[Federal Register Volume 88, Number 221 (Friday, November 17, 2023)]
[Rules and Regulations]
[Pages 80394-80460]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2023-25493]
[[Page 80393]]
Vol. 88
Friday,
No. 221
November 17, 2023
Part II
Department of Homeland Security
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8 CFR Parts 214 and 274a
Department of Labor
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Employment and Training Administration
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20 CFR Part 655
Exercise of Time-Limited Authority To Increase the Numerical Limitation
for FY 2024 for the H-2B Temporary Nonagricultural Worker Program and
Portability Flexibility for H-2B Workers Seeking To Change Employers;
Temporary Rule
Federal Register / Vol. 88 , No. 221 / Friday, November 17, 2023 /
Rules and Regulations
[[Page 80394]]
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DEPARTMENT OF HOMELAND SECURITY
8 CFR Parts 214 and 274a
[CIS No. 2764-24]
RIN 1615-AC89
DEPARTMENT OF LABOR
Employment and Training Administration
20 CFR Part 655
[DOL Docket No. ETA-2023-0005]
RIN 1205-AC18
Exercise of Time-Limited Authority To Increase the Numerical
Limitation for FY 2024 for the H-2B Temporary Nonagricultural Worker
Program and Portability Flexibility for H-2B Workers Seeking To Change
Employers
AGENCY: U.S. Citizenship and Immigration Services (USCIS), Department
of Homeland Security (DHS), and Employment and Training Administration
and Wage and Hour Division, U.S. Department of Labor (DOL).
ACTION: Temporary rule.
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SUMMARY: DHS, in consultation with DOL, is exercising time-limited
Fiscal Year (FY) 2024 authority and increasing the total number of
noncitizens who may receive an H-2B nonimmigrant visa by up to 64,716
for the entirety of FY 2024. These supplemental visas will be
distributed in several allocations. 20,000 visas made available in this
rule will be reserved for nationals of Guatemala, El Salvador,
Honduras, Haiti, Colombia, Ecuador, or Costa Rica. All visas will be
available only to businesses that are suffering or will suffer
impending irreparable harm, as attested by the employer. In addition,
DHS is again providing temporary portability flexibility.
DATES: Effective dates: The amendments at instructions 1, 3, and 5 are
effective November 17, 2023; at instructions 2 and 4 amending 8 CFR
214.2 and 274a.12, respectively, are effective from November 17, 2023,
through November 17, 2026; at instruction 6, adding 20 CFR 655.64, is
effective from November 17, 2023, through September 30, 2024; and at
instruction 7, adding 20 CFR 655.65, is effective from November 17,
2023, through September 30, 2027.
Petition dates: DHS will not accept any H-2B petitions under
provisions related to the FY 2024 supplemental numerical allocations
after September 16, 2024, and will not approve any such H-2B petitions
after September 30, 2024. The provisions related to portability are
only available to petitioners and H-2B nonimmigrant workers initiating
employment through the end of January 24, 2025.
Comments on the Information Collection: The Office of Foreign Labor
Certification within the U.S. Department of Labor will accept comments
in connection with the new information collection Form ETA-9142B-CAA-8
associated with this rule until January 16, 2024. The electronic
Federal Docket Management System will accept comments prior to midnight
eastern time at the end of that day.
ADDRESSES: You may submit written comments on the new information
collection Form ETA-9142B-CAA-8, identified by Regulatory Information
Number (RIN) 1205-AC18, electronically by the following method:
Federal eRulemaking Portal: https://www.regulations.gov. Follow the
instructions on the website for submitting comments.
Instructions: Include the agency's name and the RIN 1205-AC18 in
your submission. All comments received will become a matter of public
record and will be posted without change to https://www.regulations.gov. Please do not include any personally identifiable
information or confidential business information you do not want
publicly disclosed.
FOR FURTHER INFORMATION CONTACT: Regarding 8 CFR parts 214 and 274a:
Charles L. Nimick, Chief, Business and Foreign Workers Division, Office
of Policy and Strategy, U.S. Citizenship and Immigration Services,
Department of Homeland Security, 5900 Capital Gateway Drive, Camp
Springs, MD 20746; telephone 240-721-3000 (this is not a toll-free
number).
Regarding 20 CFR part 655 and Form ETA-9142B-CAA-8: Brian D.
Pasternak, Administrator, Office of Foreign Labor Certification,
Employment and Training Administration, Department of Labor, 200
Constitution Ave NW, Room N-5311, Washington, DC 20210, telephone (202)
693-8200 (this is not a toll-free number).
Individuals with hearing or speech impairments may access the
telephone numbers above via TTY by calling the toll-free Federal
Information Relay Service at 1-877-889-5627 (TTY/TDD).
SUPPLEMENTARY INFORMATION:
Table of Contents
I. Executive Summary
II. Background
A. Legal Framework
B. H-2B Numerical Limitations Under the INA
C. FY 2023 Omnibus and FY 2024 Public Law 118-15
D. Joint Issuance of the Final Rule
E. Comments and Responses to Comments on the FY 2023 TFR
III. Discussion
A. Statutory Determination
B. Numerical Increase and Allocations for Fiscal Year 2024
C. Returning Workers
D. 20,000 Allocation for Nationals of Guatemala, El Salvador,
Honduras, Haiti, Colombia, Ecuador, or Costa Rica
E. Business Need Standard--Irreparable Harm and FY 2024
Attestation
F. Portability
G. Compliance With Employment-Related Laws
H. DHS Petition Procedures
I. DOL Procedures
IV. Statutory and Regulatory Requirements
A. Administrative Procedure Act
B. Executive Order 12866: Regulatory Planning and Review;
Executive Order 14094: Modernizing Regulatory Review; and Executive
Order 13563: Improving Regulation and Regulatory Review
C. Regulatory Flexibility Act
D. Unfunded Mandates Reform Act of 1995
E. Executive Order 13132 (Federalism)
F. Executive Order 12988 (Civil Justice Reform)
G. National Environmental Policy Act
H. Congressional Review Act
I. Paperwork Reduction Act
I. Executive Summary
FY 2024 H-2B Supplemental Cap
With this temporary final rule (TFR), the Secretary of Homeland
Security, following consultation with the Secretary of Labor, is
authorizing the release of an additional 64,716 H-2B visas for FY 2024,
subject to certain conditions. The 64,716 visas are divided into the
following allocations:
For the first half of FY 2024: 20,716 immediately
available visas limited to returning workers, in other words, those
workers who were issued H-2B visas or held H-2B status in fiscal years
2021, 2022, or 2023, regardless of country of nationality. These
petitions must request employment start dates on or before March 31,
2024;
For the early second half of FY 2024 (April 1 to May 14):
19,000 visas limited to returning workers, in other words, those
workers who were issued H-2B visas or held H-2B status in fiscal years
2021, 2022, or 2023 regardless of country of nationality. These early
second half of FY 2024 petitions must request employment start dates
from April 1, 2024, to May 14, 2024. Furthermore, employers must file
these petitions no earlier than 15 days after
[[Page 80395]]
the second half statutory cap \1\ is reached;
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\1\ The term ``statutory cap'' refers to the 66,000 cap set
forth at INA section 214(g)(1)(B) or the 33,300 semiannual caps at
INA section 214(g)(10).
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For the late second half of FY 2024: (May 15 to September
30): 5,000 visas limited to returning workers, in other words, those
workers who were issued H-2B visas or held H-2B status in fiscal years
2021, 2022, or 2023 regardless of country of nationality. These late
second half of FY 2024 petitions must request employment start dates
from May 15, 2024, to September 30, 2024. Furthermore, employers must
file these petitions no earlier than 45 days after the second half
statutory cap is reached; and
For the entirety of FY 2024: 20,000 visas reserved for
nationals of El Salvador, Guatemala, Honduras, Haiti, Colombia,
Ecuador, and Costa Rica (country-specific allocation) as attested by
the petitioner (regardless of whether such nationals are returning
workers). Employers requesting an employment start date in the first
half of FY 2024 may file such petitions immediately after the
publication of this TFR. Employers requesting an employment start date
in the second half of FY 2024 must file such petitions no earlier than
15 days after the second half statutory cap is reached.
To qualify for the FY 2024 supplemental caps provided by this
temporary final rule, eligible petitioners must:
Meet all existing H-2B eligibility requirements, including
obtaining an approved temporary labor certification (TLC) from DOL
before filing the Form I-129, Petition for a Nonimmigrant Worker, with
USCIS;
Properly file the Form I-129, Petition for a Nonimmigrant
Worker, with USCIS at its Texas Service Center on or before September
16, 2024;
Submit an attestation affirming, under penalty of perjury,
that the employer is suffering irreparable harm or will suffer
impending irreparable harm without the ability to employ all of the H-
2B workers requested on the petition, and that they are seeking to
employ returning workers only, unless the H-2B worker is a Salvadoran,
Guatemalan, Honduran, Haitian, Colombian, Ecuadorian, or Costa Rican
national and counted towards the 20,000 cap exempt from the returning
worker requirement; and
Prepare and retain a detailed written statement describing
how the employer is suffering irreparable harm or will suffer impending
irreparable harm and how evidence demonstrates irreparable harm and
supports their application.
Employers filing an H-2B petition 30 or more days after the
certified start date on the TLC, must attest to engaging in the
following additional steps to recruit U.S. workers:
No later than 1 business day after filing the petition,
place a new job order with the relevant State Workforce Agency (SWA)
for at least 15 calendar days;
Contact the nearest American Job Center serving the
geographic area where work will commence and request staff assistance
in recruiting qualified U.S. workers;
Contact the employer's former U.S. workers, including
those the employer furloughed or laid off beginning on January 1, 2022,
and until the date the H-2B petition is filed, disclose the terms of
the job order and solicit their return to the job;
Provide written notification of the job opportunity to the
bargaining representative for the employer's employees in the
occupation and area of employment, or post notice of the job
opportunity at the anticipated worksite if there is no bargaining
representative;
Where the occupation is traditionally or customarily
unionized, provide written notification of the job opportunity to the
nearest American Federation of Labor and Congress of Industrial
Organizations (AFL-CIO) office covering the area of intended
employment, by providing a copy of the job order and requesting
assistance in recruiting qualified U.S. workers for the job
opportunity;
Contact in writing and in a language understood by the
worker, all U.S. workers currently employed at the place of employment,
disclose the terms of the job order, and request assistance in
recruiting qualified U.S. workers for the job;
Where the employer maintains a website for its business
operations, post the job opportunity in a conspicuous location on the
employer's website; and
Hire any qualified U.S. worker who applies or is referred
for the job opportunity until the later of either (1) the date on which
the last H-2B worker departs for the place of employment, or (2) 30
days after the last date of the SWA job order posting.
Petitioners filing H-2B petitions under this FY 2024 supplemental
cap must retain documentation of compliance with the attestation
requirements for 3 years from the date DOL approved the TLC, and must
provide the documents and records upon the request of DHS or DOL, as
well as fully cooperate with any compliance reviews such as audits.
Through audits and investigations, both Departments have received
evidence of employer non-compliance with the terms and conditions of
the H-2B program, as well as violations of other labor and employment
laws. DOL Office of Foreign Labor Certification (OFLC), DOL Wage and
Hour Division (WHD), and USCIS Fraud Detection and National Security
(FDNS) personnel have encountered non-compliance issues such as failure
to pay the promised wage, failure to employ returning workers, failure
to demonstrate irreparable harm, failure to conduct the additional
recruitment steps, and failure to accurately disclose the beneficiary's
work location(s).
Such non-compliance can harm U.S. workers by undermining wages and
working conditions. It also directly harms H-2B workers. Further, H-2B
workers depend on ongoing employment with the petitioning employer to
maintain status in the United States. This dependence creates a power
imbalance between the employer and H-2B worker, making the H-2B worker
particularly vulnerable to exploitation and violations. In recognition
of the substantial impact that non-compliance can have on both U.S.
workers and H-2B workers, DHS and DOL again intend to conduct a
significant number of audits focusing on irreparable harm and other
worker protection provisions. And as it did as part of the FY 2022
second half H-2B supplemental cap TFR and the FY 2023 H-2B supplemental
cap TFR, DHS will again subject employers that have committed labor law
violations in the H-2B program to additional scrutiny in the
supplemental cap petition process.\2\ DHS intends for this additional
scrutiny to help ensure compliance with H-2B program requirements and
obligations.
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\2\ See Exercise of Time-Limited Authority To Increase the
Numerical Limitation for Second Half of FY 2022 for the H-2B
Temporary Nonagricultural Worker Program and Portability Flexibility
for H-2B Workers Seeking to Change Employers, 87 FR 30334, 30335
(May 18, 2022); Exercise of Time-Limited Authority To Increase the
Numerical Limitation for FY 2023 for the H-2B Temporary
Nonagricultural Worker Program and Portability Flexibility for H-2B
Workers Seeking To Change Employers, 87 FR 76816, 76818 (Dec. 15,
2022).
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Specifically, falsifying information in H-2B program attestation(s)
can result not only in penalties relating to perjury, but also in,
among other things, a finding of fraud or willful misrepresentation;
denial or revocation of the H-2B petition requesting supplemental
workers; and debarment by DOL and DHS from the H-2B program and any
other foreign labor
[[Page 80396]]
programs administered by DOL. Falsifying information also may subject a
petitioner/employer to other criminal and/or civil penalties.
DHS will not approve H-2B petitions filed in connection with the FY
2024 supplemental cap authority on or after October 1, 2024.
H-2B Portability
In addition to exercising its time-limited authority to make
additional FY 2024 H-2B visas available, DHS is again providing
additional flexibilities to H-2B petitioners under its general
programmatic authority by allowing nonimmigrant workers in the United
States \3\ in valid H-2B status and who are beneficiaries of non-
frivolous H-2B petitions received on or after January 25, 2024, or who
are the beneficiaries of non-frivolous H-2B petitions that are pending
as of January 25, 2024, to begin work with a new employer after an H-2B
petition (supported by a valid TLC) is filed and before the petition is
approved, generally for a period of up to 60 days. However, such
employment authorization would end 15 days after USCIS denies the H-2B
petition or such petition is withdrawn. This H-2B portability ends one
year after the provision's effective date of January 25, 2024, in other
words, at the end of January 24, 2025.\4\
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\3\ The term ``United States'' includes the continental United
States, Alaska, Hawaii, Puerto Rico, Guam, the Virgin Islands of the
United States, and the Commonwealth of the Northern Mariana Islands.
INA section 101(a)(38), 8 U.S.C. 1101(a)(38).
\4\ On September 20, 2023, DHS issued a Modernizing H-2 Program
Requirements, Oversight, and Worker Protections Notice of Proposed
Rulemaking (NPRM), 88 FR 65040, 65066, with a 60-day public comment
period that ends on November 20, 2023. In that NPRM, DHS proposed to
extend portability to H-2A and H-2B workers on a permanent basis.
The Department's proposal does not interfere with the portability
provision of this rule, however, should DHS publish a final rule
making H-2 portability permanent, any such provision would not
expire on a specific date, unlike the portability provision made
effective by this temporary final rule.
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II. Background
A. Legal Framework
The Immigration and Nationality Act (INA), as amended, establishes
the H-2B nonimmigrant classification for a nonagricultural temporary
worker ``having a residence in a foreign country which he has no
intention of abandoning who is coming temporarily to the United States
to perform . . . temporary [non-agricultural] service or labor if
unemployed persons capable of performing such service or labor cannot
be found in this country.'' INA section 101(a)(15)(H)(ii)(b), 8 U.S.C.
1101(a)(15)(H)(ii)(b). Employers must petition DHS for classification
of prospective temporary workers as H-2B nonimmigrants. INA section
214(c)(1), 8 U.S.C. 1184(c)(1). Generally, DHS must approve this
petition before the beneficiary can be considered eligible for an H-2B
visa. In addition, the INA requires that ``[t]he question of importing
any alien as [an H-2B] nonimmigrant . . . in any specific case or
specific cases shall be determined by [DHS],\5\ after consultation with
appropriate agencies of the Government.'' INA section 214(c)(1), 8
U.S.C. 1184(c)(1). The INA generally charges the Secretary of Homeland
Security with the administration and enforcement of the immigration
laws, and provides that the Secretary ``shall establish such
regulations . . . and perform such other acts as he deems necessary for
carrying out his authority'' under the INA. See INA section 103(a)(1),
(3), 8 U.S.C. 1103(a)(1), (3); see also 6 U.S.C. 202(4) (charging the
Secretary with ``[e]stablishing and administering rules . . . governing
the granting of visas or other forms of permission . . . to enter the
United States to individuals who are not a citizen or an alien lawfully
admitted for permanent residence in the United States''). With respect
to nonimmigrants in particular, the INA provides that ``[t]he admission
to the United States of any alien as a nonimmigrant shall be for such
time and under such conditions as the [Secretary] may by regulations
prescribe.'' INA section 214(a)(1), 8 U.S.C. 1184(a)(1); see also INA
section 274A(a)(1) and (h)(3), 8 U.S.C. 1324a(a)(1) and (h)(3)
(prohibiting employment of noncitizens \6\ not authorized for
employment). The Secretary may designate officers or employees to take
and consider evidence concerning any matter that is material or
relevant to the enforcement of the INA. INA sections 287(a)(1), (b), 8
U.S.C. 1357(a)(1), (b) and INA section 235(d)(3), 8 U.S.C. 1225(d)(3).
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\5\ As of March 1, 2003, in accordance with section 1517 of
Title XV of the Homeland Security Act of 2002 (HSA), Public Law 107-
296, 116 Stat. 2135, any reference to the Attorney General in a
provision of the Immigration and Nationality Act describing
functions which were transferred from the Attorney General or other
Department of Justice official to the Department of Homeland
Security by the HSA ``shall be deemed to refer to the Secretary'' of
Homeland Security. See 6 U.S.C. 557 (2003) (codifying HSA, Title XV,
sec. 1517); 6 U.S.C. 542 note; 8 U.S.C. 1551 note.
\6\ For purposes of this discussion, the Departments use the
term ``noncitizen'' colloquially to be synonymous with the term
``alien'' as it is used in the Immigration and Nationality Act.
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Finally, under section 101 of the HSA, 6 U.S.C. 111(b)(1)(F), a
primary mission of DHS is to ``ensure that the overall economic
security of the United States is not diminished by efforts, activities,
and programs aimed at securing the homeland.''
DHS regulations provide that an approved TLC from the U.S.
Department of Labor (DOL), issued pursuant to regulations established
at 20 CFR part 655, or from the Guam Department of Labor if the workers
will be employed on Guam, must accompany an H-2B petition for temporary
employment in the United States. 8 CFR 214.2(h)(6)(iii)(A) and (C)
through (E), (h)(6)(iv)(A); see also INA section 103(a)(6), 8 U.S.C.
1103(a)(6). The TLC serves as DHS's consultation with DOL with respect
to whether a qualified U.S. worker is available to fill the petitioning
H-2B employer's job opportunity and whether a foreign worker's
employment in the job opportunity will adversely affect the wages and
working conditions of similarly-employed U.S. workers. See INA section
214(c)(1), 8 U.S.C. 1184(c)(1); 8 CFR 214.2(h)(6)(iii)(A) and (D).
To determine whether to issue a TLC, the Departments have
established regulatory procedures under which DOL certifies whether a
qualified U.S. worker is available to fill the job opportunity
described in the employer's petition for a temporary nonagricultural
worker, and whether a foreign worker's employment in the job
opportunity will adversely affect the wages or working conditions of
similarly employed U.S. workers. See 20 CFR part 655, subpart A. The
regulations establish the process by which employers obtain a TLC and
rights and obligations of workers and employers.
Once the petition is approved, under the INA and current DHS
regulations, H-2B workers do not have employment authorization outside
of the validity period listed on the approved petition unless otherwise
authorized, and the workers are limited to employment with the H-2B
petitioner. See 8 U.S.C. 1184(c)(1), 8 CFR 274a.12(b)(9). An employer
or U.S. agent generally may submit a new H-2B petition, with a new,
approved TLC, to USCIS to request an extension of H-2B nonimmigrant
status for the validity of the TLC or for a period of up to 1 year. 8
CFR 214.2(h)(15)(ii)(C). Except as provided for in the preceding H-2B
supplemental cap TFRs \7\ and in this rule, and except
[[Page 80397]]
for certain professional athletes being traded among organizations,\8\
H-2B workers seeking to extend their status with a new employer may not
begin employment with the new employer until the new H-2B petition is
approved.
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\7\ For instance, the FY 2023 H-2B supplemental cap TFR included
a portability provision at 8 CFR 214.2(h)(29)(iii)(A)(1)-(2), which
remains in effect through January 24, 2024. See e.g., Exercise of
Time-Limited Authority To Increase the Numerical Limitation for FY
2023 for the H-2B Temporary Nonagricultural Worker Program and
Portability Flexibility for H-2B Workers Seeking To Change
Employers, 87 FR 76816 (Dec. 15, 2022).
\8\ See 8 CFR 214.2(h)(6)(vii) and 8 CFR 274a.12(b)(9).
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The INA also authorizes DHS to impose appropriate remedies against
an employer for a substantial failure to meet the terms and conditions
of employing an H-2B nonimmigrant worker, or for a willful
misrepresentation of a material fact in a petition for an H-2B
nonimmigrant worker. INA section 214(c)(14)(A), 8 U.S.C.
1184(c)(14)(A). The INA expressly authorizes DHS to delegate certain
enforcement authority to DOL. INA section 214(c)(14)(B), 8 U.S.C.
1184(c)(14)(B); see also INA section 103(a)(6), 8 U.S.C. 1103(a)(6).
DHS has delegated its authority under INA section 214(c)(14)(A)(i), 8
U.S.C. 1184(c)(14)(A)(i), to DOL. See DHS, Delegation of Authority to
DOL under Section 214(c)(14)(A) of the INA (Jan. 16, 2009); see also 8
CFR 214.2(h)(6)(ix) (stating that DOL may investigate employers to
enforce compliance with the conditions of an H-2B petition and a DOL-
approved TLC). This enforcement authority has been delegated within DOL
to the Wage and Hour Division (WHD), and is governed by regulations at
29 CFR part 503.
B. H-2B Numerical Limitations Under the INA
The maximum annual number (``statutory cap'') of noncitizens who
may be issued H-2B visas or otherwise provided H-2B nonimmigrant status
to perform temporary nonagricultural work is 66,000, distributed
semiannually beginning in October and April. See INA sections
214(g)(1)(B) and (g)(10), 8 U.S.C. 1184(g)(1)(B) and (g)(10).
Accordingly, with certain exceptions as described below, up to 33,000
noncitizens may be issued H-2B visas or provided H-2B nonimmigrant
status in the first half of a fiscal year, and the remaining annual
allocation, including any unused nonimmigrant H-2B visas from the first
half of a fiscal year, are available for employers seeking to hire H-2B
workers during the second half of the fiscal year.\9\ If the number of
petitions approved by DHS is insufficient to use all H-2B numbers in a
given fiscal year, DHS cannot carry over the unused numbers for
petition approvals for employment start dates beginning on or after the
start of the next fiscal year.
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\9\ The Federal Government's fiscal year runs from October 1 of
the prior year through September 30 of the year being described. For
example, fiscal year 2024 is from October 1, 2023, through September
30, 2024.
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In FYs 2005, 2006, 2007, and 2016, Congress exempted H-2B workers
identified as returning workers from the annual H-2B cap of 66,000.\10\
A returning worker is an H-2B worker who was previously counted against
the annual H-2B cap during a designated period of time.\11\ For
example, Congress designated that returning workers for FY 2016 needed
to have been counted against the cap during FY 2013, 2014, or 2015 to
qualify for the exemption.\12\ DHS and the Department of State (DOS)
worked together to confirm that all workers requested under the
returning worker provision in fact were eligible for exemption from the
annual cap (in other words, were issued an H-2B visa or provided H-2B
status during one of the prior 3 fiscal years) and were otherwise
eligible for H-2B classification.
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\10\ See INA section 214(g)(9)(A), 8 U.S.C. 1184(g)(9)(A), see
also Consolidated Appropriations Act, 2016, Public Law 114-113, div.
F, tit. V, sec 565; John Warner National Defense Authorization Act
for Fiscal Year 2007, Public Law 109-364, div. A, tit. X, sec. 1074,
(2006); Save Our Small and Seasonal Businesses Act of 2005, Public
Law 109-13, div. B, tit. IV, sec. 402.
\11\ See INA section 214(g)(9)(A), 8 U.S.C. 1184(g)(9)(A).
\12\ See Consolidated Appropriations Act, 2016, Public Law 114-
113, div. F, tit. V, sec 565.
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Because of the strong demand for H-2B visas in recent years, the
statutorily-limited semiannual visa allocation, the DOL regulatory
requirement that employers apply for a TLC 75 to 90 days before the
start date of work,\13\ and the DHS regulatory requirement that an
approved TLC accompany all H-2B petitions,\14\ employers that wish to
obtain visas for their workers under the semiannual allotment must act
early to receive a TLC and file a petition with U.S. Citizenship and
Immigration Services (USCIS). As a result, the date on which USCIS has
reached sufficient H-2B petitions to reach the first half of the fiscal
year statutory cap has generally trended earlier in recent years.\15\
For FY 2022, for the first time in more than a decade, USCIS received
sufficient H-2B petitions to reach the first half of the fiscal year
statutory cap before the start of the fiscal year.\16\ This occurred
even earlier in FY 2023, when USCIS received enough H-2B petitions to
reach the FY 2023 first-half statutory cap on September 12, 2022.\17\
For FY 2024, USCIS received sufficient H-2B petitions to reach the
first half of the fiscal year statutory cap on October 11, 2023.\18\
While this date was slightly later than the prior two years, the
Departments note that DOL received 2,157 applications for the first
half of the FY 2024 statutory cap during the initial three-day filing
window of July 3-5, 2023, covering 40,947 worker positions; a 59%
increase in TLC workload when compared to the same time period in
2022.\19\ This trend in recent years of increased demand for H-
[[Page 80398]]
2B workers is even more apparent in the second half of the fiscal
year.\20\
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\13\ See 20 CFR 655.15(b).
\14\ See 8 CFR 214.2(h)(6)(vi)(A).
\15\ In fiscal years 2017 through 2021, USCIS received a
sufficient number of H-2B petitions to reach or exceed the relevant
first half statutory cap on January 10, 2017, December 15, 2017,
December 6, 2018, November 15, 2019, and November 16, 2020,
respectively. See USCIS, USCIS Reaches the H-2B Cap for the First
Half of Fiscal Year 2017, https://www.uscis.gov/archive/uscis-reaches-the-h-2b-cap-for-the-first-half-of-fiscal-year-2017 (Jan.
13, 2017); USCIS, USCIS Reaches H-2B Cap for the First Half of
Fiscal Year 2018, https://www.uscis.gov/archive/uscis-reaches-h-2b-cap-for-first-half-of-fy-2018 (Dec. 21, 2017); USCIS, USCIS Reaches
H-2B Cap for the First Half of Fiscal Year 2019, https://www.uscis.gov/news/news-releases/uscis-reaches-h-2b-cap-for-first-half-of-fy-2019 (Dec. 12, 2018); USCIS, USCIS Reaches H-2B Cap for
the First Half of Fiscal Year 2020, https://www.uscis.gov/news/news-releases/uscis-reaches-h-2b-cap-for-first-half-of-fy-2020 (Nov. 20,
2019); USCIS, USCIS Reaches H-2B Cap for the First Half of Fiscal
Year 2021, https://www.uscis.gov/news/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2021 (Nov. 18, 2020).
\16\ On October 12, 2021, USCIS announced that it had received
sufficient petitions to reach the congressionally mandated cap on H-
2B visas for temporary nonagricultural workers for the first half of
fiscal year 2022, and that September 30, 2021 was the final receipt
date for new cap-subject H-2B worker petitions requesting an
employment start date before April 1, 2022. See USCIS, USCIS Reaches
H-2B Cap for the First Half of Fiscal Year 2022, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2022 (Oct 12, 2021).
\17\ On September 14, 2022, USCIS announced that it had received
sufficient petitions to reach the congressionally mandated cap on H-
2B visas for temporary nonagricultural workers for the first half of
fiscal year 2023, and that September 12, 2022 was the final receipt
date for new cap-subject H-2B worker petitions requesting an
employment start date before April 1, 2023. See USCIS, USCIS Reaches
H-2B Cap for the First Half of Fiscal Year 2023, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2023 (Sept. 14, 2022).
\18\ On October 13, 2023, USCIS announced that it had received
sufficient petitions to reach the congressionally mandated cap on H-
2B visas for temporary nonagricultural workers for the first half of
fiscal year 2024, and that October 11, 2023 was the final receipt
date for new cap-subject H-2B worker petitions requesting an
employment start date before April 1, 2024. See USCIS, USCIS Reaches
H-2B Cap for First Half of FY 2024, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2024 (October 13,
2023).
\19\ See DOL, OFLC Publishes List of Randomized H-2B
Applications Submitted July 3-5, 2023, for Employers Seeking H-2B
Workers Starting October 1, 2023, https://www.dol.gov/agencies/eta/foreign-labor/news (July 10, 2023).
\20\ In recent years, DOL has received an increasing number of
TLC applications for an increasing number of H-2B workers with April
1 start dates: DOL received 4,500 applications on January 1, 2018,
covering more than 81,600 worker positions; DOL received 5,276
applications by January 8, 2019, covering more than 96,400 worker
positions; DOL received 5,677 applications during the initial three-
day filing window in 2020 covering 99,362 worker positions; DOL
received 5,377 applications during the initial three-day filing
window in 2021 covering 96,641 worker positions; DOL received 7,875
applications by January 7, 2022, covering 136,555 worker positions;
and DOL received 8,693 applications during the initial three-day
filing window in 2023, covering 142,796 worker positions. See DOL,
Announcements, https://www.dol.gov/agencies/eta/foreign-labor/news.
