the Trump Administration’s attempt to terminate the Deferred Action for Childhood Arrivals (DACA) program, ruling that the  U.S. Department of Homeland Security (DHS)’s decision to rescind the program was arbitrary and capricious.  The DACA program, established by President Obama’s 2012 Executive Order, protects over 700,000 undocumented immigrants who were brought to the U.S. as children. Pursuant to the program, DACA recipients (often referred to as “Dreamers”) may be granted temporary relief from deportation and temporary work authorization.  The program does not provide a pathway to permanent resident status in the U.S.

Today’s decision makes clear that the Trump Administration has the authority to continue the DACA program or to rescind it. However, if the Administration elects to rescind the program,  DHS must issue a new decision terminating the program and must provide a reasoned explanation as to why the agency is no longer offering protections to DACA recipients.

In the majority opinion, Chief Justice Roberts concluded that DHS “failed to consider the conspicuous issues of whether to retain forbearance and what if anything to do about the hardship to DACA recipients. That dual failure raises doubts about whether the agency appreciated the scope of its discretion or exercised that discretion in a reasonable manner. The appropriate recourse is therefore to remand to DHS so that it may consider the problem anew.”  DHS vs. Regents of the University of California Et Al.

What’s Next?

Under current rules, DACA recipients may continue to renew their DACA  benefits, including employment authorization. Previously issued employment authorization documents remain valid. DHS may publish a new memorandum terminating the program, this time providing  a reasoned explanation for termination, consistent with the requirements of the Administrative Procedure Act and the Court’s holding.  Such action could be subject to further legal challenges.

Given the uncertainty stemming from executive action concerning the temporary program and the ensuing legal challenges, it remains incumbent on Congress to enact legislation  providing  permanent protection for Dreamers.

For additional information, please contact your designated Gibney representative.