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Congress, in recognition of historical and current demand has, for
the last several fiscal years, authorized supplemental caps.\21\ The
authorization for the current supplemental cap is under sections 101(6)
and 106 of Division A of Public Law 118-15, Continuing Appropriations
Act, 2024 and Other Extensions Act (FY 2024 authority), which extended
the authorization previously provided in section 303 of Division O of
the Consolidated Appropriations Act, 2023, Public Law 117-328 (FY 2023
Omnibus), as discussed below.
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\21\ See section 543 of Division F of the Consolidated
Appropriations Act, 2017, Public Law 115-31 (FY 2017 Omnibus);
section 205 of Division M of the Consolidated Appropriations Act,
2018, Public Law 115-141 (FY 2018 Omnibus); section 105 of Division
H of the Consolidated Appropriations Act, 2019, Public Law 116-6 (FY
2019 Omnibus); section 105 of Division I of the Further Consolidated
Appropriations Act, 2020, Public Law 116-94 (FY 2020 Omnibus);
section 105 of Division O of the Consolidated Appropriations Act,
2021, Public Law 116-260 (FY 2021 Omnibus); section 105 of Division
O of the Consolidated Appropriations Act, 2021, FY 2021 Omnibus,
sections 101 and 106(3) of Division A of Public Law 117-43,
Continuing Appropriations Act, 2022, and section 101 of Division A
of Public Law 117-70, Further Continuing Appropriations Act, 2022
through February 18, 2022 (together, FY 2022 authority); and section
204 of Division O of the Consolidated Appropriations Act, 2022,
Public Law 117-103 (FY 2022 Omnibus).
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C. FY 2023 Omnibus and FY 2024 Public Law 118-15
On December 29, 2022, President Joseph Biden signed the FY 2023
Omnibus, which contains a provision, section 303 of Division O, Title
III, permitting the Secretary of Homeland Security, under certain
circumstances and after consultation with the Secretary of Labor, to
increase the number of H-2B visas available to U.S. employers,
notwithstanding the otherwise-established statutory numerical
limitation set forth in the INA.\22\ Specifically, section 303 provides
that ``the Secretary of Homeland Security, after consultation with the
Secretary of Labor, and upon determining that the needs of American
businesses cannot be satisfied in [FY] 2023 with United States workers
who are willing, qualified, and able to perform temporary
nonagricultural labor,'' may increase the total number of noncitizens
who may receive an H-2B visa in FY 2023 by the highest number of H-2B
nonimmigrants who participated in the H-2B returning worker program in
any fiscal year in which returning workers were exempt from the H-2B
numerical limitation.
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\22\ The Department of Homeland Security Appropriations Act,
2023, Public Law 117-328 (Dec. 29, 2022).
---------------------------------------------------------------------------
On September 30, 2023, Congress passed Public Law 118-15, which
extends authorization under the same terms and conditions provided in
section 303 of Division O of the FY 2023 Omnibus permitting the
Secretary of Homeland Security to increase the number of H-2B visas
available to U.S. employers in FY 2024.\23\ In other words, Public Law
118-15 permits the Secretary of Homeland Security, after consultation
with the Secretary of Labor, to provide up to 64,716 additional H-2B
visas for FY 2024, notwithstanding the otherwise-established statutory
numerical limitation set forth in the INA, for eligible employers whose
employment needs for FY 2024 cannot be met.\24\ Under the Public Law
118-15 authority, DHS and DOL are jointly publishing this temporary
final rule to authorize the issuance of no more than 64,716 additional
visas for FY 2024 to those businesses that are suffering irreparable
harm or will suffer impending irreparable harm, as attested by the
employer on a new attestation form. The authority to approve H-2B
petitions under this FY 2024 supplemental cap expires at the end of
that fiscal year. Therefore, USCIS will not approve H-2B petitions
filed in connection with this FY 2024 supplemental cap authority on or
after October 1, 2024.
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\23\ See Public Law 118-15, Continuing Appropriations Act, 2024
and Other Extensions Act, Division A, sections 101(6) and 106
(extending into 2024 DHS funding and other authorities, including
the authority to issue supplemental H-2B visas that was provided
under title III of Division O of Pub. L. 117-328, through November
17, 2023).
\24\ Appropriations and authorities provided by the continuing
resolutions are available for the needs of the entire fiscal year to
which the continuing resolution applies, although DHS's ability to
obligate funds or exercise such authorities may lapse at the sunset
of such resolution. See, e.g., Comments on Due Date and Amount of
District of Columbia's Contributions to Special Employee Retirement
Funds, B-271304 (Comp. Gen. Mar. 19, 1996) (explaining that ``a
continuing resolution appropriates the full annual amount regardless
of its period of duration . . . . Standard continuing resolution
language makes it clear that the appropriations are available to the
extent and in the manner which would be provided by the pertinent
appropriations act that has yet to be enacted (unless otherwise
provided in the continuing resolution).''). Consistent with this
principle, DHS interprets the current continuing resolution to
provide DHS with the ability to authorize additional H-2B visa
numbers with respect to all of FY 2024 subject to the same terms and
conditions as the FY 2023 authority at any time before the
continuing resolution expires, notwithstanding the reference to FY
2023 in the FY 2023 Omnibus.
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As noted above, since FY 2017, Congress has enacted a series of
public laws providing the Secretary of Homeland Security with the
discretionary authority to increase the H-2B cap beyond the annual
numerical limitation set forth in section 214 of the INA. The previous
statutory provisions were materially identical to section 303 of the FY
2023 Omnibus, which is the same authority provided for FY 2024 by the
recent continuing resolution. During each fiscal year from FY 2017
through FY 2019, and FY 2021 through FY 2023, the Secretary of Homeland
Security, after consulting with the Secretary of Labor, determined that
some American businesses could not satisfy their needs in such year
with U.S. workers who were willing, qualified, and able to perform
temporary nonagricultural labor. On the basis of these determinations,
on July 19, 2017, and May 31, 2018, DHS and DOL jointly published
temporary final rules for FY 2017 and FY 2018, respectively, each of
which allowed an increase of up to 15,000 additional H-2B visas for
those businesses that attested that if they did not receive all of the
workers requested on the Petition for a Nonimmigrant Worker (Form I-
129), they were likely to suffer irreparable harm, in other words,
suffer a permanent and severe financial loss.\25\ USCIS approved a
total of 12,294 workers for H-2B classification under petitions filed
pursuant to the FY 2017 supplemental cap increase.\26\ In FY 2018,
USCIS received petitions for more than 15,000 beneficiaries during the
first 5 business days of filing for the supplemental cap and held a
lottery on June 7, 2018. The total number of H-2B workers approved
toward the FY 2018 supplemental cap increase was 15,788.\27\ The vast
majority
[[Page 80399]]
of the H-2B petitions received under the FY 2017 and FY 2018
supplemental caps requested premium processing (Form I-907) \28\ and
were adjudicated within 15 calendar days.
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\25\ See Exercise of Time-Limited Authority To Increase the
Fiscal Year 2017 Numerical Limitation for the H-2B Temporary
Nonagricultural Worker Program, 82 FR 32987, 32998 (July 19, 2017);
Exercise of Time-Limited Authority To Increase the Fiscal Year 2018
Numerical Limitation for the H-2B Temporary Nonagricultural Worker
Program, 83 FR 24905, 24917 (May 31, 2018).
\26\ See Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data queried 10/2022, TRK 10625.
\27\ See Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data queried 10/2022, TRK 10625. The number
of approved workers exceeded the number of additional visas
authorized for FY 2018 to allow for the possibility that some
approved workers would either not seek a visa or admission, would
not be issued a visa, or would not be admitted to the United States.
\28\ Premium processing allows for expedited processing for an
additional fee. See INA 286(u), 8 U.S.C. 1356(u).
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On May 8, 2019, DHS and DOL jointly published a temporary final
rule authorizing an increase of up to 30,000 additional H-2B visas for
the remainder of FY 2019.\29\ The additional visas were limited to
returning workers who had been counted against the H-2B cap or were
otherwise granted H-2B status in the previous three fiscal years, and
for those businesses that attested to a level of need such that, if
they did not receive all of the workers requested on the Form I-129,
they were likely to suffer irreparable harm, in other words, suffer a
permanent and severe financial loss.\30\ The Secretary determined that
limiting returning workers to those who were issued an H-2B visa or
granted H-2B status in the past 3 fiscal years was appropriate, as it
mirrored the standard that Congress designated in previous returning
worker provisions. On June 5, 2019, approximately 30 days after the
supplemental visas became available, USCIS announced that it received
sufficient petitions filed pursuant to the FY 2019 supplemental cap
increase. USCIS did not conduct a lottery for the FY 2019 supplemental
cap increase. The total number of H-2B workers approved towards the FY
2019 supplemental cap increase was 32,680.\31\ The vast majority of
these petitions requested premium processing and were adjudicated
within 15 calendar days.
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\29\ See Exercise of Time-Limited Authority To Increase the
Fiscal Year 2019 Numerical Limitation for the H-2B Temporary
Nonagricultural Worker Program, 84 FR 20005, 20021 (May 8, 2019).
\30\ See 84 FR at 20021.
\31\ See Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data queried 10/2022, TRK 10625. The number
of approved workers exceeded the number of additional visas
authorized for FY 2019 to allow for the possibility that some
approved workers would either not seek a visa or admission, would
not be issued a visa, or would not be admitted to the United States.
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Although Congress provided the Secretary of Homeland Security with
the discretionary authority to increase the H-2B cap in FY 2020, the
Secretary did not exercise that authority. DHS initially intended to
exercise its authority and, on March 4, 2020, announced that it would
make available 35,000 supplemental H-2B visas for the second half of
the fiscal year.\32\ On March 13, 2020, then-President Trump declared a
National Emergency concerning COVID-19, a communicable disease caused
by the coronavirus SARS-CoV-2.\33\ On April 2, 2020, DHS announced that
the rule to increase the H-2B cap was on hold due to economic
circumstances, and that DHS would not release additional H-2B visas
until further notice.\34\ DHS also noted that the Department of State
had suspended routine visa services.\35\
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\32\ See DHS, DHS to Improve Integrity of Visa Program for
Foreign Workers (March 5, 2020), https://www.dhs.gov/news/2020/03/05/dhs-improve-integrity-visa-program-foreign-workers.
\33\ See Proclamation 9994 of Mar. 13, 2020, Declaring a
National Emergency Concerning the Coronavirus Disease (COVID-19)
Outbreak, 85 FR 15337 (Mar. 18, 2020).
\34\ See https://twitter.com/DHSgov/status/1245745115458568192?s=20.
\35\ See https://twitter.com/DHSgov/status/1245745116528156673.
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In FY 2021, DHS in consultation with DOL determined it was
appropriate to increase the H-2B cap for FY 2021 coupled with
additional protections (for example, post-adjudication audits,
investigations, and compliance checks), based on the demand for H-2B
workers in the second half of FY 2021, continuing economic growth, the
improving job market, and increased visa processing capacity by the
Department of State. Accordingly, on May 25, 2021, DHS and DOL jointly
published a temporary final rule authorizing an increase of up to
22,000 additional H-2B visas for the remainder of FY 2021.\36\ The
supplemental visas were available only to employers that attested they
were likely to suffer irreparable harm without the additional workers.
The allocation of 22,000 additional H-2B visas under that rule
consisted of 16,000 visas available only to H-2B returning workers from
one of the last three fiscal years (FY 2018, 2019, or 2020) and 6,000
visas that were initially reserved for nationals of the Northern
Central American countries of El Salvador, Guatemala, and Honduras, who
were exempt from the returning worker requirement. By August 13, 2021,
USCIS had received enough petitions for returning workers to reach the
additional 22,000 H-2B visas made available under the FY 2021 H-2B
supplemental visa temporary final rule.\37\ The total number of H-2B
workers approved towards the FY 2021 supplemental cap increase was
30,707.\38\ This total number included approved H-2B petitions for
23,937 returning workers, as well as 6,805 beneficiaries from the
Northern Central American countries.\39\
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\36\ See Exercise of Time-Limited Authority To Increase the
Fiscal Year 2021 Numerical Limitation for the H-2B Temporary
Nonagricultural Worker Program and Portability Flexibility for H-2B
Workers Seeking To Change Employers, 86 FR 28198 (May 25, 2021).
\37\ See USCIS, Cap Reached for Remaining H-2B Visas for
Returning Workers for FY 2021, https://www.uscis.gov/news/alerts/cap-reached-for-remaining-h-2b-visas-for-returning-workers-for-fy-2021 (Aug. 19, 2021).
\38\ The number of approved workers exceeded the number of
additional visas authorized for FY 2021 to allow for the possibility
that some approved workers would either not seek a visa or
admission, would not be issued a visa, or would not be admitted to
the United States. See Department of Homeland Security, U.S.
Citizenship and Immigration Services, Office of Performance and
Quality, CLAIMS3, VIBE, DOS Visa Issuance Data queried 10/2023, TRK
13122, H-2B Visa Issuance Report September 30, 2023.
\39\ See Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data queried 10/2023, TRK 13122, H-2B Visa
Issuance Report September 30, 2023.
---------------------------------------------------------------------------
On January 28, 2022, DHS and DOL jointly published a temporary
final rule authorizing an increase of up to 20,000 additional H-2B
visas for FY 2022 positions with start dates on or before March 31,
2022.\40\ These supplemental visas were available only to employers
that attested they were suffering or would suffer impending irreparable
harm without the additional workers. The allocation of 20,000
additional H-2B visas under that rule consisted of 13,500 visas
available only to H-2B returning workers from one of the last three
fiscal years (FY 2019, 2020, or 2021) and 6,500 visas reserved for
Salvadoran, Guatemalan, Honduran, and Haitian nationals, who were
exempted from the returning worker requirement. USCIS data show that
the total number of H-2B workers approved towards the first half FY
2022 supplemental cap increase was 17,381, including 14,150 workers
under the returning worker allocation, as well as 3,231 workers
approved towards the Haitian/Northern Central American allocation.\41\
---------------------------------------------------------------------------
\40\ See Exercise of Time-Limited Authority To Increase the
Fiscal Year 2022 Numerical Limitation for the H-2B Temporary
Nonagricultural Worker Program and Portability Flexibility for H-2B
Workers Seeking To Change Employers, 87 FR 4722 (Jan. 28, 2022); 87
FR 6017 (Feb. 3, 2022) (correction).
\41\ See Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data queried 10/2023, TRK 13122, H-2B Visa
Issuance Report September 30, 2023.
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For the second half of FY 2022, DHS in consultation with DOL
determined it was appropriate to increase the H-2B cap for FY 2022
positions with start dates beginning on April 1, 2022
[[Page 80400]]
through September 30, 2022, based on the continued demand for H-2B
workers for the remainder of FY 2022, continuing economic growth,
increased labor demand, and increased visa processing capacity by the
Department of State. Accordingly, on May 18, 2022, DHS and DOL jointly
published a temporary final rule authorizing an increase of no more
than 35,000 additional H-2B visas for the second half of FY 2022.\42\
As in the January 2022 TFR, the supplemental visas were available only
to employers that attested they were suffering or would suffer
impending irreparable harm without the additional workers. The
allocation of 35,000 additional H-2B visas under the rule applicable to
the second half of FY 2022 consisted of 23,500 visas available only to
H-2B returning workers from one of the last three fiscal years (FY
2019, 2020, or 2021) and 11,500 visas reserved for Salvadoran,
Guatemalan, Honduran, and Haitian nationals, who were exempted from the
returning worker requirement. By May 25, 2022, USCIS had received
enough petitions for returning workers to reach the additional 23,500
H-2B visas made available under the second half FY 2022 H-2B
supplemental visa temporary final rule.\43\ USCIS data show that the
total number of H-2B workers approved towards the second half FY 2022
supplemental cap increase was 43,798, including 31,480 workers under
the returning worker allocation, as well as 12,318 workers approved
towards the Haitian/Northern Central American allocation.\44\
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\42\ See Temporary Final Rule, Exercise of Time-Limited
Authority To Increase the Numerical Limitation for Second Half of FY
2022 for the H-2B Temporary Nonagricultural Worker Program and
Portability Flexibility for H-2B Workers Seeking To Change
Employers, 87 FR 30334 (May 18, 2022).
\43\ See USCIS, Cap Reached for Additional Returning Worker H-2B
Visas for Second Half of FY 2022, https://www.uscis.gov/newsroom/alerts/cap-reached-for-additional-returning-worker-h-2b-visas-for-second-half-of-fy-2022 (May 31, 2022).
\44\ The number of approved workers exceeded the number of
additional visas authorized for the second half of FY 2022 to allow
for the possibility that some approved workers would either not seek
a visa or admission, would not be issued a visa, or would not be
admitted to the United States. See Department of Homeland Security,
U.S. Citizenship and Immigration Services, Office of Performance and
Quality, C3 Consolidated, queried 10/2023, TRK 13122, H-2B Visa
Issuance Report September 30, 2023.
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Finally, on December 15, 2022, DHS and DOL jointly published a
temporary final rule authorizing an increase of up to 64,716 additional
H-2B visas for the entirety of FY 2023. As in the FY 2022 TFRs, the
additional visas were available only to employers that attested they
were suffering or would suffer impending irreparable harm without the
additional workers.\45\ The 64,716 additional visas included 44,716
reserved for returning workers from one of the last three fiscal years
(FY 2020, 2021, or 2022), which were distributed in several allocations
based on date of employer need: 18,216 for employers with requested
employment start dates on or before March 31, 2023; 16,500 for
employers with requested employment start dates from April 1, 2023, to
May 14, 2023 (early second half allocation); and 10,000 for employers
with requested employment start dates from May 15, 2023, to Sept. 30,
2023 (late second half allocation). The remaining 20,000 visas were
available for the entirety of FY 2023, and were set aside for nationals
of El Salvador, Guatemala, Honduras, and Haiti, who were exempt from
the returning worker requirement. By January 30, 2023, USCIS received
enough petitions to reach the cap for the additional 18,216 H-2B visas
made available for returning workers for the first half of fiscal year,
and by March 30, 2023, USCIS received enough petitions to reach the cap
for the additional 16,500 H-2B visas made available for returning
workers for the early second half of fiscal year.\46\ USCIS data show
that the total number of H-2B workers approved towards the FY 2023
supplemental cap increase was 78,302, including 54,470 workers under
the returning worker allocation, as well as 23,832 workers approved
towards the Haitian/Northern Central American allocation.\47\
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\45\ See Exercise of Time-Limited Authority To Increase the
Numerical Limitation for FY 2023 for the H-2B Temporary
Nonagricultural Worker Program and Portability Flexibility for H-2B
Workers Seeking To Change Employers, 87 FR 76816 (Dec. 15, 2022); 87
FR 77979 (Dec. 21, 2022).
\46\ See USCIS, Cap Reached for Additional Returning Worker H-2B
Visas for the First Half of FY 2023, https://www.uscis.gov/newsroom/alerts/cap-reached-for-additional-returning-worker-h-2b-visas-for-the-first-half-of-fy-2023 (Jan. 31, 2023); USCIS, Cap Reached for
Additional Returning Worker H-2B Visas for the Early Second Half of
FY 2023, https://www.uscis.gov/newsroom/alerts/cap-reached-for-additional-returning-worker-h-2b-visas-for-the-early-second-half-of-fy-2023 (Mar. 31, 2023).
\47\ The number of approved workers exceeded the number of
additional visas authorized for FY 2023 to allow for the possibility
that some approved workers would either not seek a visa or
admission, would not be issued a visa, or would not be admitted to
the United States. See DHS, USCIS, Office of Performance and
Quality, CLAIMS3, VIBE, DOS Visa Issuance Data, queried 10/2023, TRK
13122, H-2B Visa Issuance Report September 30, 2023.
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Once again, DHS in consultation with DOL believes that it is
appropriate to increase the H-2B cap for FY 2024 based on the demand
for H-2B workers in the first half of FY 2024, anticipated demand for
the second half of FY 2024, recent economic growth, and strong labor
demand.\48\ Similar to the preceding temporary rule, DHS and DOL also
believe that it is appropriate and important to couple this cap
increase with additional worker protections, as described below.
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\48\ The term ``strong labor demand'' in this context relies on
the most recently released figure from a Bureau of Labor Statistics
(BLS) survey at the time this TFR was written. The BLS Job Openings
and Labor Turnover Survey (JOLTS) reports 9.6 million job openings
in August 2023. See DOL, BLS, Job Openings and Labor Turnover--
August 2023, https://www.bls.gov/news.release/archives/jolts_10032023.htm.
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D. Joint Issuance of the Final Rule
As in FY 2017, FY 2018, FY 2019, FY 2021, FY 2022, and FY 2023, DHS
and DOL (the Departments) have determined that it is appropriate to
jointly issue this temporary final rule.\49\ The determination to issue
the temporary final rule jointly follows conflicting court decisions
concerning DOL's authority to independently issue legislative rules to
carry out its consultative and delegated functions pertaining to the H-
2B program under the INA.\50\ Although DHS and DOL each have authority
to independently issue rules implementing their respective duties under
the H-2B program,\51\ the Departments are implementing the numerical
increase in this manner to ensure there can be no question about the
authority underlying the
[[Page 80401]]
administration and enforcement of the temporary cap increase. This
approach is consistent with rules implementing DOL's general
consultative role under INA section 214(c)(1), 8 U.S.C. 1184(c)(1), and
delegated functions under INA sections 103(a)(6) and 214(c)(14)(B), 8
U.S.C. 1103(a)(6), 1184(c)(14)(B).\52\
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\49\ See Exercise of Time-Limited Authority To Increase the
Fiscal Year 2017 Numerical Limitation for the H-2B Temporary
Nonagricultural Worker Program, 82 FR 32987 (Jul. 19, 2017);
Exercise of Time-Limited Authority To Increase the Fiscal Year 2018
Numerical Limitation for the H-2B Temporary Nonagricultural Worker
Program, 83 FR 24905 (May 31, 2018); Exercise of Time-Limited
Authority To Increase the Fiscal Year 2019 Numerical Limitation for
the H-2B Temporary Nonagricultural Worker Program, 84 FR 20005 (May
8, 2019); Exercise of Time-Limited Authority To Increase the Fiscal
Year 2021 Numerical Limitation for the H-2B Temporary
Nonagricultural Worker Program and Portability Flexibility for H-2B
Workers Seeking To Change Employers, 86 FR 28198 (May 25, 2021);
Exercise of Time-Limited Authority To Increase the Fiscal Year 2022
Numerical Limitation for the H-2B Temporary Nonagricultural Worker
Program and Portability Flexibility for H-2B Workers Seeking To
Change Employers, 87 FR 4722 (Jan. 28, 2022); Exercise of Time-
Limited Authority To Increase the Numerical Limitation for Second
Half of FY 2022 for the H-2B Temporary Nonagricultural Worker
Program and Portability Flexibility for H-2B Workers Seeking To
Change Employers, 87 FR 30334 (May 18, 2022); Exercise of Time-
Limited Authority To Increase the Numerical Limitation for FY 2023
for the H-2B Temporary Nonagricultural Worker Program and
Portability Flexibility for H-2B Workers Seeking To Change
Employers, 87 FR 76816 (Dec. 15, 2022).
\50\ See Outdoor Amusement Bus. Ass'n v. Dep't of Homeland Sec.,
983 F.3d 671 (4th Cir. 2020), cert. denied, 142 S. Ct. 425 (2021);
see also Temporary Non-Agricultural Employment of H-2B Aliens in the
United States, 80 FR 24041, 24045 (Apr. 29, 2015).
\51\ See Outdoor Amusement Bus. Ass'n, 983 F.3d at 684-89.
\52\ See 8 CFR 214.2(h)(6)(iii)(A) and (C), (h)(6)(iv)(A).
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E. Comments and Responses to Comments on the FY 2023 TFR
In connection with the FY 2023 TFR, the Departments solicited
public comments for 60 days. During that comment period, the
Departments received 10 substantive comments. In the following
discussion, the Departments discuss and respond to those comments by
topic.
Timing and Distribution of Visas
Comment: Several commenters expressed support for the Departments'
release of the maximum number of visas authorized by Congress. In
addition, these commenters indicated appreciation for the earlier
release of supplemental visas in 2023 than in prior years, noting that
the FY 2023 TFR offered certainty that was beneficial to employers. The
commenters encouraged the Departments to similarly make future
supplemental visas available early in the relevant fiscal year.
Response: The Departments thank the commenters for their feedback.
The Departments are again making the maximum number of visas available
for FY 2024 and worked diligently to release these visas as early as
possible.
Comment: One commenter stated that the number of supplemental visas
was not sufficiently justified by labor market conditions. The
commenter asserted that the United States is not experiencing a labor
shortage and disagreed with the Departments' usage of official
unemployment rate data to justify the decision to release 64,716
supplemental visas for FY 2023. The comment centers on a critique of
official government statistics produced by the Department of Labor.
More specifically, the comment noted the long-term decline in the labor
force participation rate and, further, alleges that the official
unemployment rate is flawed because it excludes persons who are
considered to no longer be in the labor force.
Response: The Departments appreciate the comment regarding
justification for the number of supplemental visas. However, the
Departments disagree that the rule did not sufficiently justify the
number of supplemental visas. Specifically, the Departments disagree
with the assertion that official government statistics are incorrect or
inadequate. Furthermore, the Departments (as branches of the Federal
Government) believe that it is reasonable to rely on official labor
market statistics produced by subject-matter experts within the U.S.
Government when assessing the labor market. Additionally, the
Departments note that did they not rely on any single statistic to
determine either the general need for supplemental visas or the
specific number of supplemental visas, but rather considered a number
of factors including demand for H-2B workers (in the form of TLC data)
and labor market conditions (in the form of multiple labor market
statistics). Finally, the Departments believe that aspects of this
comment, specifically the discussion regarding long-term labor force
trends that (by the commenter's description) are impacted by multiple
variables other than short-term labor needs, are out of the scope of
the FY 2023 Temporary Final Rule.
Comment: Some commenters expressed support for the Departments' FY
2023 distribution of the supplemental H-2B visas in multiple seasonal
allocations including two allocations for the second half of the fiscal
year. These commenters noted that this distribution was beneficial to
employers who hire later in the fiscal year.
Response: The Departments thank the commenters for their feedback
and will again make multiple allocations available including two
allocations for the second half of FY 2024.
Comment: One commenter requested that the Departments consider
combining the supplemental allocations for the second half of the
fiscal year into a single allocation in future TFRs. The commenter
stated that administering multiple allocations creates more work for
the Departments when they are already struggling to process
applications and petitions in a timely manner. The commenter also
stated that the allocations for the second half of the fiscal year were
``woefully insufficient'' to meet employer demand.
Response: The Departments have again decided to reserve
supplemental visas for the late second half of FY 2024. As noted by the
commenter, administering multiple allocations involves some level of
additional work. This includes both the work performed by USCIS in the
actual administration of each allocation cap, as well as a potential
increase in DOL workload as TLC requests may increase. However, the
Departments have attempted to balance such workload challenges with the
importance of addressing the needs of U.S. employers, including those
late season employers who otherwise may not have the opportunity to
file for cap-subject H-2B workers. As explained in last year's TFR and
again in this TFR, the intense competition for employers requesting an
April 1 start date has resulted in H-2B visas being effectively
unavailable for many employers who need workers to start late in the
season, and thus the late season allocation is intended to directly
assist those employers.\53\ For FY 2024, as in FY 2023, the Departments
believe that there is sufficient demand and need for the late second
half to justify the additional work and potential impact on processing
times.
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\53\ Exercise of Time-Limited Authority To Increase the
Numerical Limitation for FY 2023 for the H-2B Temporary
Nonagricultural Worker Program and Portability Flexibility for H-2B
Workers Seeking To Change Employers, 87 FR 76816, 76830 (Dec. 15,
2022).
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Regarding the claim that the total allocation for the second half
of FY 2023 was inadequate, the Departments reiterate that the 33,000
cap was statutory, and the second half's total returning worker
supplemental allocation of 26,500 visas was more than the first half's
returning worker allocation of 18,216. In addition, while the 20,000
allocation for nationals of El Salvador, Guatemala, Honduras, and Haiti
was available for start dates throughout FY 2023, the majority of visas
issued under that allocation went to workers with second half start
dates.\54\ As with the FY 2023 TFR, the Departments will continue to
make more total visas available for the second half of FY 2024 than the
first half.
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\54\ Under the FY 2023 TFR allocation for nationals of Northern
Central America and Haiti, a total of over 16,700 visas were issued,
with around 5,000 of those visas issued to workers with first half
start dates and the remainder issued to workers with second half
start dates. See DHS, USCIS, Office of Performance and Quality,
CLAIMS3, VIBE, DOS Visa Issuance Data, queried 10/2023, TRK 13122,
FY 2023 H-2B Northern Central American Cap Approvals by Validity
Start Date Month.
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Comment: One commenter recommended reallocating unused visas from
one sub-allocation to another if there were unused visas, such as
unused visas from the allocation for nationals of El Salvador,
Guatemala, Honduras, and Haiti, to the returning worker allocation.
Another commenter more specifically suggested that the Departments
coordinate with DOS to verify all visas under the first half allocation
are actually used and roll over any supplemental visas that were
``used'' (counted on a petition) but not issued (by DOS) from the first
half cap to the second half cap, or from the early
[[Page 80402]]
second half cap to the late second half cap.
Response: The Departments again decline to roll over any unused
visas. As explained in this and the prior TFR, calculating and
administering a process to carry over unused visas would significantly
increase operational burdens. Also, not permitting rollover from the
allocation for nationals of certain countries into the returning worker
allocation provides employers seeking to hire workers from these
countries with more time to petition for, and bring in those workers
and encourages full use of the 20,000 allocation.\55\ This, in turn,
contributes to the United States Government's efforts to promote and
improve safety, security and economic stability in these countries to
help stem the flow of irregular migration to the United States.
Further, DHS anticipates that the issuance of this rule early in the
fiscal year, the fact that this is the fourth year that DHS will make a
specific allocation available for workers from the Northern Central
American countries and Haiti, as well as the inclusion of nationals
from Ecuador, Colombia, and Costa Rica, will contribute to even greater
utilization of available visas under this allocation during FY 2024
such that a rollover would not be beneficial or necessary. Similarly,
it is the Departments' expectation that there will be sufficient demand
from employers with first half and early second half start dates to use
the entirety of these allocations in FY 2024, rendering rollover
unnecessary.
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\55\ In FY 2021, 3,079 visas out of 6,000 authorized were issued
under the allocation for nationals of Northern Central America in
the FY 2021 TFR, which published on May 25, 2021--to use a visa
under this allocation the petition had to have been received by July
8, 20211. In FY 2022, 2,481 visas out of 6,500 authorized were
issued under the allocation for nationals of Northern Central
America and Haiti in the first half FY 2022 TFR, which published on
January 22, 2022; 7,405 visas out of 11,500 authorized were issued
under the allocation for nationals of Northern Central America and
Haiti in the second half FY 2022 TFR, which published on May 18,
2022; and 16,713 visas were issued out of 20,000 authorized under
the allocation for nationals of Northern Central America and Haiti
in the FY 2023 TFR, which published on December 15, 2022. See DHS,
USCIS, Office of Performance and Quality, CLAIMS3, VIBE, DOS Visa
Issuance Data, queried 10/2023, TRK 13122, H-2B Visa Issuance Report
September 30, 2023.
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With respect to the suggestion to roll over any supplemental visas
that were ``used'' but not issued by DOS, the Departments note that DHS
already accounts for visa usage rates (among other factors) in its
administration of the caps by using projections of the number of
petitions necessary to achieve the numerical limit of approvals. See
new 8 CFR 214.2(h)(6)(xiv)(D). Further, any rollover process would be
operationally burdensome as noted above.
Comment: A commenter requested the Departments to prioritize the
allocation of late second half visas to essential and critical
infrastructure employers, including seafood processors, as designated
by DHS. Another commenter similarly requested the Departments to
prioritize critical and essential infrastructure seafood industry jobs.
Response: The Departments decline the suggestion to prioritize
certain industries or jobs in the allocation of supplemental cap visas.
As noted in the FY 2023 TFR and this TFR, the Departments interpret the
use of the phrase ``the needs of American businesses'' in the relevant
statutory authority for the supplemental caps as providing discretion
to identify the business needs that are most relevant, while bearing in
mind the need to protect U.S. workers. The Departments have implemented
the irreparable harm standard in order to prioritize the most pressing
business needs. Prioritizing certain industries as ``essential and
critical,'' separate from the irreparable harm consideration already in
use, could also harm industries DHS does not designate as such. The
Departments believe considering the irreparable harm to individual
employers better addresses the needs of employers than designating
entire industries for prioritization. In addition, the Departments do
not believe such prioritization is necessary as the decision to provide
a late second half allocation again for FY 2024 should provide some
relief to seafood processors (one of the industries highlighted in the
comments) and other similar companies facing a need for additional
workers in the late second half.
FY 23 Allocation for Nationals of El Salvador, Guatemala, Honduras, and
Haiti
Comment: Two commenters expressed general opposition to the
allocation of supplemental visas for nationals of El Salvador,
Guatemala, Honduras, and Haiti. These commenters opined that the H-2B
program is not an appropriate strategy for addressing humanitarian
needs and that the H-2B program would not provide permanent, durable
solutions for these countries' nationals.
Response: The country-specific allocation within the H-2B program
is an important part of the administration's overall strategy to expand
access to lawful pathways for individuals from these countries to stem
irregular migration. These allocations are just one of the additional
lawful pathways offered to these nationals and others, including new
family reunification parole processes for certain nationals of El
Salvador,\56\ Guatemala,\57\ Honduras,\58\ Colombia,\59\ and
Ecuador,\60\ and modernized family reunification parole processes for
certain nationals of Haiti \61\ and Cuba.\62\
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\56\ Implementation of a Family Reunification Parole Process for
Salvadorans, 88 FR 43611 (July 10, 2023).
\57\ Implementation of a Family Reunification Parole Process for
Guatemalans, 88 FR 43581 (July 10, 2023).
\58\ Implementation of a Family Reunification Parole Process for
Hondurans, 88 FR 43601 (July 10, 2023).
\59\ Implementation of a Family Reunification Parole Process for
Colombians, 88 FR 43591 (July 10, 2023).
\60\ DHS announced a forthcoming family reunification parole
program for Ecuador on October 18, 2023. DHS, DHS Announces Family
Reunification Parole Process for Ecuador (Oct. 18, 2023), https://www.uscis.gov/newsroom/news-releases/dhs-announces-family-reunification-parole-process-for-ecuador (announcing that the
Federal Register notice for this process will be published soon). As
of October 27, 2023, the program is not yet active.
\61\ Implementation of Changes to the Haitian Family
Reunification Parole Process, 88 FR 54635 (Aug. 11, 2023).
\62\ Implementation of Changes to the Cuban Family Reunification
Parole Process, 88 FR 54639 (Aug. 11, 2023).
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The root causes of migration from these regions are multifold.
Political instability and insecurity, poverty and economic inequality,
pervasive crime and corruption, and other factors all contribute to
irregular migration.\63\ The diversity of the root causes of irregular
migration requires a multi-pronged strategy, as employed by this
administration, to address them. As such, this rule and the allocation
for certain countries provide an additional lawful pathway for
individuals seeking an economic opportunity in the United States who
would eventually return to contribute to the development of their own
community and country. However, the Departments recognize other
programs and efforts are also needed to
[[Page 80403]]
address other drivers to irregular migration.
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\63\ See National Security Council, U.S. Strategy for Addressing
the Root Causes of Migration in Central America, at 4 (Jul. 2021),
https://www.whitehouse.gov/wp-content/uploads/2021/07/Root-Causes-Strategy.pdf (Poverty and economic inequality, among other factors,
contribute to irregular migration). See also The White House, Fact
Sheet: Update on the U.S. Strategy for Addressing the Root Causes of
Migration in Central America (Feb. 2023), https://www.whitehouse.gov/briefing-room/statements-releases/2023/02/06/fact-sheet-update-on-the-u-s-strategy-for-addressing-the-root-causes-of-migration-in-central-america-2/ (economic challenges is
one of the drivers of irregular migration); Diana Roy and Amelia
Cheatham, Central America's Turbulent Northern Triangle (July 13,
2023), Council on Foreign Relations, https://www.cfr.org/backgrounder/central-americas-turbulent-northern-triangle (``Many
interrelated factors drive people from the Northern Triangle,
including lack of economic opportunity. . . .'').
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Comment: A commenter stated that the allocation of supplemental
visas for nationals of El Salvador, Guatemala, Honduras, and Haiti was
too high for H-2B employers to take full advantage of this set aside.
The commenter stated that visa processing times in those countries
cause employers to fear that they will not be able to obtain H-2B
workers from these countries efficiently.
Response: The Departments disagree that the 20,000 allocation for
nationals of El Salvador, Guatemala, Honduras, and Haiti was too high.
The Departments have again decided to set aside 20,000 supplemental
visas for nationals of certain countries and believe all 20,000 visas
will be utilized in FY 2024 for the following reasons. First, H-2B visa
issuance growth data for nationals of these countries for the past
several years supports the Departments' decision. Under the dedicated
allocations in prior TFRs, H-2B visas were issued to 3,079 out of 6,000
authorized for nationals of Northern Central America under the FY 2021
TFR; 9,886 out of 11,500 authorized for nationals of Northern Central
America and Haiti under the two FY 2022 TFRs; and 16,713 out of 20,000
authorized for nationals of Northern Central America and Haiti under
the FY 2023 TFR.\64\ These numbers show a steady increase in
utilization over time. In addition, the issuance of this rule early in
the fiscal year and the fact that this is the fourth year that DHS will
make a specific allocation available for workers from the Northern
Central American countries and Haiti, as well as the inclusion of
nationals from Colombia, Ecuador, and Costa Rica, will increase the
likelihood that all 20,000 set-aside visas for FY 2024 will be used.
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\64\ See DHS, USCIS, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data, queried 10/2023, TRK 13122, H-2B Visa
Issuance Report September 30, 2023.
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Comment: A commenter requested including nationals of Ukraine in
the same priority allocation as nationals of El Salvador, Guatemala,
Honduras, and Haiti.
Response: The Departments thank the commenter but will decline this
suggestion. While DHS is committed to providing support to Ukrainian
nationals, the allocation for Northern Central American/Haitian
nationals was intended to support the administration's efforts to
reduce irregular migration and expand lawful pathways from across the
Western Hemisphere, and the Departments are making a similar separate
allocation for nationals of specified countries this year for the same
reasons. DHS continues to support Ukrainian nationals through other
processes, such as Uniting for Ukraine.\65\ The Departments further
note that, historically, Ukrainian nationals have received relatively
high numbers of H-2B visas compared to nationals of other
countries.\66\ Including Ukrainian nationals in the 20,000 allocation
would take away from the number of supplemental visas available to help
achieve the administration's overall goal of expanding lawful pathways
from the Americas.
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\65\ USCIS, Uniting for Ukraine, https://www.uscis.gov/ukraine;
DHS, Fact Sheet: DHS Efforts to Assist Ukrainian Nationals, https://www.dhs.gov/news/2022/03/31/fact-sheet-dhs-efforts-assist-ukrainian-nationals (last visited Oct. 31, 2023).
\66\ Ukraine was among the top ten H-2B visa issuance countries
in FY 2022 and among the top five H-2B visa issuance countries in FY
2021 and FY 2020. See USCIS, Characteristics of H-2B Nonagricultural
Temporary Workers Fiscal Year 2022 Report to Congress, https://www.uscis.gov/sites/default/files/document/data/USCIS_H2B_FY22_Characteristics_Report.pdf (Feb. 14, 2023) (Ukrainian
nationals were issued 1,085 H-2B visas in FY22); Characteristics of
H-2B Nonagricultural Temporary Workers Fiscal Year 2021 Report to
Congress, https://www.uscis.gov/sites/default/files/document/reports/H-2B-FY21-Characteristics-Report.pdf (Mar. 10, 2022)
(Ukrainian nationals were issued 2,222 H-2B visas in FY21);
Characteristics of H-2B Nonagricultural Temporary Workers Fiscal
Year 2020 Report to Congress, https://www.uscis.gov/sites/default/files/document/reports/H-2B-FY20-Characteristics-Report.pdf (Feb.
22, 2021) (Ukrainian nationals were issued 1,585 H-2B visas in
FY20).
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Data Transparency
Comment: Several commenters requested the Departments disclose more
data about the H-2B program. Specifically, commenters requested that
DHS post ``close to real time'' data about jobs for which employers are
seeking H-2B workers including the employer name, wages and working
conditions and dates of need; provide more information through the
USCIS H-2B Employer Data Hub including information on cap-exempt
petitions; and provide additional information on usage of the
allocation for Northern Central American and Haitian nationals,
including the number of visas that were issued to nationals from each
country, as well as which industries, employers and recruiters were
involved. With regard to suggestions for DOL, commenters recommended
enhancing the seasonaljobs.gov website's utility, including by ensuring
that workers know in real time when an employer is actively hiring.
Response: The Departments appreciate these comments and note that
transparency and access to data and information continue to be among
our priorities.\67\ DHS/USCIS has sought to increase transparency in
employment-based visa programs, including through the USCIS H-2B
Employer Data Hub which provides detailed information on H-2B petitions
including employer name, state, worksite state, industry, occupation,
and wage levels.\68\ Notably, the goal of improving data transparency
is among the objectives included in a recently published report by the
H-2B Worker Protection Taskforce.\69\ Specifically, one of the action
items described in the report is the leveraging of existing data to
increase transparency and reduce the vulnerability of H-2B and H-2A
workers, including by improving interagency data sharing; improving
publicly available data to inform outreach and advocacy efforts,
including through new anonymized quarterly data reports and on DHS's H-
2B Data Hub; and by publishing anonymized, aggregated data by gender,
sector, and occupation to provide an additional transparency to the H-2
programs and aid efforts to prevent gender discrimination.
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\67\ USCIS, Annual Statistical Report FY 2022, https://www.uscis.gov/sites/default/files/document/reports/FY2022_Annual_Statistical_Report.pdf. Since FY 2008, DOL continues
to publish selected statistical factsheets and individual TLC case
record data cumulated on a quarterly and annual basis useful to a
wide range of stakeholders and the general public at https://www.dol.gov/agencies/eta/foreign-labor/performance.
\68\ USCIS, H-2B Employer Data Hub, https://www.uscis.gov/tools/reports-and-studies/h-2b-employer-data-hub (last visited Oct. 17,
2023). The data in the H-2B Employer Data Hub comes from fields on
an employer's Form I-129, from USCIS' adjudicative decisions, and
from the DOL H-2B Application for Temporary Employment Certification
(Form ETA-9142B). USCIS, Understanding our H-2B Employer Data Hub,
https://www.uscis.gov/tools/reports-and-studies/h-2b-employer-data-hub/understanding-our-h-2b-employer-data-hub (last visited Oct. 17,
2023).
\69\ See The White House, Strengthening Protections for H-2B
Temporary Workers, Report of the H-2B Worker Protection Taskforce,
https://www.whitehouse.gov/wp-content/uploads/2023/10/Final-H-2B-Worker-Protection-Taskforce-Report.pdf (Oct. 19, 2023).
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In addition, USCIS included some data about visas allocated under
the FY 2022 allocation for nationals of Northern Central American
countries and Haiti in its most recent report to Congress (which is
available to the public) about characteristics of the H-2B program.\70\
The Departments will consider the suggestions provided by these
commenters as they seek to improve clarity and transparency of data for
the public. However, the Departments believe that many of the
[[Page 80404]]
suggestions, as well as other data enhancements, can be accomplished
outside of the regulatory process. Therefore, DHS declines to adopt
these suggestions as part of this temporary final rule.
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\70\ USCIS, Characteristics of H-2B Nonagricultural Temporary
Workers Fiscal Year 2022 Report to Congress, https://www.uscis.gov/sites/default/files/document/data/USCIS_H2B_FY22_Characteristics_Report.pdf (Feb. 14, 2023).
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Irreparable Harm Standard
Comment: Two commenters expressed concerns related to the
irreparable harm standard as articulated. One commenter stated that the
standard is unclear, overly burdensome, applied inconsistently by the
Departments, and disruptive to business operations. The commenter felt
that, if the standard is retained, the Departments should provide
clearer guidance on what specific documents are required and
sufficient, and recommended that the Departments issue step-by-step
instructions for participating in the program to assist employers with
understanding their obligations and reducing the risk of noncompliance.
Response: As discussed in greater detail below, because the
authority to increase the statutory cap is tied to the needs of
businesses, the Departments think it is reasonable for employers to
attest that they are suffering irreparable harm or that they will
suffer impending irreparable harm without the ability to employ all of
the H-2B workers requested on their petition and to retain and be able
to produce (upon request) documentation of that harm as well as a
statement describing the harm and explaining the relevance of the
documentation. The Departments also think that the standard is
sufficiently clear to allow compliance, and that listing out specific
documents that must be provided in each case is not an appropriate
approach. Each determination of irreparable harm is made on a case-by-
case basis. This inherently means that some documentation presented in
one case may not be sufficient in another case presenting a different
set of facts. In addition, not listing specific documents provides more
flexibility for employers across occupations and industries to provide
documentation that is relevant to their types of businesses.
Recruitment Requirements
Comment: One commenter stated that the additional recruitment
requirements included in the TFR create an undue burden for
participating employers. Specifically, the commenter stated that the
requirement to provide a copy of the job notice to the AFL-CIO is
unnecessary, and ``purely duplicative, given the steps already required
of petitioners to recruit U.S. workers.'' The commenter also asserted
that the requirement failed to acknowledge the rate at which workers
are unionized, noting the low rate of unionization in the residential
construction industry, and suggested that in some areas alternative
organizations--such as state and local trade associations or workforce
boards--may be better positioned to conduct recruitment efforts in
place of the AFL-CIO.
Response: As discussed in the FY 2023 TFR and below, while the
Departments recognize that the recruitment requirements create some
burden on employers, the Departments believe they are necessary to
ensure that the employer's recruitment has not become stale and that
there are no U.S. workers available for the relevant job opportunity.
The Departments reiterate that the additional recruitment requirements
are only applicable if an employer files their I-129 petition 30 or
more days after their certified start dates of work. The Departments,
as discussed in the FY 2023 TFR and below, believe that the requirement
to provide a copy of the job notice to the AFL-CIO is complementary to,
rather than duplicative of, the other recruitment requirements for
several reasons. For example, the Departments explained in the prior
TFR that the State Federations of Labor and local unions to which SWAs
would circulate relevant job orders, based on their knowledge of the
local labor market, are composed of various union organizations and may
not always include the AFL-CIO. At the same time, the requirement to
contact the AFL-CIO increases outreach to qualified U.S. workers as H-
2B job opportunities in traditionally or customarily unionized
occupations tend to fall within those industries most likely to be
organized or represented by AFL-CIO member unions. See 87 FR 76816,
76844-45. The Departments disagree that they have not taken the rate of
unionization into account as the Departments previously provided, and
will continue to provide, a list of occupations that they believe are
typically or customarily unionized. See, e.g., 87 FR 76816, 76844 n.145
(noting the occupations or industries listed are ones in which the
Department has typically observed substantial union presence). Finally,
the Departments agree that other organizations in addition to the AFL-
CIO are well positioned to assist employers with recruitment activities
as demonstrated by the requirement to post a new job order with the SWA
and to engage with the local AJC to assist with recruitment.
Attestation Form
Comment: One commenter stated that the attestation form that is
required ``to demonstrate irreparable harm'' under the TFR is ``overly
burdensome and may discourage employer participation when noncitizen
workers are needed to address labor shortages,'' and urged the
Departments to exclude the attestation form from subsequent
rulemakings. The commenter indicated the Departments should recognize
that a petitioner's investment of resources into seeking a TLC and
filing Form I-129 with accompanying documentation shows ``the implied
need for H-2B workers.''
Response: The Departments disagree with this comment. The
attestation form contains information needed to establish eligibility
for supplemental H-2B visas that is not captured on other forms. It
also contains information that the Departments need to properly
administer the allocations under this rule. For example, among other
things, the petitioner must indicate which allocation they are
requesting workers under, attest that they are suffering or will suffer
impending irreparable harm and indicate the types of evidence that they
have retained to demonstrate irreparable harm. The Departments believe
that the additional attestation is the least burdensome way to collect
information needed to establish eligibility and to properly administer
the supplemental visa allocations. The Departments also disagree that
the attestation form is overly burdensome as DOL estimated that the
total time burden for the ETA-9142-B-CAA-7 is 1 hour.\71\ It is
unlikely that an employer would be discouraged from seeking H-2B
workers because of this 1 hour burden, especially if the employer is
suffering irreparable harm or will suffer impending irreparable harm
without the ability to employ those workers.
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\71\ The Departments are retaining the attestation form
requirement, and the total time burden for the FY 2024 attestation
form, ETA-9142-B-CAA-8, remains 1 hour.
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Legal Issues
Comment: One commenter stated that DHS violated the National
Environmental Policy Act (NEPA) by failing to provide any analysis to
justify its assertion that adding up to 64,716 visas would not result
in ``meaningful, calculable change in environment effect,'' or to
justify its conclusion that the FY 2023 TFR therefore fits within a
categorical exclusion.
Response: The Departments disagree with the commenter regarding the
sufficiency of the NEPA analysis in the FY 2023 TFR. As explained in
the FY
[[Page 80405]]
2023 TFR, an additional 64,716 H-2B nonimmigrant visas will not result
in any meaningful, calculable change in environmental effect with
respect to the current H-2B limit or in the context of a current U.S.
population exceeding 331,893,745, which represents a maximum temporary
increase of 0.0195 percent. As further explained, the FY 2023 TFR is a
stand-alone temporary authorization and not a part of any larger action
and presents no extraordinary circumstances creating the potential for
significant environmental effects.
Comment: While a commenter agreed with DHS that there was good
cause to immediately increase the cap, the commenter opined that there
was not good cause for the other ``ancillary policy provisions,''
particularly the requirement to ``affirmatively contact'' the nearest
AFL-CIO office and provide written notice of the job order placed with
the SWA when the employment is in a traditionally or customarily
unionized occupation or industry. Accordingly, the commenter urged the
Departments to reissue the FY 2023 TFR as two separate rules, a final
rule to release the supplemental visas and a proposed rule that
contains the other provisions.
Response: The Departments maintain there was good cause to couple
the release of supplemental visas with additional provisions, such as
the additional recruitment requirements, in a temporary final rule. The
Departments provided their rationale for the recruitment requirements
in the FY 2023 TFR \72\ and articulated sufficient good cause to forgo
notice and comment rulemaking for all aspects of the temporary final
rule. As indicated in the FY 2023 temporary final rule, the duration of
the authorization to make supplemental cap visas available, combined
with the urgent need of American businesses for H-2B workers did not
provide sufficient time to conduct pre-promulgation notice and comment
rulemaking on any aspect of the TFRs, including additional recruitment
requirements.
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\72\ Exercise of Time-Limited Authority To Increase the
Numerical Limitation for FY 2023 for the H-2B Temporary
Nonagricultural Worker Program and Portability Flexibility for H-2B
Workers Seeking To Change Employers, 87 FR 76816, 76842-47 (Dec. 15,
2022).
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Suggestions Outside the Departments' Authority
Comment: Two commenters urged the administration to consider an
``Alternative Model for Labor Migration'' that would give workers in
the H-2B visa program, and more broadly in all work visa programs, more
control over their visas by allowing them to self-petition and be
matched with employers via a government database, and would enable
workers to petition for citizenship. The commenters set forth a
detailed plan regarding how the model would function, including
specific DOL and USCIS procedures, and they provided an analysis of the
benefits of the alternative model relative to the current program.
The commenters asserted that the supplemental cap TFR represents an
opportunity for the Departments to ``partially implement'' the model
described. Specifically, the commenters suggested that the Departments
could implement a lottery open to all returning workers by which they
could apply to be assigned a priority ranking. Employers approved
through the TLC and petition processes would be required to post the
number of open H-2B positions and procedures for applying publicly on
seasonaljobs.dol.gov, and any returning H-2B worker would be eligible
to apply directly to the employer or the employer's designated agent.
If the applications from returning H-2B workers exceeded the vacancies,
workers' priority would be based on their assigned lottery rank.
Response: As implicitly acknowledged by the commenters in their
suggestions that the proposed model could be ``partially'' implemented
by regulation, many aspects of the commenters' proposed ``Alternative
Model for Labor Migration,'' such as enabling workers to self-petition
and to pursue citizenship, are clearly outside the Departments
authority under the current statutory scheme. It is unclear whether the
Departments have authority to otherwise ``partially implement'' the
model as suggested. Regardless, even assuming such authority, the
Departments note that the proposal would not be feasible in the context
of a temporary and time-limited statutory authority and rule such as
the current TFR, due to the level of changes to existing processes and
the development of new systems and processes that would be required for
implementation.
Broader Program Reforms
Some commenters made suggestions for broader program reforms that
would require Congressional action. For example, commenters made
suggestions relating to permanently increasing the H-2B annual
statutory cap, exempting certain workers from that cap, and increasing
funding for DOL's H-2B enforcement. However, the Departments decline to
further detail and respond to these comments, as the recommendations
are all outside of the Departments' authority to accomplish.
In addition to the issues discussed above, the public comments
included numerous suggestions for the Departments to make permanent
changes to the H-2B program, with several commenters expressing that
the Departments should not exercise their authority to increase the
number of H-2B visas unless and until the program is more broadly
reformed. The recommendations for permanent program reforms included
suggestions for both DHS and DOL regarding ways to increase protections
for both foreign and U.S. workers, and to improve the overall integrity
and efficiency of the program. Specifically, commenters suggested that
one or both Departments should implement the following changes to the
H-2B program before or instead of authorizing supplemental visas:
Provide a grace period with employment authorization so
workers can leave employers for any reason;
Notify beneficiaries about their own immigration status;
Provide workers access to information about their rights
and about available resources to enforce those rights;
Improve access to deferred action for H-2 workers who
experience or witness labor rights violations, including an expedited
process for issuance of statements of interest from government
entities;
Fully implement the existing provision at 8 CFR
214.2(h)(17)(iii) to protect workers who leave abusive employers from
accruing unlawful presence;
Do more to prevent discrimination and discriminatory
hiring practices in the H-2B program;
Collect and release more and better data about the H-2B
program; \73\
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\73\ See above comment and response under the heading ``Data
Transparency'' for further discussion on this topic.
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Provide increased real-time information about available
job opportunities;
Require employers to give priority to anyone in the U.S.
with employment authorization (including ``individuals with unexpired
valid H-2B visas'') for any open unfilled position for which an
employer sought or obtained H-2B labor certification;
Prioritize petitions for industries with the lowest
unemployment rate(s) instead of using a lottery system;
[[Page 80406]]
Allocate visas to employers who pay the highest wages
instead of using a random lottery system;
Do not issue H-2B visas to employers who are engaged in
labor disputes, and only issue visas to direct employers and end
outsourcing and labor contractors; \74\
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\74\ These recommendations were specifically for USCIS, however,
the Departments note that visas are issued by the Department of
State.
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Grant work authorization to spouses of H-2 nonimmigrants;
Impose greater employer accountability for actions of
contractors, recruiters, and agents;
Seek ways to enforce the ban on recruitment fees without
penalizing workers;
Allow H-2B workers to pursue permanent labor certification
or ``other applications for permanent residence;''
Prohibit the imposition of unnecessary requirements for
entry-level positions;
Improve health and safety standards at H-2B workplaces;
Require employers to undertake both local and national
recruitment efforts before looking abroad;
Require employers to pay for housing and daily
transportation to and from the worksite for both U.S. and H-2B workers;
Require full contract compliance, including all hours
promised;
Cease issuance of H-2B labor certifications for work in
certain areas, such as ``labor surplus areas or occupations'' or ``high
unemployment regions and industries;''
Create a streamlined process for reporting program
violations;
Create an avenue for stakeholders, including U.S. workers,
to raise concerns about job orders and labor certifications;
Reinstate the Interagency Working Group for the Consistent
Enforcement of Federal Labor, Employment and Immigration Laws to
strengthen deconfliction efforts between key agencies and support
affirmative protections for immigrant and nonimmigrant workers;
Create a civil society advisory group to promote decent
work in the Central American regional strategy;
Update the H-2B prevailing wage methodology in various
ways;
Implement the additional U.S. recruitment requirements;
Improve language access for workers;
Keep job postings active until all positions are actually
filled, and require employers to update the job postings with new
information;
Keep labor violators out of the program, including by
creating an employer screening and/or registration program;
Establish a formal registration process for international
recruiters, as well as U.S. agents;
Require employers to disclose every person authorized to
engage in recruitment on their behalf;
Work with Department of State to enhance consulates' H-2B
job verification services by verifying recruiters associated with the
job order;
Increase enforcement in various ways, such as by debarring
all recruiters that engage in any prohibited practice, creating stiffer
penalties for employer violations, and/or instituting processing fees
at sufficient levels to fund robust enforcement;
Change the visa allocation procedures for the statutory
66,000 cap, including allocation in 4 different increments, and using
less than 33,000 visas during the first half of the fiscal year;
Modify the current process for randomizing H-2B TLC
applications in such a manner as to give H-2B employers opportunities
to participate without regard to the date specified as the first date
for employment;
Reduce the period a worker is required to be outside the
United States following 3 years in H-2B status to 60 days;
Provide notice of seasonal job openings to unions
representing workers in relevant occupations so that they may dispatch
members in response;
Limit the duration of H-2B eligible job orders to 7
months;
Cap at 100 the number of visas that any single employer
can receive;
The permanent changes to the H-2B program that commenters have
suggested are not appropriate for inclusion in a rule of temporary
duration such as the current TFR, and the Departments therefore decline
to discuss each of these suggestions with further specificity. The
Departments appreciate the thoughtful recommendations for permanent
program reforms, however, and note that they are actively engaged in
reform efforts outside of this rulemaking, including efforts to address
some of the issues discussed in the suggestions.
Notably, on September 20, 2023, DHS published a notice of proposed
rulemaking (NPRM) to modernize and improve both the H-2B and H-2A
programs by providing greater flexibility and protections for
participating workers, and improving the program's efficiency.\75\ The
NPRM contains discussions and proposals related to some of the reform
concepts included in the commenters' suggestions including, for
example, providing grace periods during which an H-2 worker can leave
work to seek new employment, ensuring greater accountability for
employers and recruiters with past violations, reducing the required
amount of time to be spent outside the United States after reaching 3
years in H-2B status, and allowing workers to take steps toward
permanent residence without violating their nonimmigrant status on that
basis. DHS is currently accepting public comments specific to the NPRM
through November 20, 2023, and will consider all such comments in
developing a subsequent final rule. In addition, both Departments are
involved in an H-2B Worker Protection Taskforce, convened by the White
House, which focuses on threats to H-2B program integrity, H-2B
workers' fundamental vulnerabilities, and the impermissible use of the
program to avoid hiring U.S. workers.\76\ On October 19, 2023, the H-2B
Worker Protection Taskforce published a report announcing new actions
to be taken by four federal agencies--DHS, DOL, DOS, and the U.S.
Agency for International Development (USAID)-- to strengthen
protections for vulnerable workers.\77\
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\75\ Modernizing H-2 Program Requirements, Oversight, and Worker
Protections, 88 FR 65040 (Sep. 20, 2023).
\76\ See DHS, DHS to Supplement H-2B Cap with Nearly 65,000
Additional Visas for Fiscal Year 2023 (Oct. 12, 2022), https://www.dhs.gov/news/2022/10/12/dhs-supplement-h-2b-cap-nearly-65000-additional-visas-fiscal-year-2023 (announcing the creation of the H-
2B Worker Protection Taskforce).
\77\ See The White House, Strengthening Protections for H-2B
Temporary Workers, Report of the H-2B Worker Protection Taskforce,
https://www.whitehouse.gov/wp-content/uploads/2023/10/Final-H-2B-Worker-Protection-Taskforce-Report.pdf (Oct. 19, 2023).
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With regard to commenters' specific recommendation that the
Departments decline to provide supplemental H-2B visas unless and until
the program is broadly reformed, the Departments disagree with that
recommendation. While permanent reforms to the relevant DHS regulations
are being considered outside of this rulemaking as noted above, the
Departments have determined, as discussed in greater detail below, that
an increase in H-2B visas for businesses facing irreparable harm is
warranted and justified under the authority provided in section 303 of
the FY 2023 Omnibus, as extended by Public Law 118-15.
[[Page 80407]]
III. Discussion
A. Statutory Determination
Following consultation with the Secretary of Labor, the Secretary
of Homeland Security has determined that some U.S. employers cannot
satisfy their needs in FY 2024 with U.S. workers who are willing,
qualified, and able to perform temporary nonagricultural labor. In
accordance with the FY 2024 continuing resolution extending the
authority provided in section 303 of the FY 2023 Omnibus, the Secretary
of Homeland Security has determined that it is appropriate, for the
reasons stated below, to raise the numerical limitation on H-2B
nonimmigrant visas through the end of FY 2024 by up to 64,716
additional visas for those American businesses that attest that they
are suffering irreparable harm or will suffer impending irreparable
harm, in other words, a permanent and severe financial loss, without
the ability to employ all of the H-2B workers requested on their
petition. These businesses must retain documentation, as described
below, supporting this attestation.
As in connection with the FY 2021, FY 2022, and FY 2023 H-2B
supplemental visa temporary final rules, and consistent with existing
authority, DHS and DOL intend to conduct a significant number of audits
with respect to petitions filed under this TFR requesting supplemental
H-2B visas during the period of temporary need. The Departments will
use their discretion to select which petitions to audit, and the
Departments will use the audits to verify compliance with H-2B program
requirements, including the irreparable harm standard as well as other
key worker protection provisions implemented through this rule. If the
Departments find that an employer's documentation does not meet the
irreparable harm standard, or that the employer fails to provide
evidence demonstrating irreparable harm or comply with the audit
process, the Departments may consider it to be a substantial violation
resulting in an adverse agency action against the employer, including
revocation of the petition and/or TLC or program debarment. Of the
audits completed so far, some audits conducted of employers that
received visas under the supplemental caps in FY 2021, FY 2022, and FY
2023 revealed concerns surrounding payment of the promised wage,
employment of returning workers, documentation of irreparable harm, and
employment at the listed location, which may warrant further review and
action.
As he did in FY 2021, FY 2022, and FY 2023, the Secretary of
Homeland Security has also again determined, following consultation
with the Secretary of Labor, that for certain employers, additional
recruitment steps are necessary to confirm that there are no qualified
U.S. workers available for the positions. In addition, the Secretary of
Homeland Security has determined, following consultation with the
Secretary of Labor, that the supplemental visas will be limited to
returning workers, with the exception that up to 20,000 of the 64,716
visas will be exempt from the returning worker requirement and will be
reserved for H-2B workers who are nationals of El Salvador, Guatemala,
Honduras, Haiti, Colombia, Ecuador, and Costa Rica.\78\ DHS is
reserving these 20,000 H-2B visas for nationals of these countries to
further the United States' objectives in the Western Hemisphere to
manage irregular migration through various lines of efforts including
increasing and expanding access to lawful pathways for nationals of
countries that have extensively collaborated with the United States on
migration issues, such as through endorsing the Los Angeles Declaration
on Migration and Protection (L.A. Declaration),\79\ joining the United
States to ramp up efforts to address the irregular migration flows
through the Darien,\80\ and hosting Safe Mobility Offices so that
migrants do not trek north to the U.S. Southwest Border.\81\ The 20,000
set-aside will also deliver on the objectives of E.O. 14010, which,
among other initiatives, instructs the Secretary of Homeland Security
and the Secretary of State to implement measures to enhance access to
visa programs for nationals of the Northern Central American
countries.\82\ DHS is also allocating these visas to specific countries
to further promote development and economic stability of these
countries to reduce irregular migration throughout the Western
Hemisphere.\83\
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\78\ These conditions and limitations are not inconsistent with
sections 214(g)(3) (``first in, first out'' H-2B processing) and
(g)(10) (fiscal year H-2B allocations) because noncitizens covered
by the special allocation under section 303 of the FY 2023 Omnibus
are not ``subject to the numerical limitations of [section
214(g)(1)].'' See, e.g., INA section 214(g)(3); INA section
214(g)(10); Continuing Appropriations Act, 2024, div. A, sec. 101(6)
(extending the authority provided in FY 2023 Omnibus div. O, sec.
303 (``Notwithstanding the numerical limitation set forth in section
214(g)(1)(B) of the [INA] . . . .'')).
\79\ The White House, Los Angeles Declaration on Migration and
Protection, June 10, 2022, https://www.whitehouse.gov/briefing-room/statements-releases/2022/06/10/los-angeles-declaration-on-migration-and-protection/.
\80\ Trilateral Joint Statement, April 11, 2023, https://www.dhs.gov/news/2023/04/11/trilateral-joint-statement.
\81\ The White House, Joint Statement from the United States and
Guatemala on Migration (June 1, 2023), https://www.whitehouse.gov/briefing-room/statements-releases/2023/06/01/joint-statement-from-the-united-states-and-guatemala-on-migration/; United States
Department of State, U.S.-Colombia Joint Commitment to Address the
Hemispheric Challenge of Irregular Migration (June 4, 2023), https://www.state.gov/u-s-colombia-joint-commitment-to-address-the-hemispheric-challenge-of-irregular-migration/; The White House,
Readout of Principal Deputy National Security Advisor Jon Finer's
Meeting with Colombian Foreign Minister Alvaro Leyva (June 11,
2023), https://www.whitehouse.gov/briefing-room/statements-releases/2023/06/11/readout-of-principal-deputy-national-security-advisor-jon-finers-meeting-with-colombian-foreign-minister-alvaro-leyva/;
United States Department of State, U.S.-Costa Rica Joint Commitment
to Address the Hemispheric Challenge of Irregular Migration (June
12, 2023), https://www.state.gov/u-s-costa-rica-joint-commitment-to-address-the-hemispheric-challenge-of-irregular-migration/; United
States Department of State, Announcement of Safe Mobility Office in
Ecuador (October 19, 2023), https://www.state.gov/announcement-of-
safe-mobility-office-in-ecuador/
#:~:text=The%20United%20States%20is%20pleased,authorized%20channels%2
0of%20lawful%20migration.
\82\ See Section 3(c) of E.O. 14010, Creating a Comprehensive
Regional Framework To Address the Causes of Migration, To Manage
Migration Throughout North and Central America, and To Provide Safe
and Orderly Processing of Asylum Seekers at the United States
Border, signed February 2, 2021, https://www.govinfo.gov/content/pkg/FR-2021-02-05/pdf/2021-02561.pdf. E.O. 14010 referred to the
three countries of El Salvador, Guatemala, and Honduras as the
``Northern Triangle,'' but this rule refers to these countries
collectively as the Northern Central American countries.
\83\ See https://twitter.com/DHSgov/status/1580310211931144194?ref_src=twsrc%5Etfw (this supplemental
allocation to workers from Haiti, Honduras, Guatemala, and El
Salvador ``advances the Biden Administration's pledge, under the
L.A. Declaration to expand legal pathways as an alternative to
irregular migration''); The White House, Fact Sheet: The Los Angeles
Declaration on Migration and Protection U.S, Government and Foreign
Partner Deliverables, https://www.whitehouse.gov/briefing-room/statements-releases/2022/06/10/fact-sheet-the-los-angeles-declaration-on-migration-and-protection-u-s-government-and-foreign-partner-deliverables/ (addressing several measures, including the H-
2B allocation for nationals of Haiti, as part of ``the President's
commitment to support the people of Haiti.''). We also note
Congress' recent statement, in a provision within the FY 2022
Omnibus, that it is the policy of the United States to support the
sustainable rebuilding and development of Haiti. See Section 102 of
Division V of the Consolidated Appropriations Act, 2022, Public Law
117-103. See also DHS, Identification of Foreign Countries Whose
Nationals Are Eligible To Participate in the H-2A and H-2B
Nonimmigrant Worker Programs, 86 FR 62562 (Nov. 10, 2021)
(sustainable development and the stability of Haiti is vital to the
interests of the United States as a close partner and neighbor).
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DHS observed robust employer interest in response to the FY 2021 H-
2B supplemental visa allocation for Salvadoran, Guatemalan, and
Honduran nationals and the FY 2022 and FY 2023 supplemental visa
allocations for Salvadoran, Guatemalan, Honduran, and Haitian
nationals, with USCIS
[[Page 80408]]
approving petitions on behalf of 6,805 beneficiaries under the FY 2021
allocation,\84\ 3,231 beneficiaries under the FY 2022 first half
supplemental allocation,\85\ 12,318 beneficiaries for the second half
of the fiscal year FY 2022, and 23,832 beneficiaries under the FY 2023
allocation.\86\ In addition, DHS and the Biden administration have
continued to conduct outreach efforts promoting the H-2B program as,
among other things, a lawful pathway for nationals of El Salvador,
Guatemala, Honduras, and Haiti to work in the United States.\87\
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\84\ While USCIS approved a greater number of beneficiaries from
the Northern Central American countries than the 6,000 visas
allocated under the FY 2021 supplemental cap for those countries,
the Department of State issued 3,079 visas to nationals from those
countries. See DHS, USCIS, Office of Performance and Quality,
CLAIMS3, VIBE, DOS Visa Issuance Data, queried 10/2023, TRK 13122,
H-2B Visa Issuance Report September 30, 2023. This discrepancy can
be attributed to adverse impacts on consular processing caused by
the COVID-19 pandemic, travel restrictions, as well as lack of
readily available processes to efficiently match workers from
Northern Central American countries with U.S. recruiters/employers
on an expedited timeline.
\85\ See DHS, USCIS, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data, queried 10/2023, TRK 13122, H-2B Visa
Issuance Report September 30, 2023.
\86\ See DHS, USCIS, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data, queried 10/2023, TRK 13122, H-2B Visa
Issuance Report September 30, 2023. While USCIS approved a greater
number of beneficiaries from the Northern Central American countries
and Haiti than the 11,500 visas allocated under the FY 2022 second
half supplemental cap for those countries, the Department of State
issued approximately 7,405 visas to nationals from those countries.
Similarly, while USCIS approved a greater number of beneficiaries
from the Northern Central American countries and Haiti than the
20,000 visas allocated under the FY 2023 supplemental cap for those
countries, the Department of State issued approximately 16,713 visas
to nationals from those countries. DHS anticipates that the issuance
of this rule early in the fiscal year, the fact that this is the
fourth year that DHS will make a specific allocation available for
workers from the Northern Central American countries, as well as the
inclusion of nationals from several additional countries, will
contribute to even greater utilization of available visas under this
allocation during FY 2024.
\87\ See, e.g., USAID, Administrator Samantha Power at the
Summit of the Americas Fair Recruitment and H-2 Visa Side Event,
https://www.usaid.gov/news-information/speeches/jun-9-2022-administrator-samantha-power-summit-americas-fair-recruitment-and-h-2-visa (June 9, 2022) (``Our combined efforts [with the labor
ministries in Honduras and Guatemala, and the Foreign Ministry in El
Salvador] . . . resulted in a record number of H-2 visas issued in
2021, including a nearly forty percent increase over the pre-
pandemic levels in H-2B visas issued across all three countries.'').
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DHS will not accept and will reject petitions submitted for the
country-specific allocation with a date of need on or after April 1,
2024 that are received earlier than 15 days after the INA section
214(g) cap for the second half of FY 2024 is met or are received after
the applicable numerical limitation has been reached or after September
16, 2024. Requiring petitioners to wait to submit H-2B supplemental cap
petitions with start dates of need on or after April 1, 2024 is
consistent with the supplemental cap authority in section 303, as
extended to FY 2024 by Public Law 118-15, Continuing Appropriations
Act, 2023 and Other Extensions Act, and will facilitate the orderly
intake and processing of supplemental cap petitions for the country-
specific allocation. As discussed above, similar limitations apply to
the intake and processing of returning worker petitions with start
dates of need on or after April 1, 2024.
Similar to the previous temporary final rules for the FY 2019, FY
2021, FY 2022, and FY 2023 supplemental caps, the Secretary of Homeland
Security has also determined to limit the supplemental visas to H-2B
returning workers,\88\ unless the employer indicates on the new
attestation form that it is requesting workers who are nationals of one
of the specified countries and who are therefore counted towards the
20,000 country-specific allocation regardless of whether they are new
or returning workers. If the 20,000 country-specific allocation is
reached and visas remain available under the returning worker cap,
USCIS would reject a petition seeking workers under the 20,000
allocation and return any fees submitted to the petitioner. In such a
case, a petitioner may continue to request workers who are nationals of
one of these countries, but the petitioner must file a new Form I-129
petition, with fee, and attest that these noncitizens will be returning
workers, in other words, workers who were issued H-2B visas or were
otherwise granted H-2B status in FY 2021, 2022, or 2023.\89\ Like the
temporary final rules for the first half and for the second half of FY
2022 and FY 2023, if the 20,000 returning worker exemption cap for
specific nationals remains unfilled, DHS will not make unfilled visas
reserved for these nationals available to the general returning worker
cap. The DHS decision not to make available unfilled visas from the
country-specific allocation to the general supplemental cap for
returning workers is consistent with the administration's goal of
providing a lawful pathway for such nationals to temporarily work in
the United States. To that end, not permitting rollover into the
returning worker allocation provides employers with more time to
petition for, and bring in, workers from these countries and encourages
full use of the 20,000 country-specific allocation to meet employer
needs. This, in turn, contributes to our country's efforts to promote
and improve safety, security and economic stability in these countries
to help stem the flow of irregular migration to the United States.
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\88\ For purposes of this rule, these returning workers could
have been H-2B cap exempt or extended H-2B status in FY 2021, 2022,
or 2023. Additionally they may have been previously counted against
the annual H-2B cap of 66,000 visas during FY 2021, 2022, or 2023,
or the supplemental caps in FY 2021, 2022, or 2023.
\89\ The returning worker allocations are for workers who were
issued H-2B visas or held H-2B status in fiscal years 2021, 2022, or
2023, regardless of country of nationality. Therefore, a petitioner
may choose to petition for Salvadoran, Guatemalan, Honduran,
Haitian, Colombian, Ecuadorian, or Costa Rican nationals who meet
this requirement under an available returning worker allocation,
regardless of whether the separate 20,000 allocation for these
nationals has been reached.
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The Secretary of Homeland Security's determination to increase the
numerical limitation is based, in part, on the conclusion that some
businesses are suffering irreparable harm or will suffer impending
irreparable harm without the ability to employ all of the H-2B workers
requested on their petition. In recent years, members of Congress have
informed the Secretaries of Homeland Security and Labor about the needs
of some U.S. businesses for H-2B workers (after the statutory cap for
the relevant half of the fiscal year has been reached) and about the
potentially negative impact on state and local economies if the cap is
not increased.\90\ U.S. businesses, chambers of commerce, employer
organizations, and state and local elected officials have also
expressed concerns in recent years to the DHS and Labor Secretaries
regarding the unavailability of H-2B visas after the statutory cap was
reached.\91\ In addition, several commenters on the FY 2023 TFR
supported the Departments' decision to publish one rule covering the
entire fiscal year for 2023, and urged the Departments to once again
publish one rule covering the entire fiscal year for 2024 in order to
save time in the second half of the fiscal year, conserve limited
agency resources, and reduce uncertainty for employers.\92\
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\90\ See the docket for this rulemaking for access to these
letters.
\91\ See the docket for this rulemaking for access to these
letters.
\92\ See the docket for this rulemaking for access to these
comments.
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After considering the full range of evidence and diverse points of
view, the Secretary of Homeland Security has deemed it appropriate to
take action to prevent further severe and permanent financial loss for
those employers currently suffering irreparable harm and to avoid
impending irreparable harm for other employers unable to obtain H-2B
[[Page 80409]]
workers under the statutory cap, including potential wage and job
losses by their U.S. workers, as well as other adverse downstream
economic effects.\93\ At the same time, the Secretary of Homeland
Security believes it is appropriate to condition receipt of
supplemental visas on adherence to additional worker protections, as
discussed below.
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\93\ See, e.g., Impacts of the H-2B Visa Program for Seasonal
Workers on Maryland's Seafood Industry and Economy, Maryland
Department of Agriculture Seafood Marketing Program and Chesapeake
Bay Seafood Industry Association (March 2, 2020), available at
https://mda.maryland.gov/documents/2020-H2B-Impact-Study.pdf (last
visited Sept. 29, 2023); Hospitality Employment Rose in May, But
Hoteliers Report Lingering Labor Woes, Hotel Dive (Jun. 7, 2023),
https://www.hoteldive.com/news/hotel-employment-labor-shortage-increased-wage/652308/(last visited Oct. 2, 2023).
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The decision to afford the benefits of this temporary cap increase
to U.S. businesses that need H-2B workers because they are suffering
irreparable harm already or will suffer impending irreparable harm, and
that will comply with additional worker protections, rather than
applying the cap increase to any and all businesses seeking temporary
workers, is consistent with DHS's time-limited authority to increase
the cap, as explained below. The Secretary of Homeland Security, in
implementing section 303, as extended by Public Law 118-15, and
determining the scope of any such increase, has broad discretion,
following consultation with the Secretary of Labor, to identify the
business needs that are most relevant, while bearing in mind the need
to protect U.S. workers. Within that context, for the below reasons,
the Secretary of Homeland Security has determined to allow an overall
increase of up to 64,716 additional visas solely for the businesses
facing permanent, severe financial loss or those who will face such
loss in the near future.
First, DHS interprets the reference to ``the needs of American
businesses'' in section 303, as extended by Public Law 118-15, as
describing a need different from the need ordinarily required of
employers in petitioning for an H-2B worker. Under the generally
applicable H-2B program, each individual H-2B employer must demonstrate
that it has a temporary need for the services or labor for which it
seeks to hire H-2B workers. See 8 CFR 214.2(h)(6)(ii); 20 CFR 655.6.
The use of the phrase ``needs of American businesses,'' which is not
found in INA section 101(a)(15)(H)(ii)(b), 8 U.S.C.
1101(a)(15)(H)(ii)(b), or the regulations governing the standard H-2B
cap, authorizes the Secretary of Homeland Security in allocating
additional H-2B visas under section 303, as extended by Public Law 118-
15, to require that employers establish a need above and beyond the
normal standard under the H-2B program, that is, an inability to find
sufficient qualified U.S. workers willing and available to perform
temporary services or labor and that the employment of the H-2B worker
will not adversely affect the wages and working conditions of U.S.
workers, see 8 CFR 214.2(h)(6)(i)(A). DOL concurs with this
interpretation. Accordingly, the Secretaries have determined that it is
appropriate, within the limits discussed below, to tailor the
availability of this temporary cap increase to those businesses that
are suffering irreparable harm or will suffer impending irreparable
harm, in other words, those facing permanent and severe financial loss.
Second, the approach set forth in this rule, which is similar to
the implementation of the supplemental caps in previous fiscal years,
provides protections against adverse effects on U.S. workers that may
result from a cap increase, including, as in previous rules, requiring
employers seeking H-2B workers under the supplemental cap to engage in
additional recruitment efforts for U.S. workers.
In sum, this rule increases the numerical limitation by up to
64,716 additional H-2B visas for the entirety of FY 2024, but also
restricts the availability of those additional visas by prioritizing
only the most significant business needs, and limiting eligibility to
H-2B returning workers, unless the worker is a national of one of the
countries included in the 20,000 country-specific allocation that is
exempt from the returning worker limitation. This rule also distributes
the supplemental visas in several allocations to assist U.S. businesses
that need workers to begin work on different start dates. These
provisions are each described in turn below.
B. Numerical Increase and Allocations for Fiscal Year 2024
Making the Maximum Number of Visas Available
The increase of up to 64,716 visas will help address the urgent
needs of eligible employers for additional H-2B workers for those
employers with employment needs in fiscal year 2024.\94\ The
determination to allow up to 64,716 additional H-2B visas reflects a
balancing of a number of factors including: the demand for H-2B visas
during the first half of FY 2024 and expected demand for the second
half of FY 2024; current labor market conditions; the general trend of
increased demand for H-2B visas from FY 2017 to FY 2023; H-2B returning
worker data; the amount of time for employers to hire and obtain H-2B
workers in this fiscal year; and the objectives of E.O. 14010 and the
L.A. Declaration. DHS believes the numerical increase both addresses
the needs of U.S. businesses and, as explained in more detail below,
furthers the foreign policy interests of the United States.
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\94\ In contrast with section 214(g)(1) of the INA, 8 U.S.C.
1184(g)(1), which establishes a cap on the number of individuals who
may be issued visas or otherwise provided H-2B status (emphasis
added), and section 214(g)(10) of the INA, 8 U.S.C. 1184(g)(10),
which imposes a first half of the fiscal year cap on H-2B issuance
with respect to the number of individuals who may be issued visas or
are accorded [H-2B] status'' (emphasis added), section 303 only
authorizes DHS to increase the number of available H-2B visas.
Accordingly, DHS will not permit individuals authorized for H-2B
status pursuant to an H-2B petition approved under section 303 to
change to H-2B status from another nonimmigrant status. See INA
section 248, 8 U.S.C. 1258; see also 8 CFR part 248. If a petitioner
files a petition seeking H-2B workers in accordance with this rule
and requests a change of status on behalf of someone in the United
States, the change of status request will be denied, but the
petition will be adjudicated in accordance with applicable DHS
regulations. Any noncitizen authorized for H-2B status under the
approved petition would need to obtain the necessary H-2B visa at a
consular post abroad and then seek admission to the United States in
H-2B status at a port of entry.
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Section 303 of the FY 2023 Omnibus, as extended by Public Law 118-
15, sets the highest number of H-2B returning workers who were exempt
from the cap in certain previous years as the maximum limit for any
increase in the H-2B numerical limitation for FY 2024.\95\ Consistent
with the statute's reference to H-2B returning workers, in determining
the appropriate number by which to increase the H-2B numerical
limitation, the Secretary of Homeland Security focused on the number of
visas allocated to such workers in years in which Congress enacted
returning worker exemptions from the H-2B numerical limitation. During
each of the years the returning worker provision was in force, U.S.
employers' standard business needs for H-2B workers exceeded the
statutory 66,000 cap. The highest number of H-2B returning workers
approved was 64,716 in FY 2007. In setting the number of
[[Page 80410]]
additional H-2B visas to be made available for FY 2024, DHS considered
this number, overall indications of increased need, and the
availability of U.S. workers, as discussed below. On the basis of these
considerations, DHS determined that it is appropriate to make available
up to 64,716 additional visas, which is the maximum allowed, under the
FY 2024 supplemental cap authority. The Secretary further considered
the objectives of E.O. 14010 and the L.A. Declaration, both of which
focus in part on addressing the root causes of irregular migration and
managing migration through lawful pathways. Accordingly, the Secretary
determined that it is appropriate to reserve up to 20,000 of the up to
64,716 additional visas and exempt this number from the returning
worker requirement for nationals of El Salvador, Guatemala, Honduras,
Haiti, Colombia, Ecuador, or Costa Rica.
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\95\ During fiscal years 2005 to 2007, and 2016, Congress
enacted ``returning worker'' exemptions to the H-2B visa cap,
allowing workers who were counted against the H-2B cap in one of the
three preceding fiscal years not to be counted against the upcoming
fiscal year cap. Save Our Small and Seasonal Businesses Act of 2005,
Public Law 109-13, Sec. 402 (May 11, 2005); John Warner National
Defense Authorization Act, Public Law 109-364, Sec. 1074 (Oct. 17,
2006); Consolidated Appropriations Act of 2016, Public Law 114-113,
Sec. 565 (Dec. 18, 2015).
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In past years, the number of beneficiaries covered by H-2B
petitions filed exceeded the number of additional visas allocated under
recent supplemental caps. In FY 2018, USCIS received petitions for
approximately 29,000 beneficiaries during the first 5 business days of
filing for the 15,000 supplemental cap. USCIS therefore conducted a
lottery on June 7, 2018, to randomly select petitions that it would
accept under the supplemental cap. Of the selected petitions, USCIS
issued approvals for 15,672 beneficiaries.\96\ In FY 2019, USCIS
received sufficient petitions for the 30,000 supplemental cap on June
5, 2019, but did not conduct a lottery to randomly select petitions
that it would accept under the supplemental cap. Of the petitions
received, USCIS issued approvals for 32,717 beneficiaries. In FY 2021,
USCIS received a sufficient number of petitions for the 22,000
supplemental cap on August 13, 2021, including a significant number for
workers from Northern Central American countries.\97\ Of the petitions
received, USCIS issued approvals for 30,707 beneficiaries, including
approvals for 6,805 beneficiaries under the allocation for the
nationals of the Northern Central American countries.\98\
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\96\ USCIS recognizes it may have received petitions for more
than 29,000 supplemental H-2B workers if the cap had not been
exceeded within the first 5 days of opening. However, DHS estimates
that not all of the 29,000 workers requested under the FY 2018
supplemental cap would have been approved and/or issued visas. For
instance, although DHS approved petitions for 15,672 beneficiaries
under the FY 2018 cap increase, the Department of State data shows
that as of January 15, 2019, it issued only 12,243 visas under that
cap increase. Similarly, DHS approved petitions for 12,294
beneficiaries under the FY 2017 cap increase, but the Department of
State data shows that it issued only 9,160 visas.
\97\ On June 3, 2021, USCIS announced that it had received
enough petitions to reach the cap for the additional 16,000 H-2B
visas made available for returning workers only, but that it would
continue accepting petitions for the additional 6,000 visas allotted
for nationals of the Northern Central American countries. See USCIS,
Cap Reached for Additional Returning Worker H-2B Visas for FY 2021,
https://www.uscis.gov/news/alerts/cap-reached-for-additional-returning-worker-h-2b-visas-for-fy-2021 (Jun. 3, 2021). On July 23,
2021, USCIS announced that, because it did not receive enough
petitions to reach the allocation for the Northern Central American
countries by the July 8 filing deadline, the remaining visas were
available to H-2B returning workers regardless of their country of
origin. See USCIS, Employers May File H-2B Petitions for Returning
Workers for FY 2021, https://www.uscis.gov/news/alerts/employers-may-file-h-2b-petitions-for-returning-workers-for-fy-2021 (Jul. 23,
2021).
\98\ See Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data queried 10/2023, TRK 13122. The number
of approved workers exceeded the number of additional visas
authorized for FY 2018, FY 2019, as well as for FY 2021 to allow for
the possibility that some approved workers would either not seek a
visa or admission, would not be issued a visa, or would not be
admitted to the United States. Unlike these past supplemental cap
TFRs, petitions filed under the first half FY 2022 TFR did not
exceed the additional allocation of 20,000 H-2B visas provided by
that rule.
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In FY 2022, DHS made the supplemental cap available twice, once in
January 2022 and again in May 2022. Under the earlier FY 2022
supplemental cap for petitions with start dates in the first half of FY
2022, USCIS had issued approvals for 17,381 beneficiaries, including
approvals for 3,231 beneficiaries under the allocation for nationals of
the Northern Central American countries and Haiti.\99\ For the second
half of FY 2022, within the first five business days of filing, USCIS
received petitions for more beneficiaries than the additional 23,500
supplemental visas made available for returning workers, thus
necessitating a random selection of petitions to meet the returning
worker allotment.\100\ Of the petitions received for the second half of
FY 2022, USCIS issued approvals for 43,798 beneficiaries, including
approvals for 12,318 beneficiaries under the allocation for nationals
of the Northern Central American countries and Haiti.\101\
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\99\ See Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data queried 10/2023, TRK 13122.
\100\ See USCIS, Cap Reached for Additional Returning Worker H-
2B Visas for Second Half of FY 2022, https://www.uscis.gov/newsroom/alerts/cap-reached-for-additional-returning-worker-h-2b-visas-for-second-half-of-fy-2022 (May 31, 2022).
\101\ See Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, C3
Consolidated, queried 10/2023, TRK 13122. The number of approved
workers exceeded the number of additional visas authorized for the
second half of FY 2022 to allow for the possibility that some
approved workers would either not seek a visa or admission, would
not be issued a visa, or would not be admitted to the United States.
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In FY 2023, USCIS received enough petitions to reach the cap for
the additional 18,216 H-2B visas made available for returning workers
for the first half of fiscal year by January 30, 2023, and USCIS
received enough petitions to reach the cap for the additional 16,500 H-
2B visas made available for returning workers for the early second half
of fiscal year by March 30, 2023.\102\ Of the petitions for
supplemental H-2B visas in FY 2023, USCIS issued approvals for 78,302
beneficiaries, including 7,157 beneficiaries under the allocation of
10,000 visas made available for returning workers for the late second
half of the fiscal year and 23,832 beneficiaries under the allocation
of 20,000 visas reserved for nationals of the Northern Central American
countries and Haiti.\103\
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\102\ See USCIS, Cap Reached for Additional Returning Worker H-
2B Visas for the First Half of FY 2023, https://www.uscis.gov/newsroom/alerts/cap-reached-for-additional-returning-worker-h-2b-visas-for-the-first-half-of-fy-2023 (Jan. 31, 2023); USCIS, Cap
Reached for Additional Returning Worker H-2B Visas for the Early
Second Half of FY 2023, https://www.uscis.gov/newsroom/alerts/cap-reached-for-additional-returning-worker-h-2b-visas-for-the-early-second-half-of-fy-2023 (Mar. 31, 2023).
\103\ See DHS, USCIS, Office of Performance and Quality,
CLAIMS3, VIBE, DOS Visa Issuance Data, queried 10/2023, TRK 13122,
H-2B Visa Issuance Report September 30, 2023. The number of approved
workers exceeded the number of additional visas authorized for FY
2023 to allow for the possibility that some approved workers would
either not seek a visa or admission, would not be issued a visa, or
would not be admitted to the United States.
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Data for the first half of FY 2024 clearly indicate an immediate
need for additional supplemental H-2B visas for employers with start
dates on or before March 31, 2024. USCIS received a sufficient number
of H-2B petitions to reach the first half of the FY 2024 fiscal year
statutory cap on October 11, 2023.\104\ Further, the date on which
USCIS received sufficient H-2B petitions to reach the first half
semiannual statutory cap has generally trended earlier in recent years.
In fiscal years 2017 through 2024, USCIS received a sufficient number
of H-2B petitions to reach or exceed the relevant first half statutory
cap on January 10, 2017, December 15, 2017, December 6, 2018, November
15, 2019, November 16, 2020, September 30, 2021, September
[[Page 80411]]
12, 2022, and October 11, 2023, respectively.\105\
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\104\ See USCIS, USCIS Reaches H-2B Cap for First Half of FY
2024, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2024 (Oct. 13, 2023).
\105\ See USCIS, USCIS Reaches H-2B Cap for First Half of FY
2017, https://www.uscis.gov/archive/uscis-reaches-the-h-2b-cap-for-the-first-half-of-fiscal-year-2017 (Jan. 13, 2017); USCIS, USCIS
Reaches H-2B Cap for First Half of FY 2018, https://www.uscis.gov/archive/uscis-reaches-h-2b-cap-for-first-half-of-fy-2018 (Dec. 21,
2017); USCIS, USCIS Reaches H-2B Cap for First Half of FY 2019,
https://www.uscis.gov/news/news-releases/uscis-reaches-h-2b-cap-for-first-half-of-fy-2019 (Dec. 12, 2018); USCIS, USCIS Reaches H-2B Cap
for First Half of FY 2020, https://www.uscis.gov/news/news-releases/uscis-reaches-h-2b-cap-for-first-half-of-fy-2020 (Nov. 20, 2019);
USCIS, USCIS Reaches H-2B Cap for First Half of FY 2021, https://www.uscis.gov/news/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2021 (Nov. 18, 2020); USCIS, USCIS Reaches H-2B Cap for First
Half of FY 2022, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2022 (Oct. 12, 2021); USCIS,
USCIS Reaches H-2B Cap for First Half of FY 2023, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2023 (Sept. 14, 2022); USCIS, USCIS Reaches H-2B Cap for First
Half of FY 2024, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2024 (Oct. 13, 2023).
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Through the third quarter of FY 2023, approximately 85.2 percent of
H-2B filings were for positions within just 5 sectors.\106\ NAICS 56
(Administrative and Support and Waste Management and Remediation
Services) accounted for 39.5% of filings, NAICS 71 (Accommodation and
Food Services) accounted for 11.2%, NAICS 72 (Arts, Entertainment, and
Recreation) accounted for 18.00%, NAICS 23 (Construction) accounted for
12.4%, and NAICS 11 (Agriculture, Forestry, Fishing and Hunting)
accounted for 4.1% of filings.
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\106\ USCIS analysis of DOL OLFC Performance data.
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Within these industries, DOL data show higher labor demand relative
to recent history. More specifically, industry unemployment data from
the Bureau of Labor Statistics (BLS) show that the industry
unemployment rate in each of these industries is lower than the long
term (10-year) average.\107\
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\107\ USCIS has elected to use a long-term average as a
reference point so as to minimize the impact that the Covid-19
pandemic has on the comparison of the industry employment rate. All
data are taken from the respective BLS ``Industry at a Glance''
pages. See https://www.bls.gov/iag/tgs/iag11.htm, https://www.bls.gov/iag/tgs/iag23.htm, https://www.bls.gov/iag/tgs/iag60.htm, https://www.bls.gov/iag/tgs/iag71.htm, https://www.bls.gov/iag/tgs/iag72.htm. All data accessed September 20, 2023.
[GRAPHIC] [TIFF OMITTED] TR17NO23.020
[GRAPHIC] [TIFF OMITTED] TR17NO23.021
In August 2023, the industry unemployment for NAICS 56 \108\ was
3.7 percent, which is 1.31 points lower than its 10-year average of
5.01 percent, while the industry unemployment rate for NAICS 71 was 4.5
percent which is 3.85 points lower than its 10-year average of 8.35
percent. The August 2023 industry unemployment rate for NAICS 72 (6.10
percent) was 2.13 points lower than its 10-year average of 8.23 percent
while the rate for NAICS 23 (3.9 percent) was 2.53 points lower than
its 10-year average of 6.43 percent. The industry unemployment rate for
NAICS 11 (5.80 percent) was 1.96 points lower than its 10-year average
of 7.76 percent. The relatively low unemployment rate across these
industries is a clear indication of a strong labor demand within these
industries. The Departments believe that the supplemental allocation of
H-2B visas described in this temporary final rule will help to meet
demand in these industries.
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\108\ Data presented here are for the Professional and Business
Services Supersector, which is comprised of NAICS 54, NAICS 55 and
NAICS 56. See https://www.bls.gov/iag/tgs/iag60.htm. As such, the
data presented here should be understood to be the best possible
proxy for changes in NAICS 56 and not a direct measurement of any
specific change in the actual underlying sectors. The latest data
available, for July, 2023 from the Department of Labor's Current
Employment Statistics program indicates that NAICS 56 accounted for
just under 42% of employment in Professional Business Services. All
data accessed September 27, 2023.
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Economy-wide data also indicate that labor-market tightness
continues to exist. The most recent Employment Situation released by
the Bureau of Labor Statistics (BLS) stated that the unemployment rate
was 3.8 percent in September 2023.\109\ Historically, the availability
of H-2B visas addressed a need in the labor market during periods of
lower unemployment. Chart 1 \110\ shows that the H-2B visa allocations
for Fiscal Year 2024 \111\ made by this rule are slightly higher than
the historical trend but are generally consistent with what the current
unemployment rate alone would predict. Additionally, when the
unemployment rate is below 6 percent, there is greater variance in the
total number of H-2B visas issued in a given year; for example, in
years 2022, 2007 and 2006, when the unemployment rate ranged from
approximately 3.5 percent to 4.6 percent, the total number of H-2B
visas issued were comparable to what is planned for 2024. The data
presented in chart 1 is meant to provide additional context and to
demonstrate that the total allocation of H-2B visas is reasonable given
labor market conditions.
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\109\ See DOL, BLS, The Employment Situation--September 2023,
https://www.bls.gov/news.release/archives/empsit_10062023.pdf (Oct.
6, 2023).
\110\ Annual data presented here is on a fiscal year basis.
Fiscal year averages were calculated by taking the average of the
monthly unemployment rate for the months in each respective fiscal
year (October-September). Data for fiscal year 2023 are for October
2022-August 2023. Unemployment rate for 2024 is based on median
Federal Reserve projections See https://www.federalreserve.gov/monetarypolicy/fomcprojtabl20230920.htm (accessed September 29,
2023).
\111\ The number of estimated visas issued for Fiscal Year 2024
is based on the sum of the fiscal year statutory cap for H-2B
workers (66,000) and the supplemental allocation for this rule
(64,716), for a total H-2B visa allocation of 130,716.
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[[Page 80412]]
[GRAPHIC] [TIFF OMITTED] TR17NO23.022
Given the level of demand for H-2B workers, the continued economic
recovery, and continued job growth, DHS believes it is appropriate to
release the maximum amount of additional visas at this time.
Making Allocations for All of FY 2024 in a Single Rule
As in FY 2023, DHS believes that it is appropriate to issue a
single rule for the entire fiscal year for multiple reasons.\112\
First, DHS expects that there is demand for supplemental visas in the
first half of FY 2024. As previously discussed, USCIS already received
enough petitions to reach the congressionally mandated cap on H-2B
visas for temporary nonagricultural workers for the first half of FY
2024.\113\ Further, the date on which USCIS received sufficient H-2B
petitions to reach the first half semiannual statutory caps has
generally trended earlier in recent years. In fiscal years 2017 through
2024, USCIS received a sufficient number of H-2B petitions to reach or
exceed the relevant first half statutory cap on January 10, 2017,
December 15, 2017, December 6, 2018, November 15, 2019, November 16,
2020, September 30, 2021, September 12, 2022, and October 11, 2023,
respectively.\114\
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\112\ Further, DHS believes that 64,716 is an appropriate number
of supplemental visas to make available, as this rule will cover
both the first and second half of FY 2024.
\113\ See USCIS, USCIS Reaches H-2B Cap for First Half of FY
2024, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2024 (Oct. 13, 2023).
\114\ See USCIS, USCIS Reaches H-2B Cap for First Half of FY
2017, https://www.uscis.gov/archive/uscis-reaches-the-h-2b-cap-for-the-first-half-of-fiscal-year-2017 (Jan. 13, 2017); USCIS, USCIS
Reaches H-2B Cap for First Half of FY 2018, https://www.uscis.gov/archive/uscis-reaches-h-2b-cap-for-first-half-of-fy-2018 (Dec. 21,
2017); USCIS, USCIS Reaches H-2B Cap for First Half of FY 2019,
https://www.uscis.gov/news/news-releases/uscis-reaches-h-2b-cap-for-first-half-of-fy-2019 (Dec. 12, 2018); USCIS, USCIS Reaches H-2B Cap
for First Half of FY 2020, https://www.uscis.gov/news/news-releases/uscis-reaches-h-2b-cap-for-first-half-of-fy-2020 (Nov. 20, 2019);
USCIS, USCIS Reaches H-2B Cap for First Half of FY 2021, https://www.uscis.gov/news/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2021 (Nov. 18, 2020); USCIS, USCIS Reaches H-2B Cap for First
Half of FY 2022, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2022 (Oct. 12, 2021); USCIS,
USCIS Reaches H-2B Cap for First Half of FY 2023, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2023 (Sept. 14, 2022); USCIS, USCIS Reaches H-2B Cap for First
Half of FY 2024, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2024 (Oct. 13, 2023).
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Second, based on relevant data, DHS expects that USCIS will reach
the statutory cap for the second half of FY 2024 and that there will
accordingly be demand for supplemental visas in the second half of FY
2024. For example, in fiscal years 2017 through 2023, USCIS received a
sufficient number of H-2B petitions to reach or exceed the relevant
second half statutory cap on March 13, 2017, February 27, 2018,
February 19, 2019, February 18, 2020, February 12, 2021, February 25,
2022, and February 27, 2023.\115\ In addition, DOL data shows
consistently high demand in recent years, particularly during the
second half of the fiscal year. In recent years, DOL has received an
increasing number of TLC applications for an increasing number of H-2B
workers with April 1 start dates: DOL received 4,500 applications on
January 1, 2018, covering more than 81,600 worker positions; DOL
received 5,276 applications by January 8, 2019, covering more than
96,400 worker positions; DOL received 5,677 applications during the
initial three-day filing window in 2020 covering 99,362 worker
positions; DOL received 5,377 applications during the initial three-day
filing window in 2021 covering 96,641 worker positions; DOL received
7,875 applications by January 7, 2022, covering 136,555 worker
positions; and DOL received 8,693 applications during the initial
three-day filing window in 2023, covering 142,796 worker
positions.\116\
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\115\ See USCIS, USCIS Reaches the H-2B Cap for Fiscal Year
2017, https://www.uscis.gov/archive-alerts/uscis-reaches-the-h-2b-cap-for-fiscal-year-2017 (Mar. 16, 2017); USCIS, USCIS Completes
Random Selection Process for H-2B Visa Cap for Second Half of FY
2018, https://www.uscis.gov/archive/uscis-completes-random-selection-process-for-h-2b-visa-cap-for-second-half-of-fy-2018 (Mar.
1, 2018); USCIS, H-2B Cap Reached for FY 2019, https://www.uscis.gov/archive/h-2b-cap-reached-for-fy-2019 (Feb. 22, 2019);
USCIS, H-2B Cap Reached for Second Half of FY 2020, https://www.uscis.gov/news/alerts/h-2b-cap-reached-for-second-half-of-fy2020
(Feb. 26, 2020); USCIS, H-2B Cap Reached for Second Half of FY 2021,
https://www.uscis.gov/news/alerts/h-2b-cap-reached-for-second-half-of-fy-2021 (Feb. 24, 2021); USCIS, H-2B Cap Reached for Second Half
of FY 2022, https://www.uscis.gov/newsroom/alerts/h-2b-cap-reached-for-second-half-of-fy-2022 (Mar. 1, 2022); USCIS, USCIS Reaches H-2B
Cap for Second Half of FY 2023 and Announces Filing Dates for the
Second Half of FY 2023 Supplemental Visas, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-second-half-of-fy-2023-and-announces-filing-dates-for-the-second-half-of (Mar. 2, 2023).
\116\ See DOL, Announcements, https://www.dol.gov/agencies/eta/foreign-labor/news.
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Finally, publishing one rule that addresses all the visas available
for FY 2024 benefits the regulated public by giving more notice and
certainty of what will become available for the second
[[Page 80413]]
half. As noted in comments received in response to the FY 2023 TFR,
this approach allows businesses to better plan ahead for their seasonal
workforce needs.\117\
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\117\ See the docket for this rulemaking for access to these
comments.
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Filing Deadline of September 16, 2024 for All Petitions
The authority to approve H-2B petitions under this FY 2024
supplemental cap expires at the end of the fiscal year, i.e., the end
of September 30, 2024. Therefore, DHS is requiring employers requesting
any supplemental visas under this TFR, regardless of the employment
start date(s), to properly file their H-2B petition with USCIS no later
than September 16, 2024. USCIS will reject any cases that are received
after September 16, 2024. See new 8 CFR 214.2(h)(6)(xiv)(C). Because
DHS believes that 15 days from the end of the fiscal year is generally
the minimum time needed for petitions to be adjudicated, but also to
account for the fact that September 15, 2024 falls on a Sunday,\118\
DHS has set September 16, 2024 as the last day to file in order to
provide USCIS with adequate time for petition processing before the
expiration of the authority at the end of the fiscal year, although
USCIS cannot guarantee the time period will be sufficient for
adjudication of petitions in all cases.
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\118\ In prior rules, USCIS used September 15th as the cutoff
date for accepting petitions filed under the supplemental cap.
However, in FY 2024, September 15th is on a Sunday when USCIS does
not accept petitions. DHS has revised this date accordingly to avoid
potential confusion and frustration from petitioners who might have
otherwise expected their petitions to be received on the 15th but
would instead face rejection.
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In addition, the filing deadline will be earlier than September 16,
2024 if the applicable numerical limit for the relevant supplemental
visa allocation is reached before that date. See new 8 CFR
214.2(h)(6)(xiv)(C). In such a case, USCIS will also reject any cases
that are received after the applicable numerical limitation has been
reached.
Returning Worker Allocation for the First Half of FY 2024 (October 1,
2023 Through March 31, 2024)
For the first half of FY 2024, DHS will make 20,716 visas
immediately available upon publication of this TFR that are limited to
returning workers, in other words, those workers who were issued H-2B
visas or held H-2B status in fiscal years 2021, 2022, or 2023,
regardless of country of nationality. These petitions must request a
date of need starting on or before March 31, 2024. See new 8 CFR
214.2(h)(6)(xiv)(C).
DHS anticipates that employers will use all of the first half
allocation for returning workers, given how quickly USCIS reached the
FY 2024 first half statutory cap and the first half supplemental
allocation for FY 2023. As noted previously, USCIS received enough H-2B
petitions to reach the FY 2024 first half statutory cap on October 11,
2023.\119\ Under the FY 2023 TFR, which published on December 15, 2022,
USCIS received enough petitions to reach the 18,216 first half
allocation by January 31, 2023.\120\ Similarly, the relatively early
publication of this rule will provide interested employers more time to
prepare their petitions, increasing the likelihood that the first half
allocation for returning workers will be used.\121\ To the extent that
the first half allocation for returning workers is used, this TFR may
provide affected employers with some relief by making available a
separate allocation of visas for nationals of El Salvador, Guatemala,
Honduras, Haiti, Colombia, Ecuador, and Costa Rica, which will be
available for the entirety of FY 2024.
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\119\ See USCIS, USCIS Reaches H-2B Cap for First Half of FY
2024, https://www.uscis.gov/newsroom/alerts/uscis-reaches-h-2b-cap-for-first-half-of-fy-2024 (Oct. 13, 2023).
\120\ USCIS, Cap Reached for Additional Returning Worker H-2B
Visas for the First Half of FY 2023, https://www.uscis.gov/newsroom/alerts/cap-reached-for-additional-returning-worker-h-2b-visas-for-the-first-half-of-fy-2023 (Jan. 31, 2023).
\121\ Compare the publication date of this rule with December
15, 2022, the date the FY 2023 TFR was first published, and January
28, 2022, the date the temporary final rule making available
additional H-2B visas for the first half of FY 2022 was first
published.
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In the event that USCIS approves insufficient petitions to use all
20,716 visas, the unused numbers will not carry over for the second
half allocation because DHS believes that the operational burdens of
calculating and administering a process to carry over unused visas,
combined with the potential confusion for the public and adjudicators
that could result from having different filing cutoff dates for the
different allocations, would outweigh the benefits. In order to make
any unused first half visas available for employers with second half
start dates, DHS would need to set a filing cutoff date prior to
September 16, 2024 for the first half allocation, upon which it would
stop accepting such petitions and make a calculation of how many visas
should be re-released for second half employers. Calculating visas to
be re-released could also entail an additional cap allocation,
additional announcements to the public, and potentially an additional
lottery, all of which would significantly increase operational burdens.
In addition to increasing operational burdens, DHS believes that the
opening, closing, and potential re-opening of this allocation (and/or
other cap allocations) could cause confusion for the public and
adjudicators. Furthermore, not setting a filing cutoff date prior to
September 16, 2024 will maximize employers' opportunity to avail
themselves of the first half allocation. While DHS acknowledges that
this approach could potentially result in some employers with a
demonstrated business need in the second half of the fiscal year losing
the opportunity to receive a supplemental visa, it is DHS's expectation
that there will be sufficient demand from employers with first half
start dates to use the entire allocation.
Initial Returning Worker Allocation for the Early Second Half (April 1,
2024, Through May 14, 2024)
For the second half of FY 2024, DHS will initially make available
19,000 visas limited to returning workers, in other words, those
workers who were issued H-2B visas or held H-2B status in fiscal years
2021, 2022, or 2023, regardless of country of nationality. These
petitions must request a date of need starting on or after April 1,
2024, through and including May 14, 2024. Limiting this allocation to
employers with employment start dates on or before May 14, 2024
reflects DHS's intentions to give employers with needs later in the
season a better opportunity to access the H-2B program, and to prevent
employers from petitioning under both of the second-half allocations to
fill the same need.
To mitigate complications from concurrent administration of the
statutory second half cap, these petitions must be filed no earlier
than 15 days after the second half statutory cap is reached, a date
that USCIS will identify in a public announcement.\122\ When USCIS
announces that it has received a sufficient number of petitions to
reach the second half statutory cap, it will also announce the earliest
possible filing date (15 days after the second half statutory cap) for
this allocation. Concurrent administration of the second half statutory
cap with the second half supplemental cap would pose significant
operational challenges, particularly considering the volume of H-2B
petitions USCIS would have to
[[Page 80414]]
process at the same time. A cushion of 15 days after the second half
statutory cap is reached should provide USCIS with sufficient time to
process H-2B petitions filed under the second half statutory cap and
prepare to process petitions under this supplemental cap, and should
also provide petitioners not selected under the statutory cap with
enough time to refile under this supplemental cap. Furthermore, making
this allocation available after the second half statutory cap has been
reached builds in flexibility to account for variations in the timing
of that cap being reached. DHS cannot predict with certainty when the
FY 2024 second half statutory cap will be reached (or if it will be
reached), and therefore, did not specify a date for when to first allow
petitioners to file for FY 2024 second half supplemental visas. In the
event that the statutory second half FY 2024 cap is not reached, the
supplemental allocation for returning workers for the second half of FY
2024 will not become available.
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\122\ Pursuant to new 8 CFR 214.2(h)(6)(xiv)(C)(2), USCIS will
reject petitions filed pursuant to paragraph (h)(6)(xiv)(A)(1)(ii)
of this section requesting employment start dates from April 1, 2024
to May 14, 2024 that are received earlier than 15 days after the INA
section 214(g) cap for the second half FY 2024 has been met.
---------------------------------------------------------------------------
Based on historical data showing increasingly high demand for H-2B
workers with April 1 start dates, DHS expects all 19,000 visas to be
used quickly once the supplemental allocation becomes available.
However, in the event that USCIS approves insufficient petitions to use
all 19,000 visas, the unused numbers will not carry over for petition
approvals for employment start dates beginning on or after May 15,
2024. DHS chose to limit these 19,000 visas to start dates on or before
May 14, 2024, without the ability for these visas to be carried over
into the next allocation. As previously stated, DHS believes that the
operational burdens of calculating and administering a process to carry
over unused visas, combined with the potential confusion for the public
and adjudicators that could result from having different filing cutoff
dates for the different allocations, would outweigh the benefits. In
order to make any unused visas from this allocation available for late
second half of FY 2024 petitions, DHS would need to set a filing cutoff
date that would be after the cutoff for the first half allocation but
prior to any cutoff for late second half of FY 2024 petitions and prior
to September 16, 2024, upon which it would stop accepting petitions and
make a calculation of how many visas should be re-released for late
second half employers. Calculating visas to be re-released could also
entail an additional cap allocation, additional announcements to the
public, and potentially an additional lottery, all of which would
significantly increase operational burdens. In addition to increasing
operational burdens, DHS believes that the opening, closing, and
potential re-opening of this allocation (and/or other cap allocations)
could cause confusion for the public and adjudicators. Furthermore, not
setting a filing cutoff date prior to September 16, 2024, will maximize
employers' opportunity to avail themselves of the early second half
allocation. While DHS acknowledges that this approach could result in
employers in the late second half losing the opportunity to receive a
supplemental visa, it is DHS's expectation that there will be
sufficient demand from employers to use this entire allocation.
Additional Returning Worker Allocation for the Late Second Half (on or
After May 15, 2024, Through September 30, 2024)
For the late second half of FY 2024, DHS will make available an
additional allocation of 5,000 visas limited to returning workers, in
other words, those workers who were issued H-2B visas or held H-2B
status in fiscal years 2021, 2022, or 2023, regardless of country of
nationality. To assist employers needing workers to begin work during
the late spring and summer seasons in the fiscal year (also referred to
as ``late season employers''), these petitions must request a date of
need starting on or after May 15, 2024. These petitions must be filed
no sooner than 45 days after the second half statutory cap is reached,
a date that USCIS will identify in a public announcement.\123\ When
USCIS announces that it has received a sufficient number of petitions
to reach the second half statutory cap, it will also announce the
earliest possible filing date (45 days after the second half statutory
cap) for this allocation. The cushion of 45 days after the second half
statutory cap is reached is intended to provide USCIS with sufficient
time to process H-2B petitions filed under the second half statutory
cap that remain pending, as well as to process the expected influx of
petitions under the early second half supplemental cap that will begin
15 days after the second half statutory cap is reached.\124\ By
allowing USCIS to manage its workload in this way, the 45-day period
will help USCIS prepare to process petitions under the late second half
supplemental cap and mitigate the complications from concurrent
administration of these various caps.
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\123\ Pursuant to new 8 CFR 214.2(h)(6)(xiv)(C)(3), USCIS will
reject petitions filed pursuant to paragraph (h)(6)(xiv)(A)(1)(iii)
of this section requesting employment start dates from May 15, 2024
to September 30, 2024, that are received earlier than 45 days after
the INA section 214(g) cap for the second half FY 2024 has been met.
\124\ While petitioners may continue to submit petitions under
the early second half supplemental cap through September 16, DHS
expects the heaviest filing to occur soon after the visas become
available. This expectation is based on historical filing patterns,
as well as an assumption that employers will try act quickly to
secure workers consistent with their dates of need.
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This is the second supplemental cap reserved for late season
employers that need workers to begin work during the late spring and
summer seasons in the fiscal year.\125\ By regulation, employers may
only apply for a TLC 75 to 90 days before the start date of need,\126\
and, as such, employers needing workers to begin work on or after May
15 are not eligible to file TLC applications until on or after February
15. As noted in the FY 2023 TFR, in past years, because of this
requirement and the strong demand for & workers in recent years to
begin work on the earliest employment start date (i.e., April 1), late
season employers were unable to receive cap-subject H-2B workers
because they did not have an opportunity to file visa petitions for
cap-subject H-2B workers before the second semiannual statutory cap was
reached. Since, based on recent years' data,\127\ USCIS has typically
received sufficient H-2B petitions to meet the statutory cap for the
second half of the fiscal year around mid-February, many of these late
season employers may have decided to not file a TLC application.
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\125\ See Exercise of Time-Limited Authority To Increase the
Numerical Limitation for FY 2023 for the H-2B Temporary
Nonagricultural Worker Program and Portability Flexibility for H-2B
Workers Seeking To Change Employers, 87 FR 76816 (Dec. 15, 2022).
\126\ See 20 CFR 655.15(b).
\127\ As noted above, in fiscal years 2017 through 2023, USCIS
received a sufficient number of H-2B petitions to reach or exceed
the relevant second half statutory cap on March 13, 2017, February
27, 2018, February 19, 2019, February 18, 2020, February 12, 2021,
February 25, 2022, and February 27, 2023 respectively.
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DHS, in consultation with DOL, has again determined that it is
appropriate to make a separate allocation available for late season
employers whose late season labor needs may have put them at a
disadvantage in accessing H-2B workers in recent years. While there was
significant demand for the late second half allocation in FY 2023, the
full allocation of 10,000 visas was not reached. As of October 6, 2023,
DOS has issued 5,071 visas towards the late second half allocation,
while USCIS approved 7,157 beneficiaries towards the late second half
allocation.\128\
[[Page 80415]]
Therefore, in order to meet the employer demand in the late second half
of FY 2024, while still maximizing the overall usage of supplemental
visas, DHS has determined it is appropriate to limit the late second
half allocation for FY 2024 to up to 5,000 visas. DHS, in consultation
with DOL, has determined that authorizing two allocations for the
second half of FY 2024 based on an employer's start date of need, in
addition to requiring that the employer's start date of need on the
Form I-129 match the start date of need on the approved TLC,\129\ will
provide employers with late season needs a better opportunity to
receive H-2B workers to avoid irreparable harm. Specifically, employers
with early season needs that need work to begin on or after April 1
will have the opportunity to file H-2B petitions under both the
statutory cap and the first allocation of the supplemental cap, while
employers with late season needs do not have that opportunity.
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\128\ Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data queried 10/2023, TRK 13122, H-2B Visa
Issuance Report September 30, 2023.
\129\ See 8 CFR 214.2(h)(6)(iv)(D) (``an H-2B petition must
state an employment start date that is the same as the date of need
stated on the approved temporary labor certification'').
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To mitigate complications from concurrent administration of the
additional returning worker allocation for the second half of the
fiscal year for late season employers and either the statutory second
half cap or the initial supplemental allocation for returning workers
for the second half of the fiscal year (or both), these petitions must
be filed no earlier than 45 days after the second half statutory cap is
reached. When USCIS announces that it has received a sufficient number
of petitions to reach the second half statutory, it will also announce
the earliest possible filing date (45 days after the second half
statutory cap) for this allocation. In the event that the statutory
second half FY 2024 cap is not reached, this supplemental allocation
for late season filers workers will not become available. Furthermore,
in the event that USCIS does not approve sufficient petitions to use
all 5,000 visas for late season employers, DHS will not carry over the
unused numbers for petition approvals for any other allocation. For
example, any unused numbers would not carry over to petitions under the
country-specific allocation. As noted above, DHS believes the
operational burdens of calculating and administering a process to carry
over unused visas would outweigh the benefits because of the potential
confusion for the public and adjudicators that could result from having
different filing cutoff dates for the different allocations. A process
to carry over unused visas could also entail an additional cap
allocation, additional announcements to the public, and potentially an
additional lottery, all of which significantly increase operational
burdens and may add further confusion to the public and adjudicators.
Allocation for Nationals of El Salvador, Guatemala, Honduras, Haiti,
Colombia, Ecuador, and Costa Rica
DHS will make available 20,000 additional visas that are reserved
for nationals of El Salvador, Guatemala, Honduras, Haiti, Colombia,
Ecuador, and Costa Rica, as attested by the petitioner (regardless of
whether such nationals are returning workers). These 20,000 visas will
be available for petitioners requesting an employment start date before
the end of FY 2024, up to and including September 30, 2024.
While prior fiscal years' allocations for nationals of the Northern
Central American countries and Haiti have not been reached, DHS
anticipates a higher likelihood that the 20,000 visas allocated for
certain nationals by this rule will be reached by the end of this
fiscal year. As discussed above, DHS observed robust employer interest
in response to the FY 2021 H-2B supplemental visa allocation for
Salvadoran, Guatemalan, and Honduran nationals and the FY 2022 and FY
2023 supplemental visa allocations for Salvadoran, Guatemalan,
Honduran, and Haitian nationals, and the data show a trend of increased
participation by Haitian, Salvadoran, Guatemalan, and Honduran workers
in the H-2B program.\130\ Furthermore, the inclusion of nationals from
the additional countries of Colombia, Ecuador, and Costa Rica also
increases the likelihood that the 20,000 visas will be used.
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\130\ As previously noted, USCIS approved petitions on behalf of
6,805 beneficiaries under the FY 2021 allocation, 3,231
beneficiaries under the FY 2022 first half supplemental allocation,
12,318 beneficiaries for the second half of the fiscal year FY 2022,
and 23,832 beneficiaries under the FY 2023 allocation. See DHS,
USCIS, Office of Performance and Quality, CLAIMS3, VIBE, DOS Visa
Issuance Data, queried 10/2023, TRK 13122, H-2B Visa Issuance Report
September 30, 2023.
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Employers requesting workers under the country-specific allocation
with an employment start date in the first half of FY 2024 may file
their petitions immediately after the publication of this TFR.
Employers requesting workers under the country-specific allocation with
an employment start date in the second half of FY 2024 must file their
petitions no earlier than 15 days after the second half statutory cap
is reached. The requirement to file the petition no earlier than 15
days after the second half statutory cap is reached is consistent with
the approach taken for the initial returning worker allocation for the
early second half of the fiscal year, and is in line with the
Departments' interpretation of their authority to make available
supplemental (or in other words, additional) visas as contingent upon
the exhaustion of visas under the statutory cap.\131\
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\131\ Pursuant to new 8 CFR 214.2(h)(6)(xiv)(C)(4), USCIS will
reject petitions filed pursuant to paragraph (h)(6)(xiv)(A)(2) of
this section that have a date of need on or after April 1, 2024 and
are received earlier than 15 days after the INA section 214(g) cap
for the second half of FY 2024 is met.
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As in FY 2023, the Departments have decided not to further divide
the 20,000 visas for workers from specific countries into separate
allocations for the first and second half of the fiscal year. The
Departments intend for this additional flexibility of allowing any
employment start date within FY 2024 to encourage U.S. employers that
are suffering irreparable harm or will suffer impending irreparable
harm to seek out workers from such countries, and, at the same time,
increase interest among nationals of the Northern Central American
countries, Haiti, Colombia, Ecuador, and Costa Rica seeking a legal
pathway for temporary employment in the United States. While this
approach could potentially result in employers with start dates in the
first half of FY 2024 using all 20,000 visas for nationals of the
specified countries, and consequently, employers with start dates in
the second half of FY 2024 losing the opportunity to utilize this
particular allocation, DHS believes that the benefits of increasing the
flexibility of this allocation outweighs the potential risk. Moreover,
employers with start dates in the second half of FY 2024 seeking to
employ nationals under the country-specific allocation may request a
visa under one of the two second half supplemental allocations which
are available for returning workers regardless of country of
nationality.
In the event that USCIS does not approve sufficient petitions to
use all 20,000 visas under the country-specific allocation by the end
of FY 2024, DHS will not carry over the unused numbers for petition
approvals for any other allocation. For example, any unused numbers
would not carry over to petitions for returning workers with employment
start dates in the second half of FY 2024. As noted above, DHS believes
the operational burdens of calculating and administering a process to
carry over unused visas would outweigh the benefits because of the
potential confusion for the public and
[[Page 80416]]
adjudicators that could result from having different filing cutoff
dates for the different allocations. A process to carry over unused
visas could also entail an additional cap allocation, additional
announcements to the public, and potentially an additional lottery, all
of which significantly increase operational burdens and may add further
confusion to the public and adjudicators. Further, this single filing
cutoff approach provides employers with incentive and more time to
petition for, and bring in, workers from El Salvador, Guatemala,
Honduras, Haiti, Colombia, Ecuador, and Costa Rica to meet employer
needs, consistent with the administration's efforts and outreach to
promote and improve safety, security, and economic stability in these
countries.
Process if Cap Allocations Are Reached
Finally, recognizing the high demand for H-2B visas, it is
plausible that the additional H-2B supplemental allocations provided in
this rule will be reached prior to September 16, 2024. Specifically,
the following scenarios may still occur:
The 20,716 supplemental cap visas limited to returning
workers that will be immediately available for employers with dates of
need on or after October 1, 2023, through March 31, 2024, will be
reached before September 16, 2024;
The 19,000 supplemental cap visas limited to returning
workers that will be available for employers with dates of need
starting on or after April 1, 2024, through May 14, 2024, will be
reached before September 16, 2024;
The 5,000 supplemental cap visas limited to returning
workers that will be available for late season employers with dates of
need on or after May 15, 2024, through September 30, 2024, will be
reached before September 16, 2024; or
The 20,000 supplemental cap visas limited to nationals of
El Salvador, Guatemala, Honduras, Haiti, Colombia, Ecuador, and Costa
Rica will be reached before September 16, 2024.
Under this rule, new 8 CFR 214.2(h)(6)(xiv)(D) reaffirms the
existing processes that are in place when H-2B numerical limitations
under INA section 214(g)(1)(B) or (g)(10), 8 U.S.C. 1184(g)(1)(B) or
(g)(10), are reached,\132\ as applicable to each of the scenarios
described above that involve numerical limitations of the supplemental
cap. Specifically, for each of the scenarios mentioned above, DHS will
monitor petitions received, and make projections of the number of
petitions necessary to achieve the projected numerical limit of
approvals. USCIS will also notify the public of the dates that USCIS
has received the necessary number of petitions (the ``final receipt
dates'') for each of these scenarios. The day the public is notified
will not control the final receipt dates. Moreover, USCIS may randomly
select, via computer-generated selection, from among the petitions
received on the final receipt date the remaining number of petitions
deemed necessary to generate the numerical limit of approvals for each
of the scenarios involving numerical limitations to the supplemental
cap. USCIS may, but will not necessarily, conduct a lottery if: the
20,716 supplemental cap visas limited to returning workers that will be
immediately available for employers with dates of need on or after
October 1, 2023, through March 31, 2024, is reached before September
16, 2024; the 19,000 supplemental cap visas limited to returning
workers that will be available for employers with dates of need on or
after April 1, 2024, through May 14, 2024, is reached before September
16, 2024; the 5,000 supplemental cap visas limited to returning workers
that will be available for late season employers with dates of need on
or after May 15, 2024, through September 30, 2024, is reached before
September 16, 2024; or the 20,000 visas limited to certain nationals is
reached before September 16, 2024. Similar to the processes applicable
to the H-2B semiannual statutory cap, if the final receipt date is any
of the first 5 business days on which petitions subject to the
applicable numerical limit may be received (in other words, if the
numerical limit is reached on any one of the first 5 business days that
filings can be made), USCIS will randomly apply all of the numbers
among the petitions received on any of those 5 business days.
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\132\ See 8 CFR 214.2(h)(8)(vii).
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C. Returning Workers
As noted above, to address the increased and, in some cases,
impending need for H-2B workers in this fiscal year, the Secretary of
Homeland Security, in consultation with the Secretary of Labor, has
determined that employers may petition for supplemental visas on behalf
of up to 44,716 workers who were issued an H-2B visa or were otherwise
granted H-2B status in FY 2021, 2022, or 2023. This temporal limitation
mirrors the prior fiscal year's temporal limitation in the returning
worker definition \133\ and the temporal limitation Congress imposed in
previous returning worker statutes.\134\ Such workers (in other words,
those who recently participated in the H-2B program and who now seek a
new H-2B visa from DOS) may obtain their new visas through DOS and
begin work more expeditiously because they have previously obtained H-
2B visas and therefore have been vetted by DOS and would have departed
the United States as generally required by the terms of their
nonimmigrant admission.\135\ DOS has informed DHS that, in general, H-
2B visa applicants who are able to demonstrate clearly that they have
previously abided by the terms of their status granted by DHS have a
higher visa issuance rate when applying to renew their H-2B visas, as
compared with the overall visa applicant pool from a given country.
Furthermore, consular officers are authorized to waive the in-person
interview requirement for certain nonimmigrant visa applicants,
including certain H-2B applicants renewing visas in the same
classification within 48 months of the prior visa's expiration, who
otherwise meet the strict limitations set out under INA section 222(h),
8 U.S.C. 1202(h).\136\ Limiting the supplemental cap to returning
workers is beneficial because these workers have generally followed
immigration law in good faith and demonstrated their willingness to
return home when they have completed their temporary labor or services
or their
[[Page 80417]]
period of authorized stay, which is a condition of H-2B status. The
returning worker condition therefore provides a basis to believe that
H-2B workers under this cap increase will again abide by the terms and
conditions of their visa or nonimmigrant status.
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\133\ See e.g., Exercise of Time-Limited Authority To Increase
the Numerical Limitation for FY 2023 for the H-2B Temporary
Nonagricultural Worker Program and Portability Flexibility for H-2B
Workers Seeking To Change Employers, 87 FR 76816 (Dec. 15, 2022)
(defining ``returning workers'' as those who were issued H-2B visas
or held H-2B status in fiscal years 2020, 2021, or 2022).
\134\ See INA section 214(g)(9)(A), 8 U.S.C. 1184(g)(9)(A);
Consolidated Appropriations Act, 2016, Public Law 114-113, div. F,
tit. V, sec 565; John Warner National Defense Authorization Act for
Fiscal Year 2007, Public Law 109-364, div. A, tit. X, sec. 1074,
(2006); Save Our Small and Seasonal Businesses Act of 2005, Public
Law. 109-13, div. B, tit. IV, sec. 402.
\135\ The previous review of an applicant's qualifications and
current evidence of lawful travel to the United States will
generally lead to a shorter processing time of a renewal
application.
\136\ The interview waiver authority for certain H-2B applicants
renewing visas in the same classification within 48 months of the
prior visa's expiration has no sunset date. Currently, certain
first-time H-2B visa applicants or certain H-2B visa applicants
previously issued any type of visa within the last 48 months may be
eligible for an interview waiver; however, the authority for these
interview waivers is set to expire on December 31, 2023. See DOS,
Important Announcement on Waivers of the Interview Requirement for
Certain Nonimmigrant Visas, https://travel.state.gov/content/travel/en/News/visas-news/important-announcement-on-waivers-of-the-interview-requirement-for-certain-nonimmigrant-visas.html (last
updated Dec. 23, 2022); DOS, Extension of Interview Waivers for
Certain Nonimmigrant Visa Applicants, https://www.state.gov/extension-of-interview-waivers-for-certain-nonimmigrant-visa-applicants/ (last updated Dec. 23, 2022).
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The returning worker condition also benefits employers that seek to
re-hire known and trusted workers who have a proven positive employment
track record while previously employed as workers in this country.
While the Departments recognize that the returning worker requirement
may limit to an extent the flexibility of employers that might wish to
hire non-returning workers, the requirement provides an important
safeguard against H-2B abuse, which DHS considers to be a significant
consideration.
To ensure compliance with the requirement that additional visas
only be made available to returning workers, DHS will require
petitioners seeking H-2B workers under the supplemental cap to attest
that each employee requested or instructed to apply for a visa under
the FY 2024 supplemental cap was issued an H-2B visa or otherwise
granted H-2B status in FY 2021, 2022, or 2023, unless the H-2B worker
is a national of El Salvador, Guatemala, Honduras, Haiti, Colombia,
Ecuador, or Costa Rica and is counted towards the 20,000 cap. This
attestation will serve as prima facie initial evidence to DHS that each
worker, unless a national of one of these countries who is counted
against the 20,000 country-specific cap, meets the returning worker
requirement. DHS and DOS retain the right to review and verify that
each beneficiary is in fact a returning worker any time before and
after approval of the petition or visa. DHS has authority to review and
verify this attestation during the course of an audit or investigation,
as otherwise discussed in this rule.
With respect to satisfying the returning worker requirement,
employers must maintain evidence that the employer requested and/or
instructed that each of the workers petitioned by the employer in
connection with this temporary rule were issued H-2B visas or otherwise
granted H-2B status in FY 2021, 2022, or 2023, unless the H-2B worker
is a national of one of the specific countries counted towards the
20,000 cap. Such evidence would include, but is not limited to, a date-
stamped written communication from the employer to its agent(s) and/or
recruiter(s) that instructs the agent(s) and/or recruiter(s) to only
recruit and provide instruction regarding an application for an H-2B
visa to those foreign workers who were previously issued an H-2B visa
or granted H-2B status in FY 2021, 2022, or 2023.
D. 20,000 Allocation for Nationals of Guatemala, El Salvador, Honduras,
Haiti, Colombia, Ecuador, or Costa Rica
As described above, the Secretary of Homeland Security has
determined that up to 20,000 additional H-2B visas will be limited to
workers who are nationals of Guatemala, El Salvador, Honduras, Haiti,
Colombia, Ecuador, or Costa Rica. These 20,000 visas will be exempt
from the returning worker requirement. Because the returning worker
allocations have no restrictions related to a worker's country of
nationality, if the 20,000 visa limit has been reached and the 44,716
returning worker cap has not, petitioners may continue to request
workers who are nationals of one of these countries, but the workers
must be specifically requested as returning workers who were issued H-
2B visas or were otherwise granted H-2B status in FY 2021, 2022, or
2023.
While DHS reiterates the benefits of allocating visas under the
supplemental cap to returning workers, the Secretary of Homeland
Security has determined that the 20,000 country-specific allocation
which is exempted from the returning worker requirement is beneficial
for following reasons. First, this country-specific allocation furthers
the U.S. foreign policy objective of managing irregular migration with
partner countries through expanding access to lawful pathways to
nationals of these countries seeking economic opportunity in the United
States. Several of these countries have extensively collaborated with
the United States on migration issues such as through endorsing the
L.A. Declaration, joining the United States to ramp up efforts to
address the irregular migration flows through the Darien and hosting
Safe Mobility Offices (SMOs) to facilitate access to lawful pathways to
the United States and other countries, including expedited refugee
processing and other humanitarian pathways. After a series of
negotiations, on June 1, 2023, the United States and Guatemala issued a
joint statement to commit to take a series of critical steps to
humanely reduce irregular migration and expand lawful pathways under
the L.A. Declaration.\137\ As the first step of a comprehensive program
to manage irregular migration, both countries have been implementing a
six-month pilot phase of SMOs since June 12, 2023.\138\ On June 4,
2023, the United States and Colombia announced the impending
establishment of SMOs that would identify, register, and categorize the
reasons for irregular migration and channel those who qualify through
lawful pathways from Colombia to the United States.\139\ The Safe
Mobility initiative launched in Colombia on June 28, 2023, with SMOs
currently operational in three cities. Furthermore, on June 12, 2023,
the United States and the Government of Costa Rica, in furtherance of
bilateral partnership and addressing hemispheric challenge of irregular
migration, launched an exploratory six-month implementation of
SMOs.\140\ On October 19, 2023, the United States and Ecuador announced
their partnership in establishing SMOs in Ecuador.\141\ This allocation
for nationals of El Salvador, Guatemala, Honduras, Haiti, Colombia,
Ecuador, and Costa Rica will promote safe, orderly and lawful migration
to the United States, as well as help provide U.S. employers with
additional labor from these countries with whom the United States
Government has engaged in outreach efforts to promote the H-2B
program.\142\
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\137\ See The White House, Joint Statement from the United
States and Guatemala on Migration (June 1, 2023), https://www.whitehouse.gov/briefing-room/statements-releases/2023/06/01/joint-statement-from-the-united-states-and-guatemala-on-migration/.
\138\ Id.
\139\ See United States Department of State, U.S.-Colombia Joint
Commitment to Address the Hemispheric Challenge of Irregular
Migration (June 4, 2023), https://www.state.gov/u-s-colombia-joint-commitment-to-address-the-hemispheric-challenge-of-irregular-migration/. See The White House, Readout of Principal Deputy
National Security Advisor Jon Finer's Meeting with Colombian Foreign
Minister Alvaro Leyva (June 11, 2023), https://www.whitehouse.gov/briefing-room/statements-releases/2023/06/11/readout-of-principal-deputy-national-security-advisor-jon-finers-meeting-with-colombian-foreign-minister-alvaro-leyva/.
\140\ See United States Department of State, U.S.-Costa Rica
Joint Commitment to Address the Hemispheric Challenge of Irregular
Migration (June 12, 2023), https://www.state.gov/u-s-costa-rica-joint-commitment-to-address-the-hemispheric-challenge-of-irregular-migration/.
\141\ See United States Department of State, Announcement of
Safe Mobility Office in Ecuador (Oct. 19, 2023), https://www.state.gov/announcement-of-safe-mobility-office-in-ecuador/.
\142\ See, e.g., USAID, Administrator Samantha Power at the
Summit of the Americas Fair Recruitment and H-2 Visa Side Event,
https://www.usaid.gov/news-information/speeches/jun-9-2022-administrator-samantha-power-summit-americas-fair-recruitment-and-h-2-visa (Jun. 9, 2022) (``Our combined efforts [with the labor
ministries in Honduras and Guatemala, and the Foreign Ministry in El
Salvador] . . . resulted in a record number of H-2 visas issued in
2021, including a nearly forty percent increase over the pre-
pandemic levels in H-2B visas issued across all three countries.'').
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Second, in addition to the allocation for returning workers, the
country-specific allocation will also address the needs of certain H-2B
employers that
[[Page 80418]]
are suffering irreparable harm or will suffer impending irreparable
harm.
Third, the 20,000 set-aside will deliver on the objectives of E.O.
14010, which, among other initiatives, instructs the Secretary of
Homeland Security and the Secretary of State to implement measures to
enhance access for nationals of the Northern Central American countries
to visa programs, as appropriate and consistent with applicable law.
E.O. 14010 also directs relevant government agencies to create a
comprehensive regional framework to address the causes of migration,
and to manage migration throughout North and Central America.\143\
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\143\ See also National Security Council, Collaborative
Migration Management Strategy, https://www.whitehouse.gov/wp-content/uploads/2021/07/Collaborative-Migration-Management-Strategy.pdf (July 2021) (stating that ``The United States has
strong national security, economic, and humanitarian interests in
reducing irregular migration and promoting safe, orderly, and humane
migration'' within North and Central America).
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Fourth, DHS is allocating these visas to specific countries to
further promote development and economic stability of these countries
to reduce irregular migration throughout the Western Hemisphere.\144\
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\144\ See, e.g., https://twitter.com/DHSgov/status/1580310211931144194?ref_src=twsrc%5Etfw (this supplemental
allocation to workers from Haiti, Honduras, Guatemala, and El
Salvador ``advances the Biden Administration's pledge, under the
L.A. Declaration to expand legal pathways as an alternative to
irregular migration''); The White House, Fact Sheet: The Los Angeles
Declaration on Migration and Protection U.S, Government and Foreign
Partner Deliverables, https://www.whitehouse.gov/briefing-room/statements-releases/2022/06/10/fact-sheet-the-los-angeles-declaration-on-migration-and-protection-u-s-government-and-foreign-partner-deliverables/ (addressing several measures, including the H-
2B allocation for nationals of Haiti, as part of ``the President's
commitment to support the people of Haiti'').
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As in prior years, DOS will work with the relevant countries to
facilitate consular interviews, if required,\145\ and channels for
reporting incidents of fraud and abuse within the H-2 programs.
Further, each country's own consular networks will maintain contact
with the workers while in the United States and ensure the workers know
their rights and responsibilities under the U.S. immigration laws,
which are all valuable protections to the immigration system, U.S.
employers, U.S. workers, and workers entering the country on H-2 visas.
DHS has determined that reserving 20,000 supplemental H-2B visas
towards the country-specific allocation and inclusion of additional
countries this fiscal year is reasonable given the progressively
increasing use of H-2B visas in recent years among the Northern Central
American and Haitian populations, as noted above. DHS believes these
aspects will encourage U.S. employers that are suffering irreparable
harm or will suffer impending irreparable harm to seek out workers from
such countries, while, at the same time, increase interest among such
nationals seeking a legal pathway for temporary employment in the
United States. DHS also believes its outreach efforts with the
governments of these countries, along with efforts in some of these
countries by USAID to increase access to the H-2B program, support the
decision to provide this allocation of 20,000 visas. USAID has worked
to build government capacity in Northern Central America to facilitate
access to temporary worker visas under the H-2 program. Collaborating
closely with the governments of El Salvador, Guatemala, and Honduras,
USAID has strengthened the capacity of relevant government ministries
to transparently and efficiently match qualified workers to temporary
labor opportunities in the United States. In Fiscal Years 2021, 2022,
and 2023 USAID increased funding to expand capacity building activities
in El Salvador, Guatemala, and Honduras in response to the increased
demand generated by the supplemental allocations of H-2B visas for
Northern Central American nationals included in the FY 2021, FY 2022,
and FY 2023 TFRs. The acceleration of USAID's activities likely helped
increase uptake of H-2B visas issuance under the FY 2021, FY 2022, and
FY 2023 TFRs, as H-2B visa issuances to Salvadorans, Guatemalans and
Hondurans increased significantly over prior years,\146\ and USAID's
assistance helped reduce the average period of time to match qualified
workers from these three countries to requests from U.S. employers--
from 42 days to 14 days in El Salvador, 55 days to 20 days in
Guatemala, and 24 days to 8 days in Honduras.\147\ USAID's programs
also strengthen worker protections by helping crowd out unethical
recruiters and providing labor rights education and resources to
seasonal workers.
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\145\ As noted previously, some consular sections may waive the
in-person interview requirement for H-2B applicants whose prior visa
expired within a specific timeframe and who otherwise meet the
strict limitations set out under INA section 222(h), 8 U.S.C.
1202(h). The authority allowing for waiver of interview of certain
H-2 (temporary agricultural and non-agricultural workers) applicants
is extended through the end of 2023. Certain applicants renewing a
visa in the same classification within 48 months of the prior visa's
expiration are also eligible for interview waiver. DOS, Important
Announcement on Waivers of the Interview Requirement for Certain
Nonimmigrant Visas, https://travel.state.gov/content/travel/en/News/visas-news/important-announcement-on-waivers-of-the-interview-requirement-for-certain-nonimmigrant-visas.html (last updated Dec.
23, 2022); DOS, Extension of Interview Waivers for Certain
Nonimmigrant Visa Applicants, https://www.state.gov/extension-of-interview-waivers-for-certain-nonimmigrant-visa-applicants/ (last
updated Dec. 23, 2022).
\146\ See DOS, Nonimmigrant Visa Issuance Statistics,
Nonimmigrant Visa Issuances by Visa Class and by Nationality,
https://travel.state.gov/content/travel/en/legal/visa-law0/visa-statistics/nonimmigrant-visa-statistics.html (last visited Sept. 26,
2023); U.S. Dep't of Homeland Security, U.S. Citizenship and Immigr.
Servs., Office of Performance and Quality, CLAIMS3, VIBE, DOS Visa
Issuance Data, queried 10/2023, TRK 13122, Issuances for FY 2023 H-
2Bs By Requested Nationality Code.
\147\ See USAID, Additional H-2B Visa Allocations for Northern
Central America and Haiti to Address Irregular Migration, https://
www.usaid.gov/news-information/press-releases/oct-12-2022-
additional-H-2B-visa-allocations-northern-central-america-and-
haiti#:~:text=Collaborating%20closely%20with,eight%20in%20Honduras
(Oct. 12, 2022).
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DOS issued a combined total of approximately 26,630 H-2B visas to
nationals of the Northern Central American countries and Haiti from FY
2015 through FY 2020, an average of approximately 4,400 per year.\148\
In FY 2021, the first year in which supplemental H-2B visas were
reserved for nationals of Northern Central American countries, DOS
issued a combined total of 6,277 H-2B visas to nationals of those
countries.\149\ In FY 2022, DOS issued a combined total of 15,058 H-2B
visas to nationals of Haiti and the Northern Central American
countries.\150\ In FY 2023, DOS issued a combined total of 23,816 H-2B
visas to nationals of Haiti and the Northern Central American
countries.\151\ This increase is likely due in part to the additional
H-2B visas made available to nationals of these countries by the FY
2021, FY 2022, and FY 2023 H-2B supplemental visa temporary final
rules. In addition, based in part on the vital U.S. interest of
promoting sustainable development and the stability of Haiti, in
November 2021, DHS added Haiti to the list of countries whose nationals
are eligible to participate in the H-2A and
[[Page 80419]]
H-2B programs.\152\ Therefore, as previously stated, DHS has determined
that the additional increase in FY 2024 will not only provide U.S.
businesses that have been unable to find qualified and available U.S.
workers with potential workers, but also promote further expansion of
lawful immigration and lawful employment authorization for nationals of
the specified countries.
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\148\ The ``combined total'' includes all H-2B visas and are not
limited to visas issued under supplemental caps. See DOS,
Nonimmigrant Visa Issuance Statistics, Nonimmigrant Visa Issuances
by Visa Class and by Nationality, https://travel.state.gov/content/travel/en/legal/visa-law0/visa-statistics/nonimmigrant-visa-statistics.html.
\149\ See Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, C3
Consolidated, DOS Issuance Data, queried 10/2022, TRK #10698.
\150\ See Department of Homeland Security, U.S. Citizenship and
Immigration Services, Office of Performance and Quality, C3
Consolidated, DOS Issuance Data, queried 10/2022, TRK #10698.
\151\ DHS, USCIS, Office of Performance and Quality, CLAIMS3,
VIBE, DOS Visa Issuance Data, queried 10/2023, TRK 13122, Issuances
for FY 2023 H-2Bs By Requested Nationality Code.
\152\ See Identification of Foreign Countries Whose Nationals
Are Eligible To Participate in the H-2A and H-2B Nonimmigrant Worker
Programs, 86 FR 62559, 62562, https://www.govinfo.gov/content/pkg/FR-2021-11-10/pdf/2021-24534.pdf (Nov. 10, 2021).
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The exemption from the returning worker requirement recognizes the
small, albeit increasing, number of individuals from the three Northern
Central American countries and Haiti, and the small number of
individuals from Colombia, Ecuador, and Costa Rica,\153\ who were
previously granted H-2B visas in recent years. Absent this exemption,
there may be an insufficient number of qualifying workers from these
countries to use the allocated visas. Exempting this population from
the returning worker requirement will increase the ability of workers
from these countries to pursue lawful temporary work in the U.S.,
encourage employers to seek out individuals from these countries, and
maximize the chance of meeting the goal of reaching the full
allocation.
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\153\ During fiscal years 2021 and 2022, the Department of State
issued 74 and 247 H-2B visas respectively to Colombian nationals, 35
and 115 H-2B visas respectively to Ecuadorian nationals, and 204 and
283 H-2B visas respectively to Costa Rican nationals. See
Characteristics of H-2B Nonagricultural Temporary Workers Fiscal
Year 2021 Report to Congress, https://www.uscis.gov/sites/default/files/document/reports/H-2B-FY21-Characteristics-Report.pdf (Mar.
10, 2022); Characteristics of H-2B Nonagricultural Temporary Workers
Fiscal Year 2022 Report to Congress, https://www.uscis.gov/sites/default/files/document/data/USCIS_H2B_FY22_Characteristics_Report.pdf (Feb. 14, 2023).
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USCIS will stop accepting petitions received under the country-
specific allocation after September 16, 2024. This end date should
provide H-2B employers ample time, should they choose, to petition for,
and bring in, workers under the country-specific allocation. This, in
turn, provides an opportunity for employers to contribute to our
country's efforts to promote and improve safety, security and economic
stability in these countries to help stem the flow of irregular
migration to the United States. Nothing in this rule will limit the
authority of DHS or DOS to deny, revoke, or take any other lawful
action with respect to an H-2B petition or visa application at any time
before or after approval of the H-2B petition or visa application.
E. Business Need Standard--Irreparable Harm and FY 2024 Attestation
To file any H-2B petition under this rule, petitioners must meet
all existing H-2B eligibility requirements, including having an
approved, valid, and unexpired TLC. See 8 CFR 214.2(h)(6) and 20 CFR
part 655, subpart A. The TLC process focuses on establishing whether a
petitioner has a temporary need for workers and whether there are U.S.
workers who are able, willing, qualified, and available to perform the
temporary service or labor, and does not address the harm a petitioner
is facing or will face in the absence of such workers; the attestation
addresses this question. In addition, under this rule, the petitioner
must submit an attestation to USCIS in which the petitioner affirms,
under penalty of perjury, that it meets the business need standard--
that they are suffering irreparable harm or will suffer impending
irreparable harm (that is, permanent and severe financial loss) without
the ability to employ all of the H-2B workers requested on their
petition.\154\ In addition to asserting that it meets the business need
standard, the employer must attest that, by the time of submission of
the petition to USCIS, they have prepared and retained a detailed
written statement describing how the evidence gathered in support of
their petition demonstrates that irreparable harm is occurring or
impending. The employer must also attest that, upon request, it will
provide to DHS and/or DOL all documentary evidence that supports its
claim of irreparable harm, along with the detailed written statement it
prepared by the time of submitting the petition to USCIS, describing
how such evidence demonstrates irreparable harm. The petitioner must
submit the attestation directly to USCIS, together with Form I-129, the
approved and valid TLC,\155\ and any other necessary documentation. As
in the rules implementing prior years' temporary cap increases,
employers will be required to complete the new attestation form which
can be found at: https://www.foreignlaborcert.doleta.gov/form.cfm.\156\
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\154\ An employer may request fewer workers on the H-2B petition
than the number of workers listed on the TLC. See Instructions for
Petition for Nonimmigrant Worker, providing that ``the total number
of workers you request on the petition must not exceed the number of
workers approved by the Department of Labor or Guam Department of
Labor, if required, on the temporary labor certification.''
\155\ Since July 26, 2019, USCIS has been accepting a printed
copy of the electronic one-page ETA-9142B, Final Determination: H-2B
Temporary Labor Certification Approval, as an original, approved
TLC. See Notice of DHS's Requirement of the Temporary Labor
Certification Final Determination Under the H-2B Temporary Worker
Program, 85 FR 13178, 13179 (Mar. 6, 2020).
\156\ The attestation requirement does not apply to workers who
have already been counted under the H-2B statutory caps for fiscal
year 2024. Further, the attestation requirement does not apply to
noncitizens who are exempt from the fiscal year 2024 H-2B statutory
cap, including those who are extending their stay in H-2B status.
Accordingly, petitioners that are filing on behalf of such workers
are not subject to the attestation requirement.
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The irreparable harm standard is the same as in the temporary final
rule for the second half of FY 2022 and the temporary final rule for FY
2023. The irreparable harm standard requires employers to attest that
they are suffering irreparable harm or will suffer impending
irreparable harm without the ability to employ all of the H-2B workers
requested on the petition filed under this rule.
As noted above, Congress authorized the Secretary of Homeland
Security, in consultation with the Secretary of Labor, to increase the
total number of H-2B visas available ``upon the determination that the
needs of American businesses cannot be satisfied'' with U.S.
workers.\157\ The irreparable harm standard in this rule aligns with
this determination that Congress requires DHS to make before increasing
the number of H-2B visas available to U.S. employers. In particular,
requiring employers to attest that they are suffering irreparable harm
or will suffer impending irreparable harm without the ability to employ
all of the requested H-2B workers is directly relevant to the needs of
the business--if an employer is suffering or will suffer irreparable
harm, then their needs are not being satisfied. Because the authority
to increase the statutory cap is tied to the needs of businesses, the
Departments think it is reasonable for employers to attest that they
are suffering irreparable harm or that they will suffer impending
irreparable harm without the ability to employ all of the H-2B workers
requested on their petition. If such employers are unable to attest to
such harm and retain and produce (upon request) documentation of that
harm, it calls into question whether the need set forth in this rule
cannot in fact be satisfied without the ability to employ H-2B workers.
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\157\ See section 303 of Public Law 117-328, as extended by
Public Law 118-15.
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As in the FY 2023 rule, this rule also requires an employer to
attest that it has prepared a detailed written statement describing (i)
how the employer's business is suffering irreparable harm or will
suffer impending irreparable harm without the ability to employ all H-
2B workers requested on the I-129 petition, and (ii) how each type of
evidence
[[Page 80420]]
relied upon by the employer demonstrates the applicable irreparable
harm. The employer will not submit this detailed written statement to
DHS with its petition for supplemental visas, but will attest on the
attestation form to having prepared a detailed written statement. The
detailed written statement must be provided to DHS and/or DOL upon
request in the event of an audit or during the course of an
investigation. This requirement was first introduced in the FY 2023 TFR
to provide additional clarity informed by the Departments' experiences
in assessing the irreparable harm standard in previous years.
As explained in the FY 2023 TFR, the attestation that irreparable
harm is occurring or is impending cannot be based on a speculative
analysis that permanent or severe financial loss ``may occur'' or ``is
likely to occur.'' Rather, as of the time of submission to DHS,
employers must have concrete evidence establishing that severe and
permanent financial loss is occurring, with the scope and severity of
harm clearly articulable, or that severe and permanent financial loss
will occur in the near future without access to the supplemental visas.
Even if no irreparable harm ultimately occurs because the employer is
approved for supplemental visas under this rule, the employer must be
able to articulate how permanent and severe financial loss was
impending at the time of filing. Additionally, in DOL's experience,
employers sometimes do not retain the documentation they specifically
attested they would retain, or will not or cannot explain how this
documentation demonstrates the relevant irreparable harm to which they
attested, which indicates that some of the employers seeking to benefit
from hiring H-2B workers are not thoughtfully considering, or
considering at all, whether their business needs qualify them for
supplemental H-2B visas under these rules.
Additionally, the Departments continue to believe that the written
statement is necessary in the case of an audit or investigation to
explain, in detail, the employer's reasoning as to why irreparable harm
was occurring or impending without the ability to employ H-2B workers,
and how the evidence supports the employer's reasoning. In audits and
investigations, some employers have provided hundreds of pages of
evidence without any explanation as to how this evidence demonstrates
irreparable harm, leaving DOL or DHS to determine how a voluminous
compilation of complex and, sometimes, seemingly unrelated documents
demonstrates irreparable harm without any understanding of the
employer's intent when providing the documents. A detailed, thoughtful
explanation from the employer will clarify the purpose of these
documents and allow the employer to clearly make their case that the
business was experiencing irreparable harm or would experience
impending irreparable harm at the time of petitioning for supplemental
visas.
As such, the Departments believe that it is prudent to require
employers to identify how they are suffering irreparable harm (that is,
permanent or severe financial loss), or will suffer impending
irreparable harm, and how the evidence they will maintain shows that
harm was occurring or impending, at the time they petition for H-2B
visas under this rule. The written statement should identify, in
detail, the severe and permanent financial loss that is occurring or
will occur in the near future without access to the supplemental visas
and should describe how the information contained in the documentary
evidence demonstrates this severe and permanent financial loss. A
written statement explaining that no irreparable harm occurred because
the employer was approved for supplemental H-2B visas is insufficient;
if no irreparable harm actually occurred, the employer must be able to
show that irreparable harm was impending at the time of the petition's
filing. Supporting evidence of the employer's irreparable harm (either
occurring or impending) maintained and discussed in the detailed
written statement may include, but is not limited to, the following
types of documentation:
(1) Evidence that the business is suffering or will suffer in the
near future permanent and severe financial loss due to the inability to
meet financial or existing contractual obligations because they were
unable to employ H-2B workers, including evidence of contracts,
reservations, orders, or other business arrangements that have been or
would be cancelled, and evidence demonstrating an inability to pay
debts/bills;
(2) Evidence that the business is suffering or will suffer in the
near future permanent and severe financial loss, as compared to prior
years, such as financial statements (including profit/loss statements)
comparing the employer's period of need to prior years; bank
statements, tax returns, or other documents showing evidence of current
and past financial condition; and relevant tax records, employment
records, or other similar documents showing hours worked and payroll
comparisons from prior years to the current year;
(3) Evidence showing the number of workers needed in the previous
three seasons (FY 2021, 2022, and 2023) to meet the employer's need as
compared to those currently employed or expected to be employed at the
beginning of the start date of need. Such evidence must indicate the
dates of their employment, and their hours worked (for example, payroll
records) and evidence showing the number of H-2B workers it claims are
needed, and the workers' actual dates of employment and hours worked;
and/or
(4) Evidence that the petitioner is reliant on obtaining a certain
number of workers to operate, based on the nature and size of the
business, such as documentation showing the number of workers it has
needed to maintain its operations in the past, or will in the near
future need, including but not limited to: a detailed business plan,
copies of purchase orders or other requests for good and services, or
other reliable forecast of an impending need for workers.
These examples are not exhaustive, nor will they necessarily
establish that the business meets the irreparable harm standard;
petitioners may retain other types of evidence they believe will
satisfy these standards. Such evidence must be maintained and provided,
with the written statement, to DOL and/or DHS upon request.
While the employer will not submit the detailed written statement
nor the supporting evidence to DHS at the time of filing a petition for
H-2B visas under this rule, the Departments emphasize that the employer
must prepare the detailed written statement and compile the evidence at
the time of filing. The employer must complete the analysis as to
whether the employer is experiencing irreparable harm or will
experience impending irreparable harm at the time the employer
petitions for supplemental visas using evidence available at this time.
In the interest of efficiency, the Departments do not require the
submission of this statement to DHS at the time of filing the petition.
Instead, the employer must attest that it has prepared the detailed
written statement.
The attestation form will serve as prima facie initial evidence to
DHS that the petitioner's business is suffering irreparable harm or
will suffer impending irreparable harm. USCIS may reject in accordance
with 8 CFR 103.2(a)(7)(ii) or deny in accordance with 8 CFR
103.2(b)(8)(ii), as applicable, any petition requesting H-2B workers
under this FY 2024 supplemental cap that is lacking the requisite
attestation
[[Page 80421]]
form. Although this regulation does not require submission of evidence
and/or a detailed written statement at the time of filing of the
petition, other than an attestation, the employer must have such
evidence and the accompanying detailed written statement on hand and
ready to present to DHS and/or DOL at any time starting with the date
of filing the I-129 petition, through the prescribed document retention
period discussed below.
As with petitions filed under the FY 2021, FY 2022, and FY 2023
Supplemental TFRs, the Departments intend to select a significant
number of petitions for audit examination to verify compliance with
program requirements, including the irreparable harm standard and
recruitment provisions implemented through this rule. The Departments
may consider failure to provide evidence demonstrating irreparable
harm, to prepare or provide the detailed written statement explaining
irreparable harm, or to comply with the audit process to be a
substantial violation resulting in an adverse agency action on the
employer, including assessment of a civil money penalty, revocation of
the petition and/or TLC, or program debarment. Similarly, failure to
cooperate with any compliance review, evaluation, verification, or
inspection conducted by DHS and/or DOL as required by 8 CFR
214.2(h)(6)(xiv)(B)(2)(v) and (vi) may constitute a violation of the
terms and conditions of an approved petition and lead to petition
revocation under 8 CFR 214.2(h)(11)(iii)(A)(3).
The attestation submitted to USCIS will also state that the
employer:
(1) meets all other eligibility criteria for the available visas,
including the returning worker requirement, unless exempt because the
H-2B worker is a national of El Salvador, Guatemala, Honduras, Haiti,
Colombia, Ecuador, or Costa Rica who is counted against the 20,000
visas reserved for such workers;
(2) will comply with all assurances, obligations, and conditions of
employment set forth in the Application for Temporary Employment
Certification (Form ETA 9142B and appendices) certified by DOL for the
job opportunity (which serves as the TLC);
(3) will conduct additional recruitment of U.S. workers in
accordance with the requirements of this rule and discussed further
below; and
(4) will document and retain evidence of such compliance.
Because petitioners will submit the attestation to USCIS as initial
evidence with Form I-129, DHS considers the attestation to be evidence
that is incorporated into and a part of the petition consistent with 8
CFR 103.2(b)(1). Accordingly, USCIS may deny or revoke, as applicable,
a petition based on or related to statements made in the attestation,
including but not limited to the following grounds: (1) the employer
failed to demonstrate employment of all of the requested workers is
necessary under the appropriate business need standard; or (2) the
employer failed to demonstrate that it requested and/or instructed that
each worker petitioned for is a returning worker, or a national of one
of the specified countries, as required by this rule. The petitioner
may appeal any denial or revocation on such basis, however, under 8 CFR
part 103, consistent with DHS regulations and existing USCIS
procedures.
It is the view of the Secretaries of Homeland Security and Labor
that requiring a post-TLC attestation to USCIS is the most practical
approach to applying the eligibility requirements of this rule without
causing undue delays in the filing or adjudication processes for those
employers with start dates in the first half of the fiscal year, many
of whom will have already begun or completed the TLC application
process. The Departments have determined that, if such employers were
required to submit the attestation form to DOL before filing a petition
with DHS, the attendant delays would negatively impact the ability of
American businesses to timely get the help that they need given TLC
processing timeframes. For consistency and to avoid confusion, the
Departments will also maintain the post-TLC attestation process for
employers with start dates in the second half of the fiscal year that
seek supplemental H-2B visas under this rule. This approach, in
conjunction with additional integrity safeguards, has been used
consistently in prior supplemental H-2B temporary final rules, and the
Departments will continue to monitor its effectiveness and sufficiency.
As in prior years, all employers under this rule are required to
retain documentation, which the employer must provide upon request by
DHS and/or DOL, supporting the new attestations regarding (1) the
irreparable harm standard; (2) the returning worker requirement, or,
alternatively, documentation supporting that the H-2B worker(s)
requested is a national of one of the specified countries who is
counted against the 20,000 country-specific allocation (which may be
satisfied by the separate Form I-129 that employers are required to
file for such workers in accordance with this rule); and (3) a
recruitment report for any additional recruitment required under this
rule for a period of 3 years. See 20 CFR 655.65. Although the employer
must have such documentation on hand at the time it files the petition,
the Departments do not believe it is necessary or efficient for all
employers to submit such documentation to USCIS at the time of filing
the petition. However, as noted above, the Departments will employ
program integrity measures, including additional scrutiny by DHS of
employers that have committed labor law violations in the H-2B program,
and continue to conduct audits, investigations, and/or post-
adjudication compliance reviews on a significant number of H-2B
petitions. As part of that process, USCIS may issue a request for
additional evidence, a notice of intent to revoke, or a revocation
notice, based on the review of such documentation, see 8 CFR 103.2(b)
and 8 CFR 214.2(h)(11), and DOL's OFLC and WHD will be able to review
this documentation and enforce the attestations during the course of an
audit examination or investigation.
In accordance with the attestation requirements, under which
petitioners attest that they meet the irreparable harm standard, that
they are seeking to employ only returning workers (unless exempt as
described above), and that they meet the document retention
requirements at 20 CFR 655.65, petitioners must retain documents and
records fulfilling their responsibility to demonstrate compliance with
this rule for 3 years from the date the TLC was approved, and must
provide the documents and records upon the request of DHS and/or DOL.
With regard to the irreparable harm standard, employers attesting that
they are suffering irreparable harm must be able to provide concrete
evidence establishing severe and permanent financial loss that is
occurring; the scope and severity of the harm must be clearly
articulable. Employers attesting that they will suffer impending
irreparable harm must be able to demonstrate that severe and permanent
financial loss will occur in the near future without access to the
supplemental visas. It will not be enough to provide evidence
suggesting that such harm may or is likely to occur; rather, the
documentary evidence must show that impending harm is occurring or will
occur and document the form of such harm. Examples of possible types of
evidence to be maintained are listed earlier in this section.
When a petition is selected for audit examination, or
investigation, DHS and/or DOL will review all evidence
[[Page 80422]]
available to it to confirm that the petitioner properly attested to
DHS, at the time of filing the petition, that their business was
suffering irreparable harm or would suffer impending irreparable harm,
and that they petitioned for and employed only returning workers,
unless the H-2B worker is a national of one of the specific countries
counted towards the 20,000 country-specific allocation, among other
attestations. If DHS subsequently finds that the evidence does not
support the employer's attestations, DHS may deny or, if the petition
has already been approved, revoke the petition at any time consistent
with existing regulatory authorities. DHS may also, or alternatively,
refer the petitioner to DOL for further investigation. In addition, DOL
may independently take enforcement action, including by, among other
things, debarring the petitioner from the H-2B program for not less
than one year or more than five years from the date of the final agency
decision, which also disqualifies the debarred party from filing any
labor certification applications or labor condition applications with
DOL for the same period set forth in the final debarment decision. See,
e.g., 20 CFR 655.73; 29 CFR 503.20, 503.24.\158\
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\158\ Pursuant to the statutory provisions governing enforcement
of the H-2B program, INA section 214(c)(14), 8 U.S.C. 1184(c)(14), a
violation exists under the H-2B program where there has been a
willful misrepresentation of a material fact in the petition or a
substantial failure to meet any of the terms and conditions of the
petition. A substantial failure is a willful failure to comply that
constitutes a significant deviation from the terms and conditions.
See, e.g., INA section 214(c)(14)(D), 8 U.S.C. 1184(c)(14)(D); see
also 29 CFR 503.19.
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Evidence reflecting a preference for hiring H-2B workers over U.S.
workers may warrant an investigation by additional agencies enforcing
employment and labor laws, such as the Immigrant and Employee Rights
Section (IER) of the Department of Justice's Civil Rights Division. See
INA section 274B, 8 U.S.C. 1324b (prohibiting certain types of
employment discrimination based on citizenship status or national
origin). Moreover, DHS and DOL may refer potential discrimination to
IER pursuant to applicable interagency agreements. See IER,
Partnerships, https://www.justice.gov/crt/partnerships (last visited
Sept. 26, 2023). In addition, if members of the public have information
that a participating employer may be abusing this program, DHS invites
them to notify USCIS by completing the online fraud tip form, https://www.uscis.gov/report-fraud/uscis-tip-form (last visited Sept. 26,
2023).\159\
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\159\ DHS may publicly disclose information regarding the H-2B
program consistent with applicable law and regulations. For
information about DHS disclosure of information contained in a
system of records, see https://www.dhs.gov/system-records-notices-sorns. Additional general information about DHS privacy policy can
be accessed at https://www.dhs.gov/policy.
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DHS, in exercising its statutory authority under INA section
101(a)(15)(H)(ii)(b), 8 U.S.C. 1101(a)(15)(H)(ii)(b), and section 303
of the FY 2023 Omnibus, as extended by Public Law 118-15, is
responsible for adjudicating eligibility for H-2B classification. As in
all cases, the burden rests with the petitioner to establish
eligibility by a preponderance of the evidence. INA section 291, 8
U.S.C. 1361. Matter of Chawathe, 25 I&N Dec. 369, 375-76 (AAO 2010).
Accordingly, as noted above, where the petition lacks initial evidence,
such as a properly completed attestation, USCIS may, as applicable,
reject the petition in accordance with 8 CFR 103.2(a)(7)(ii) or deny
the petition in accordance with 8 CFR 103.2(b)(8)(ii). Further, where
the initial evidence submitted with the petition contains
inconsistencies or is inconsistent with other evidence in the petition
and the underlying TLC, USCIS may issue a Request for Evidence, Notice
of Intent to Deny, or Denial in accordance with 8 CFR 103.2(b)(8). In
addition, where it is determined that an H-2B petition filed pursuant
to the FY 2023 Omnibus, as extended by Public Law 118-15, was granted
erroneously, the H-2B petition approval may be revoked. See 8 CFR
214.2(h)(11).
Because of the particular circumstances of this regulation, and
because the attestation and other requirements of this rule play a
vital role in achieving the purposes of this rule, DHS and DOL intend
that the attestation requirement, DOL procedures, and other aspects of
this rule be non-severable from the remainder of the rule, including
the increase in the numerical allocations.\160\ Thus, if the
attestation requirement or any other part of this rule is enjoined or
held invalid, the Departments intend for the remainder of the rule,
with the exception of the retention requirements being codified in 20
CFR 655.65, to cease operation in the relevant jurisdiction, without
prejudice to workers already present in the United States under this
regulation, as consistent with law.
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\160\ The Departments' intentions with respect to non-
severability extend to all features of this rule other than the
portability provision, which is described in the section below.
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F. Portability
As an additional option for employers that cannot find U.S.
workers, and as an additional flexibility for H-2B employees seeking to
begin work with a new H-2B employer, this rule allows petitioners to
immediately employ certain H-2B workers who are present in the United
States in H-2B status without waiting for approval of the H-2B
petition, generally for a period of up to 60 days. Such workers must be
beneficiaries of a timely, non-frivolous H-2B petition requesting an
extension of stay received on or after January 25, 2024, but no later
than 1 year after that date.\161\ In addition, such workers must have
been lawfully admitted to the United States and have not worked without
authorization subsequent to such lawful admission. Additionally,
petitioners may immediately employ individuals who are beneficiaries of
a non-frivolous H-2B petition requesting an extension of the worker's
stay that is pending as of January 25, 2024 without waiting for
approval of the H-2B petition. To be eligible for portability,
employers must have received an approved TLC demonstrating that they
have completed a test of the U.S. labor market, and that DOL determined
that there were no qualified U.S. workers available to fill these
temporary positions. DHS is making this portability available for an
additional one-year period in order to provide greater certainty for H-
2B employers and workers.\162\
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\161\ Individuals who are the beneficiaries of petitions filed
on the basis of 8 CFR 214.1(c)(4) are not eligible to port to a new
employer under 8 CFR 214.2(h)(31).
\162\ On September 20, 2023, DHS issued a Modernizing H-2
Program Requirements, Oversight, and Worker Protections Notice of
Proposed Rulemaking (NPRM), 88 FR 65040, 65066, with a 60-day public
comment period that ends on November 20, 2023. In that NPRM, DHS
proposed to extend portability to H-2A and H-2B workers on a
permanent basis. The Department's proposal does not interfere with
the portability provision of this rule, however, should DHS publish
a final rule making H-2 portability permanent, any such provision
will not expire on a specific date, unlike the portability provision
made effective by this temporary final rule.
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The portability provision at new 8 CFR 214.2(h)(31) is
substantively the same as the portability provision offered in the FY
2023 H-2B supplemental visa temporary final rule, which was codified at
8 CFR 214.2(h)(29), and will begin upon the expiration of that
provision. See new 8 CFR 214.2(h)(31). Additionally, the provision is
similar to temporary flexibilities that DHS has used previously to
improve employer
[[Page 80423]]
access to noncitizen workers during the COVID-19 pandemic.\163\
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\163\ See Exercise of Time-Limited Authority To Increase the
Fiscal Year 2021 Numerical Limitation for the H-2B Temporary
Nonagricultural Worker Program and Portability Flexibility for H-2B
Workers Seeking To Change Employers 86 FR 28198 (May 25, 2021). On
May 14, 2020, DHS published a temporary final rule in the Federal
Register to amend certain H-2B requirements to help H-2B petitioners
seeking workers to perform temporary nonagricultural services or
labor essential to the U.S. food supply chain. Temporary Changes to
Requirements Affecting H-2B Nonimmigrants Due to the COVID-19
National Emergency, 85 FR 28843 (May 14, 2020). In addition, on
April 20, 2020, DHS issued a temporary final rule which, among other
flexibilities, allowed H-2A workers to change employers and begin
work before USCIS approved the new H-2A petition for the new
employer. Temporary Changes to Requirements Affecting H-2A
Nonimmigrants Due to the COVID-19 National Emergency, 85 FR 21739
(April 20, 2020). DHS has subsequently extended that portability
provision for H-2A workers through two additional temporary final
rules, on August 20, 2020, and December 18, 2020, which have been
effective for H-2A petitions that were received on or after August
19, 2020 through December 17, 2020, and on or after December 18,
2020 through June 16, 2021, respectively. Temporary Changes to
Requirements Affecting H-2A Nonimmigrants Due To the COVID-19
National Emergency: Partial Extension of Certain Flexibilities, 85
FR 51304 (August 20, 2020) and Temporary Changes to Requirements
Affecting H-2A Nonimmigrants due to the COVID-19 National Emergency:
Extension of Certain Flexibilities, 85 FR 82291 (December 18, 2020).
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The employment authorization provided under this provision would
end 15 days after USCIS denies the H-2B petition or such petition is
withdrawn. This 15-day period of employment following an H-2B petition
denial or withdrawal is consistent with prior H-2B supplemental cap
temporary final rules, as well as the 15-day period of employment
following petition denial under existing DHS regulations at 8 CFR
274a.12(b)(21) for certain E-Verify participants to employ H-2A
workers. As in the prior temporary final rules, the 15-day period is
intended to account for the passage of time between USCIS denial of the
H-2B petition and the petitioner receiving notice of such denial.\164\
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\164\ A similar portability provision exists in DHS regulations
related to H-1B nonimmigrant workers, but does not include a 15-day
period. See 8 CFR 214.2(h)(2)(i)(H)(2).
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DHS is strongly committed not only to protecting U.S. workers and
helping U.S. businesses receive the documented workers authorized to
perform temporary nonagricultural services or labor that they need, but
also to protecting the rights and interests of H-2B workers (consistent
with Executive Order 13563 and in particular its reference to
``equity,'' ``fairness,'' and ``human dignity''). In the FY 2020 DHS
Further Consolidated Appropriations Act (Pub. L. 116-94), Congress
directed DHS to provide options to improve the H-2A and H-2B visa
programs, to include options that would protect worker rights.\165\ DHS
has determined that providing H-2B nonimmigrant workers with the
flexibility of being able to begin work with a new H-2B petitioner
immediately and avoid a potential job loss or loss of income while the
new H-2B petition is pending, provides some certainty to H-2B workers
who may have found themselves in situations that warrant a change in
employers.\166\ This flexibility also provides an alternative to H-2B
petitioners who have not been able to find U.S. workers and who have
not been able to obtain H-2B workers subject to the statutory or
supplemental caps who have the skills to perform the job duties. In
that sense as well, it is equitable and fair.
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\165\ The Joint Explanatory Statement accompanying the Fiscal
Year (FY) 2020 Department of Homeland Security (DHS) Further
Consolidated Appropriations Act (Pub. L. 116-94) states, ``Not later
than 120 days after the date of enactment of this Act, DHS, the
Department of Labor, the Department of State, and the United States
Digital Service are directed to report on options to improve the
execution of the H-2A and H-2B visa programs, including: processing
efficiencies; combatting human trafficking; protecting worker
rights; and reducing employer burden, to include the disadvantages
imposed on such employers due to the current semiannual distribution
of H-2B visas on October 1 and April 1 of each fiscal year. USCIS is
encouraged to leverage prior year materials relating to the issuance
of additional H-2B visas, to include previous temporary final rules,
to improve processing efficiencies.''
\166\ The White House, The National Action Plan to Combat Human
Trafficking, Priority Action 1.5.3, at p. 25 (Dec 2021); The White
House, The National Action Plan to Combat Human Trafficking,
Priority Action 1.6.3, at p. 20-21 (2020) (Stating that ``[w]orkers
sometimes find themselves in abusive work situations, but because
their immigration status is dependent on continued employment with
the employer in whose name the visa has been issued, workers may be
left with few options to leave that situation.''). By providing the
option of changing employers without risking job loss or a loss of
income through the publication of this rule, DHS believes that H-2B
workers may be more likely to leave abusive work situations, and
thereby are afforded greater worker protections.
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G. Compliance With Employment-Related Laws
In recent supplemental cap TFRs issued during the COVID-19 public
health emergency, the Departments have specifically required
petitioners to attest that they will comply with all Federal, State,
and local employment-related laws and regulations, including, where
applicable, with laws related to COVID-19 worker protections and any
right to time off or paid time off for COVID-19 vaccination, or to
reimbursement for travel to and from the nearest vaccination site. See,
e.g., 8 CFR 214.2(h)(29)(iii)(B). In addition, the Departments have
required petitioners to attest that they would notify any H-2B workers
approved under the supplemental cap, in a language understood by the
worker as necessary or reasonable, that all persons in the United
States, including nonimmigrants, have equal access to COVID-19 vaccines
and vaccine distribution sites. As the public health emergency is no
longer in effect,\167\ the Departments no longer believe it is
necessary to include the requirements that are specific to COVID-19.
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\167\ See HHS, Fact Sheet: End of the COVID-19 Public Health
Emergency (May 9, 2023), https://www.hhs.gov/about/news/2023/05/09/fact-sheet-end-of-the-covid-19-public-health-emergency.html.
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In addition, after removing the language related to COVID-19, the
Departments believe that the remaining attestation from these prior
rules would overlap with the general requirement found at 20 CFR
655.20(z) and 29 CFR 503.16(z) that all employers, as a condition of
their labor certification, comply with employment-related laws
including health and safety laws. To avoid confusion the Departments
are also removing this attestation from the TFR. While there is no
additional attestation with respect to H-2B petitioners that do not
avail themselves of the supplemental H-2B visas made available under
this rule, the Departments remind all H-2B employers that they must
comply with all Federal, State, and local employment-related laws and
regulations, including health and safety laws. To the extent that
Federal, State, or local laws and regulations relating to COVID-19
remain in effect, the Departments note that an employer remains
obligated to comply with them. Failure to comply with such laws and
regulations would be contrary to the attestation 7 on ETA 9142B--
Appendix B, and therefore may be a basis for DHS to revoke the petition
under 8 CFR 214.2(h)(11)(iii)(A)(3) for violating terms and conditions
of the approved petition.\168\
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\168\ During the period of employment specified on the TLC, the
employer must comply with all applicable Federal, State and local
employment-related laws and regulations, including health and safety
laws. 20 CFR 655.20(z). By submitting the TLC as evidence supporting
the petition, it is incorporated into and considered part of the
benefit request under 8 CFR 103.2(b)(1).
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H. DHS Petition Procedures
To petition for H-2B workers under the supplemental allocations in
this rule, the petitioner must file a Form I-129 at the USCIS Texas
Service Center \169\ in accordance with applicable regulations and form
instructions, along
[[Page 80424]]
with an unexpired TLC and the attestation Form ETA-9142-B-CAA-8.
Petitions filed for supplemental allocations under this rule at any
location other than the USCIS Texas Service Center will be rejected and
the filing fees will be returned.\170\ For all petitions filed under
this rule and the H-2B program, generally, employers must establish,
among other requirements, that insufficient qualified U.S. workers are
available to fill the petitioning H-2B employer's job opportunity and
that the foreign worker's employment in the job opportunity will not
adversely affect the wages or working conditions of similarly-employed
U.S. workers. INA section 214(c)(1), 8 U.S.C. 1184(c)(1); 8 CFR
214.2(h)(6)(iii)(A) and (D); 20 CFR 655.1. To meet this standard of
protection for U.S. workers and, in order to be eligible for additional
visas under this rule, employers must have applied for and received a
valid TLC in accordance with 8 CFR 214.2(h)(6)(iv)(A) and (D) and 20
CFR part 655, subpart A. Under DOL's H-2B regulations, TLCs are valid
only for the period of employment certified by DOL and expire on the
last day of authorized employment. 20 CFR 655.55(a).
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\169\ This is a different filing location from the FY 2023 TFR.
\170\ On Nov. 1, 2023, USCIS changed the service center filing
location for all petitioners filing Forms I-129, Petition for a
Nonimmigrant Worker, to request H-2B workers. Those petitions should
now be filed at the Texas Service Center. Although USCIS provided a
60-day grace period for H-2B petitions that are filed at the
California and Vermont Service Centers during which they could still
be accepted (through Dec. 31, 2023), this grace period does not
apply to petitions filed for supplemental allocations under this
rule.
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In order to have a valid TLC, therefore, the employment start date
on the employer's H-2B petition must not be different from the
employment start date certified by DOL on the TLC. See 8 CFR
214.2(h)(6)(iv)(D). Under generally applicable DHS regulations, the
only exception to this requirement applies when an employer files an
amended H-2B petition, accompanied by a copy of the previously approved
TLC and a copy of the initial visa petition approval notice, at a later
date to substitute workers as set forth under 8 CFR
214.2(h)(6)(viii)(B). This rule also requires additional recruitment
for certain petitioners, as discussed below.
All H-2B petitions must state the nationality of all the requested
H-2B workers, whether named or unnamed, even if there are beneficiaries
from more than one country. See 8 CFR 214.2(h)(2)(iii). If filing
multiple Forms I-129 based on the same TLC (for instance, one
requesting returning workers and another requesting workers under the
country-specific allocation), each H-2B petition must include a copy of
the TLC and reference all previously-filed or concurrently-filed
petitions associated with the same TLC. The total number of requested
workers may not exceed the total number of workers indicated on the
approved TLC.
Petitioners seeking H-2B classification for nationals under the
20,000 country-specific visa allocation that are exempt from the
returning worker provision must file a separate Form I-129 for those
nationals only. See new 8 CFR 214.2(h)(6)(xiv). In this regard, a
petition must be filed with a single Form ETA-9142-B-CAA-8 that clearly
indicates that the petitioner is only requesting nationals from El
Salvador, Guatemala, Honduras, Haiti, Colombia, Ecuador, or Costa Rica
who are exempt from the returning worker requirement. Specifically, if
the petitioner checks the first box of Form ETA-9142-B-CAA-8, then the
petition accompanying that form must be filed only on behalf of
nationals of one or more of these and not other countries. In such a
case, if the Form I-129 petition is requesting beneficiaries from
countries other than one of these countries, then USCIS may reject it
or issue a request for evidence, notice of intent to deny, or denial,
or, in the case of a non-frivolous petition, a partial approval
limiting the petition to the number of beneficiaries who are from
Guatemala, El Salvador, Honduras, Haiti, Colombia, Ecuador, or Costa
Rica. Requiring the filing of separate petitions to request returning
workers and to request workers who are nationals of the specified
countries is necessary to ensure the operational capability to properly
calculate and manage the respective additional cap allocations and to
ensure that all corresponding visa issuances are limited to qualifying
applicants, particularly when such petitions request unnamed
beneficiaries or are relied upon for subsequent requests to substitute
beneficiaries in accordance with 8 CFR 214.2(h)(6)(viii).
The attestations must be filed on Form ETA-9142-B-CAA-8,
Attestation for Employers Seeking to Employ H-2B Nonimmigrant Workers
Under Section 303 of Division O of the Consolidated Appropriations Act,
2023, Public Law 117-328, as extended by sections 101(6) and 106 of
Division A of the Continuing Appropriations Act, 2024 and Other
Extensions Act, Public Law 118-15. See 20 CFR 655.64. Petitioners are
required to retain a copy of such attestations and all supporting
evidence for 3 years from the date the associated TLC was approved,
consistent with 20 CFR 655.56 and 29 CFR 503.17. See 20 CFR 655.65.
Petitions submitted to DHS pursuant to Public Law 118-15, which
extended the FY 2023 Omnibus, will be processed in the order in which
they were received within the relevant supplemental allocation, and
pursuant to processes parallel to those in place for when numerical
limitations are reached under INA section 214(g)(1)(B) or (g)(10), 8
U.S.C. 1184(g)(1)(B) or (g)(10).
All filings under the supplemental allocations in this rule must be
filed at the USCIS Texas Service Center. USCIS will reject petitions
filed under the supplemental allocations in this rule at any location
other than the USCIS Texas Service Center and will return the filing
fees for any such petition.
Immediately upon publication of the rule, but no earlier than that
date, USCIS will begin accepting returning worker H-2B petitions
requesting dates of need starting on or before March 31, 2024, as well
as H-2B petitions for workers under the country-specific allocation
with dates of need in the first half of FY 2024. Beginning no earlier
than 15 days after the second half statutory cap is reached, USCIS will
begin accepting returning worker H-2B petitions requesting work to
begin on or after April 1, 2024, through May 14, 2024, as well as H-2B
petitions for workers under the country-specific allocation with dates
of need on or after April 1, 2024 through September 30, 2024. Finally,
beginning no earlier than 45 days after the second half statutory cap
is reached, USCIS will begin accepting returning worker H-2B petitions
requesting work to begin on or after May 15 through September 30, 2024.
USCIS will reject any returning worker petition that is received
after September 16, 2024, or after the applicable numerical limitation
has been reached. DHS believes that 15 days from the end of the fiscal
year is the minimum time needed for petitions to be adjudicated,
although USCIS cannot guarantee the time period will be sufficient in
all cases. Therefore, even if the country-specific allocation and
second half supplemental allocations provided in this rule have not yet
been reached, USCIS will stop accepting petitions under those
allocations that are received after September 16, 2024. See new 8 CFR
214.2(h)(6)(xiv)(C). Such petitions will be rejected and the filing
fees will be returned. Petitioners may choose to request premium
processing of their petitions under 8 CFR 106.4, which allows for
expedited processing for an additional fee.
Based on the time-limited authority granted to DHS by Public Law
118-15, on the same terms as section 303 of the
[[Page 80425]]
FY 2023 Omnibus, DHS is notifying the public that USCIS cannot approve
petitions seeking H-2B workers under this rule on or after October 1,
2024. See new 8 CFR 214.2(h)(6)(xiv)(C). Petitions pending with USCIS
that are not approved before October 1, 2024 will be denied and any
fees will not be refunded. See new 8 CFR 214.2(h)(6)(xiv)(C).
I. DOL Procedures
As noted above, all employers are required to have an approved and
valid TLC from DOL in order to file a Form I-129 petition with DHS. See
8 CFR 214.2(h)(6)(iv)(A) and (D). The standards and procedures
governing the submission and processing of Applications for Temporary
Employment Certification for employers seeking to hire H-2B workers are
set forth in 20 CFR part 655, subpart A. An employer that seeks to hire
H-2B workers must request a TLC in compliance with the application
filing requirements set forth in 20 CFR 655.15 and meet all the
requirements of 20 CFR part 655, subpart A, to obtain a valid TLC,
including the criteria for certification set forth in 20 CFR 655.51.
See 20 CFR 655.64(a) and 655.50(b). Employers with an approved TLC have
conducted recruitment, as set forth in 20 CFR 655.40 through 655.48, to
determine whether U.S. workers are qualified and available to perform
the work for which employers sought H-2B workers.
The H-2B regulations require that, among other things, an employer
seeking to hire H-2B workers in a non-emergency situation must file a
completed Application for Temporary Employment Certification with the
National Processing Center (NPC) designated by the OFLC Administrator
no more than 90 calendar days and no fewer than 75 calendar days before
the employer's date of need (i.e., start date for the work). See 20 CFR
655.15.
Emergency Procedures
Under 20 CFR 655.17, an employer may request a waiver of the time
period(s) for filing an Application for Temporary Employment
Certification based on ``good and substantial'' cause, provided that
the employer has sufficient time to thoroughly test the domestic labor
market on an expedited basis and the OFLC certifying officer (CO) has
sufficient time to make a final determination as required by the
regulation. To rely on this provision, as the Departments explained in
the 2015 H-2B Interim Final Rule, the employer must provide the OFLC CO
with detailed information describing the ``good and substantial cause''
necessitating the waiver. Such cause may include the substantial loss
of U.S. workers due to Acts of God, or a similar unforeseeable human-
made catastrophic event that is wholly outside the employer's control,
unforeseeable changes in market conditions, or pandemic health issues.
Thus, to ensure an adequate test of the domestic labor market and to
protect the integrity of the H-2B program, the Departments clearly
intended that use of emergency procedures must be narrowly construed
and permitted in extraordinary and unforeseeable catastrophic
circumstances that have a direct impact on the employer's need for the
specific services or labor to be performed. Even under the existing H-
2B statutory visa cap structure, DOL considers USCIS' announcement(s)
that the statutory cap(s) on H-2B visas has been reached, which may
occur with regularity every six months depending on H-2B visa need, as
foreseeable, and therefore not within the meaning of ``good and
substantial cause'' that would justify a request for emergency
procedures. Accordingly, employers cannot rely solely on the
supplemental H-2B visas made available through this rule as good and
substantial cause to use emergency procedures under 20 CFR 655.17.
Additional Recruitment
In addition to the recruitment already conducted in connection with
a valid TLC, to ensure the recruitment has not become stale, employers
that wish to obtain visas for their workers under 8 CFR
214.2(h)(6)(xiv), and who file an I-129 petition 30 or more days after
the certified start date of work on the TLC must conduct additional
recruitment for U.S. workers. As noted in the 2015 H-2B Interim Final
Rule, U.S. workers seeking employment in temporary nonagricultural jobs
typically do not search for work months in advance and cannot make
commitments about their availability for employment far in advance of
the work start date. See 80 FR 24041, 24061, 24071. Given that the
temporary labor certification process generally begins 75 to 90 days in
advance of the employer's start date of work, employer recruitment
efforts typically occur between 40 and 60 days before that date with an
obligation to provide employment to any qualified U.S. worker who
applies until 21 days before the date of need. Therefore, employers
with TLCs containing a start date of work on October 1, 2023, for
example, likely conducted their positive recruitment beginning around
late-July and ending around mid-August 2023, and continued to consider
U.S. worker applicants and referrals only until September 10, 2023.
In order to provide U.S. workers a realistic opportunity to pursue
jobs for which employers will be seeking foreign workers under this
rule, the Departments have determined that if employers file an I-129
petition 30 or more days after their certified start dates of work, as
shown on its approved Form ETA-9142B, Final Determination: H-2B
Temporary Labor Certification Approval, they have not conducted
recruitment recently enough for the DOL to reasonably conclude that
there are currently an insufficient number of U.S. workers who are
qualified, willing, and available to perform the work absent taking
additional, positive recruitment steps. As noted in the FY 2022 second
half H-2B supplemental cap TFR, the Departments determined that this
30-day requirement is consistent with provisions contained in previous
TFRs and better aligns with the goal of affording workers an adequate
opportunity to apply for jobs closer to when they tend to search for
temporary employment, as explained in the 2015 H-2B Interim Final Rule,
which found that U.S. applicants applying for temporary positions
typically offered by H-2B employers are often not seeking job
opportunities, or making informed decisions about such work, several
months in advance. See 80 FR 24041, 24071; 87 FR 30334, 30353-54. The
Departments continued to use this 30-day requirement in the FY 2023 H-
2B supplemental cap TFR based on the rationale provided in the FY 2022
second half H-2B supplemental cap TFR. See 87 FR 76816, 76842-76843.
The Departments have determined that this requirement is necessary to
provide U.S. workers an opportunity to pursue jobs for which employers
are seeking supplemental visas.
An employer that files an I-129 petition under 8 CFR
214.2(h)(6)(xiv) fewer than 30 days after the certified start date of
work on the TLC must submit the TLC and a completed Form ETA-9142B-CAA-
8 but is not required to conduct additional recruitment for U.S.
workers beyond the recruitment already conducted as a condition of
certification. Only those employers with still-valid TLCs with a
certified start date of work that is 30 or more days before the date
they file a petition will be required to conduct recruitment in
addition to that conducted prior to being granted a TLC and attest that
the recruitment will be conducted, as follows.
[[Page 80426]]
Placement of New Job Orders With State Workforce Agencies
Employers that are required to engage in additional recruitment
must place a new job order for the job opportunity with the State
Workforce Agency (SWA) serving the area of intended employment no later
than the next business day after submitting an I-129 petition for H-2B
workers to USCIS, and inform the SWA that the job order is being placed
in connection with a previously submitted and certified Application for
Temporary Employment Certification for H-2B workers by providing the
SWA with the unique OFLC TLC case number. Under this rule, employers
must also provide the OFLC NPC with the unique TLC case number
concurrently with their placement of new job orders with the SWAs. This
notification will allow OFLC to cross reference and repost information
about the job opportunities that are provided on the employers'
certified Applications for Temporary Labor Certification and posted by
OFLC on SeasonalJobs.dol.gov, which is DOL's electronic job registry
authorized under 20 CFR 655.34. Once posted by OFLC, information about
the employer's certified job opportunity will remain posted for a
period of at least 15 calendar days, which is consistent with the
period of time SWAs post job orders for intrastate and interstate
clearance to recruit U.S. workers, as discussed below. The Departments
continue to believe this additional notification is a reasonable and
cost-efficient method of disseminating available job opportunities to a
wider audience and those U.S. workers who may be interested in
applying. While not meant to recreate it, this action will serve the
same functional purpose as the posting on Seasonal Jobs. To help
employers who must conduct this notification requirement, DOL
encourages employers to notify the OFLC NPC, at the same time
notification is sent to the SWA, by sending an email to [email protected], and including the words ``H-2B TFR 2024
Recruitment'' followed by the unique TLC case number in the subject
line of the email.
The new job order placed with the SWA must contain the job
assurances and contents set forth in 20 CFR 655.18 for recruitment of
U.S. workers at the place of employment, and remain posted for at least
15 calendar days. The employer must also follow all applicable SWA
instructions for posting job orders and receive applications in all
forms allowed by the SWA, including online applications. The
Departments have concluded that keeping the job order posted for a
period of at least 15 calendar days, during the period the employer is
conducting the additional recruitment steps explained below and OFLC
reposts the job opportunity information, will effectively ensure U.S.
workers are apprised of the job opportunity and are referred for
employment, if they are willing, qualified, and available to perform
the work. The minimum 15 calendar day period also is consistent with
the employer-conducted recruitment activity period applicable under 20
CFR 655.40(b).
Once the SWA places the new job order on its public labor exchange
system, the SWA will perform its normal employment service activities
by circulating the job order for intrastate clearance, and in
interstate clearance by providing a copy of the job order to other SWAs
with jurisdiction over listed worksites as well as those States the
OFLC CO designated in the original Notice of Acceptance issued under 20
CFR 655.33. Where the occupation or industry is traditionally or
customarily unionized, the SWA will also circulate a copy of the new
job order to the central office of the State Federation of Labor in the
State(s) in which work will be performed, and the office(s) of local
union(s) representing workers in the same or substantially equivalent
job classification in the area(s) in which work will be performed,
consistent with its current obligation under 20 CFR 655.33(b)(5). To
facilitate an effective dissemination of these job opportunities, DOL
encourages union(s) or hiring halls representing workers in occupations
typically used in the H-2B program to proactively contact and establish
partnerships with SWAs in order to obtain timely information on
available temporary job opportunities. This will aid the SWAs' prompt
and effective outreach under the rule. DOL's OFLC maintains a
comprehensive directory of contact information for each SWA at https://www.dol.gov/agencies/eta/foreign-labor/contact.
Contact With American Job Centers
The employer also must conduct additional recruitment steps during
the period of time the SWA is actively circulating the job order for
intrastate clearance. First, the employer must contact, by email or
other electronic means, the nearest American Job Center(s) (AJC)
serving the area of intended employment where work will commence to
request staff assistance to advertise and recruit U.S. workers for the
job opportunity. AJCs bring together a variety of programs providing a
wide range of employment and training services for U.S. workers,
including job search services and assistance for prospective workers
and recruitment services for employers through the Wagner-Peyser
Program. Therefore, AJCs can offer assistance to employers with
recruitment of U.S. workers, and contact with local AJCs will
facilitate contemporaneous and effective recruitment activities that
can broaden dissemination of the employer's job opportunity through
connections with other partner programs within the One-Stop System to
locate qualified U.S. workers to fill the employer's labor need. For
example, the local AJC, working in concert with the SWA, can coordinate
efforts to contact community-based organizations in the geographic area
that serve potentially qualified workers or, when a job opportunity is
in an occupation or industry that is traditionally or customarily
unionized, the local AJC may be better positioned to identify and
circulate the job order to appropriate local union(s) or hiring
hall(s), consistent with 20 CFR 655.33(b)(5). In addition, as a partner
program in the One-Stop System, AJCs are connected with the State's
unemployment insurance program, thus an employer's connection with the
AJC will help facilitate knowledge of the job opportunity to U.S.
workers actively seeking employment. When contacting the AJC(s), the
employer must provide staff with the job order number or, if the job
order number is unavailable, a copy of the job order.
To increase navigability and to make the process as convenient as
possible, DOL offers an online service for employers to locate the
nearest local AJC at https://www.careeronestop.org/ and by selecting
the ``Find Local Help'' feature on the main homepage. This feature will
navigate the employer to a search function called ``Find an American
Job Center'' where the city, state or zip code covering the geographic
area where work will commence can be entered. Once entered and the
search function is executed, the online service will return a listing
of the name(s) of the AJC(s) serving that geographic area as well as a
contact option(s) and an indication as to whether the AJC is a
``comprehensive'' or ``affiliate'' center. Employers must contact the
nearest ``comprehensive'' AJC serving the area of intended employment
where work will commence or, where a ``comprehensive'' AJC is not
available, the nearest ``affiliate'' AJC. A ``comprehensive'' AJC tends
to be a
[[Page 80427]]
large office that offers the full range of employment and business
services, and an ``affiliate'' AJC typically is a smaller office that
offers a self-service career center, conducts hiring events, and
provides workshops or other select employment services for workers.
Because a ``comprehensive'' AJC may not be available in many geographic
areas, particularly among rural communities, this rule permits
employers to contact the nearest ``affiliate'' AJC serving the area of
intended employment where a ``comprehensive'' AJC is not available. In
order to facilitate efficient access to AJC services, this rule
requires that employers utilize available electronic methods to contact
the nearest AJC to meet the contact and disclosure requirements in this
rule.
Contact With AFL-CIO for Jobs in Traditionally or Customarily Unionized
Occupation or Industry
When a job is in a traditionally or customarily unionized
occupation or industry, during the time the SWA is actively circulating
the job order the employer must affirmatively contact the nearest
American Federation of Labor and Congress of Industrial Organizations
(AFL-CIO) office covering the area of intended employment to provide
written notice of the job opportunity and request assistance in
recruiting qualified U.S. workers who may be interested in applying for
the job opportunity. The employer must provide the AFL-CIO office (by
mail, email, or other effective written means) a copy of the job order
placed with the SWA. To determine which occupations are traditionally
or customarily unionized, and to obtain information about the proper
AFL-CIO office to contact,\171\ employers should search the resources
available on the OFLC website, under the ``Customarily Unionized H-2B
Occupations'' tab on the lefthand side of the OFLC homepage: https://www.dol.gov/agencies/eta/foreign-labor.\172\ In addition, to help
employers who must conduct this additional recruitment step, employers
may also contact the national AFL-CIO and request assistance in
circulating the job order to the nearest AFL-CIO office covering the
area of intended employment to advertise and recruit U.S. workers for
the job opportunity. The most effective means of contacting the
national AFL-CIO is to email the job order and request for assistance
to [email protected], but employers may also visit https://aflcio.org to
obtain information on other effective means of contacting the
organization for assistance. Upon receipt, the national AFL-CIO will
distribute a copy of the job order, on behalf of the employer, to the
most appropriate AFL-CIO office(s) serving the area of intended
employment for that job opportunity. The Department believes that this
approach will be more straightforward and simpler for employers, and
therefore encourages employers to meet the notification requirement by
contacting the national AFL-CIO directly.
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\171\ The Departments have determined that the requirement for
employers to contact the nearest AFL-CIO office properly balances
the goal of increasing U.S. worker outreach in those H-2B job
opportunities that are in traditionally or customarily unionized
occupations, while still providing employers with necessary guidance
on recruitment requirements. The AFL-CIO is a voluntary federation
of more than 60 national and international labor unions covering a
substantial number of union employees. AFL-CIO, About Us, https://aflcio.org/about-us (last visited October 11, 2023). The H-2B job
opportunities in traditionally or customarily unionized occupations
most frequently fall within those industries most likely to be
organized or represented by AFL-CIO member unions. Additionally, the
AFL-CIO's status as the largest federation of unions in the United
States provides for comprehensive national coverage and increases
the chances that a U.S. worker will be hired. See AFL-CIO Press
Release, https://aflcio.org/press/releases/afl-cio-teams-wilmington-trust-and-bny-mellon-expand-retirement-planning-options (last
visited October 11, 2023) (noting the AFL-CIO is ``the nation's
largest federation of labor unions''). As discussed below, the SWAs
circulation of relevant job orders based on their knowledge of the
local labor market would provide effective outreach to other
federations of unions and non-affiliated unions.
\172\ These resources were developed based on recent information
received from stakeholders indicating that collective bargaining
agreements now exist in certain occupations, such as landscaping. In
addition, the occupations or industries listed are ones in which the
Department has typically observed substantial union presence in its
program administration experience, such as occupations involved in
public sector employment, construction and extraction activities,
and service-related industries, where historical Bureau of Labor
Statistics data has demonstrated a presence of union affiliated
workers. See BLS, Economic News Release, Table 3. Union Affiliation
of Employed Wage and Salary Workers by Occupation and Industry (Jan.
20, 2022), https://www.bls.gov/news.release/union2.t03.htm.
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When applicable, the employer must include information in its
recruitment report confirming that either the national or nearest AFL-
CIO office was contacted and notified in writing of the job opportunity
or opportunities. In the recruitment report, the employer must state
whether the nearest AFL-CIO office referred qualified U.S. worker(s),
including the number of referrals, or indicate that it was non-
responsive to the employer's requests. The employer must retain all
documentation establishing that it has contacted either the national or
nearest AFL-CIO office and submit all such information upon request
from the Departments. Documentation or evidence that would help
employers establish that the appropriate AFL-CIO office was contacted,
may include, but is not limited to: documentation proving the job order
was shipped and delivered to the AFL-CIO office (e.g., copy of the job
order along with the certificate of shipment provided by the U.S.
Postal Service or other courier mail or parcel delivery services and/or
any other form of delivery confirmation); evidence confirming that the
job order, along with a request for assistance to recruit workers, was
in fact emailed to the appropriate AFL-CIO office (e.g., copies of
emails); phone records accompanied by proof of a follow-up email
sending the job order to the appropriate AFL-CIO office; or copies of
any correspondence exchanged (e.g., letter, email) between the employer
and the AFL-CIO office regarding worker referrals.
We believe the requirement that employers contact the AFL-CIO in
occupations or industries that are traditionally or customarily
unionized will complement the requirement that SWAs circulate the job
order to the State Federation of Labor and local unions in such
situations, thereby increasing the likelihood that a U.S. worker will
be recruited for the job opportunity. This is because in traditionally
or customarily unionized industries and occupations, unions serve as an
essential conduit for communications between U.S. workers and hiring
employers and have traditionally been recognized as a reliable source
of referrals of U.S. workers. Unionized applicants may additionally
share information about the job opportunity with nonunionized
applicants, resulting in more referrals of qualified applicants to the
job opportunity. Within this context, the two requirements complement
each other as the State Federations of Labor and local unions that SWAs
would circulate relevant job orders to, based on their knowledge of the
local labor market, are comprised of various union organizations and
may not always include the AFL-CIO. Since H-2B job opportunities in
traditionally or customarily unionized occupations tend to fall within
those industries most likely to be organized or represented by AFL-CIO
member unions, this requirement increases outreach to qualified U.S.
workers. Moreover, this requirement offers a chance for hiring
employers to directly contact a potential pool of U.S. workers who are
qualified and interested in the job opportunity, which can strengthen
the probability that employers will locate U.S. workers
[[Page 80428]]
suited for the job opportunity. For example, potential U.S. workers may
be more inclined to contact an employer directly upon learning of the
job opportunity rather than utilize the SWA as an intermediary since
the application process could be quicker and demonstrates a willingness
by employers to consider union workers. Direct contact between
employers and unions may also initiate a dialogue between employers and
unions that could lead to a future working relationship that fulfills
the workforce needs of employers. Therefore, in providing timely and
meaningful notice of job opportunities in traditionally or customarily
unionized industries to the AFL-CIO, employers build on efforts by SWAs
to circulate job orders to state and local unions, which may differ
from the AFL-CIO, and thus broaden the scope of their U.S. worker
outreach.
Contact With Former U.S. Workers
During the period of time the SWA is actively circulating the job
order described in paragraph (a)(4)(i) of 20 CFR 655.64 for intrastate
clearance, the employer must make reasonable efforts to contact (by
mail or other written effective means) its former U.S. workers that it
employed in the occupation at the place of employment (except those who
were dismissed for cause or who abandoned the worksite) during the
period beginning January 1, 2022 until the date the I-129 petition
required under 8 CFR 214.2(h)(6)(xiv) is submitted. Among the employees
the employer must contact are those who have been furloughed \173\ or
laid off during this period. The employer must disclose to its former
employees the terms of the job order placed with the SWA, and solicit
their return to the job. The employer must provide the contact and
disclosures required by this paragraph in a language understood by the
worker, as necessary or reasonable, and in writing to ensure the
recruitment effort is effective and meaningful in reaching each former
U.S. worker. The Departments are requiring written communication
because they believe that written contact and disclosure of the terms
of the job order is more effective than oral disclosure, and provides
greater assurance that workers understand the terms and working
conditions of the job opportunity and can more effectively pursue
redress if they do not receive the disclosed terms and working
conditions. Written communication and disclosure will also make it
easier for employers to establish compliance with this requirement, if
necessary.
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\173\ Furloughed employees are employees the employer laid off
(as the term is defined in 20 CFR 655.5 and 29 CFR 503.4), but the
layoff is intended to last for a temporary period of time.
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Contact With the Bargaining Representative or Posting of the Job Order
As the employer was required to do when initially applying for its
labor certification, the employer must provide a copy of the job order
to the bargaining representative for its employees in the occupation
and area of intended employment, consistent with 20 CFR 655.45(a), or
if there is no bargaining representative, post the job order in the
places and manner described in 20 CFR 655.45(b). Similar to the
requirement to contact former U.S. workers, discussed above, the
employer must provide the contact and disclosures required by this
paragraph in a language understood by the worker, as necessary or
reasonable, and in writing to ensure the recruitment effort is
effective and meaningful in reaching each former U.S. worker.
Contact With Current U.S. Workers
As was required in the FY 2023 H-2B supplemental visa TFR,
employers must again contact U.S. workers currently employed at the
place of employment to inform them of the job opportunity and request
their assistance in recruiting qualified U.S. workers who may be
seeking employment. The Departments continue to believe this
recruitment step is a reasonable and cost-effective method of
broadening dissemination of available job opportunities and increasing
the likelihood that qualified U.S. workers will apply. We believe the
requirement that employers contact their current U.S. workers employed
at the place(s) of employment and solicit their assistance in
recruiting other qualified U.S. workers will complement the requirement
that employers post the job order in the places and manner described in
20 CFR 655.45(b), enhance word-of-mouth recruiting, which is a common
method of soliciting referrals of qualified U.S. workers, and increase
the likelihood of locating U.S. workers suited for the job opportunity
more quickly and efficiently. U.S. workers currently employed by the
employer, who are more likely to be familiar with the nature of the
employer's business operations and services or labor to be performed,
will generally refer other U.S. workers who are qualified and may be
more inclined to contact an employer directly upon learning of the job
opportunity from a family, friend, or colleague with experience working
for the employer.
Accordingly, during the period of time the SWA is actively
circulating the job order described in paragraph (a)(4)(i) of 20 CFR
655.64 for intrastate clearance, the employer must make reasonable
efforts to contact (by mail or other effective written means) all U.S.
workers it currently employs at the place(s) of employment under the
certified TLC. The employer must disclose to each of its current U.S.
workers the terms of the job order placed with the SWA, and request
assistance in recruiting qualified U.S. workers who may be interested
in applying for the job opportunity. The contacts, disclosures, and
requests for assistance required by this paragraph must be provided in
a language understood by the worker, as necessary or reasonable, and in
writing to ensure the recruitment effort is effective and meaningful in
reaching each current U.S. worker.
The employer must retain all documentation establishing that it has
contacted each U.S. worker it currently employs at the place(s) of
employment under the certified TLC and submit all such information upon
request from the Departments. Documentation or evidence that would help
employers establish compliance with this regulatory requirement may
include, but is not limited to the following: documentation proving the
job order, along with a request for assistance to recruit workers, was
shipped and delivered to each current U.S. worker's address (e.g., copy
of the job order and request for assistance along with the certificate
of shipment provided by the U.S. Postal Service or other courier mail
or parcel delivery services and/or any other form of delivery
confirmation); evidence confirming that the job order, along with a
request for assistance to recruit workers, was emailed to the current
U.S. worker (e.g., copies of emails); or copies of any correspondence
exchanged (e.g., letter, email) between the employer and the current
U.S. worker regarding referrals of other qualified U.S. workers.
The requirements to contact current and former U.S. workers and
provide notice to the bargaining representative or post the job order
must be conducted in a language understood by the workers, as necessary
or reasonable. This requirement would apply, for example, in situations
where an employer has one or more employees who do not speak English as
their primary language and who have a limited ability to read, write,
speak, or understand English. This requirement would allow those
workers to make informed decisions regarding the job
[[Page 80429]]
opportunity, and is a reasonable interpretation of the recruitment
requirements in 20 CFR part 655, subpart A, in light of the need to
ensure that the test of the U.S. labor market is as comprehensive as
possible. Consistent with existing language requirements in the H-2B
program under 20 CFR 655.20(l), DOL intends to broadly interpret the
necessary or reasonable qualification, and apply an exemption only in
those situations where having the job order translated into a
particular language would both place an undue burden on an employer and
not significantly disadvantage the employee.
Posting of the Job Opportunity on the Employer's Website If the
Employer Has a Website
Finally, as was required in the FY 2023 H-2B supplemental visa TFR,
where the employer maintains a company website for its business
operations, the employer must post an electronic advertisement of the
job opportunity in a conspicuous location on this website.
Although the vast majority of small businesses in the United States
maintain a website, the Departments acknowledge that not all employers
maintain a company website.\174\ As discussed in the prior TFR,
although there is no parallel requirement for employers without a
website, the Departments believe that continuing to require employers
with websites to post the job announcement on their website is
reasonable because this population of employers uses their websites to
inform the public about their existence and/or the services they may
provide. Thus, these employers' advertisement of the job opportunity,
via their websites, is consistent with these employers' use of the
internet/electronic means to communicate with the public. Accordingly,
this recruitment requirement will continue to apply only to employers
that maintain a website for business operations. For employers who must
conduct this additional recruitment step, the electronic advertisement
of the job opportunity on the company website must be posted in a
conspicuous location. This means access to the electronic advertisement
on the company website must be clearly visible on the website's
homepage or easily accessible from the website's homepage using any job
search tool(s) or direct links from the homepage to a subsequent web
page where other available jobs or careers are normally posted by the
employer.
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\174\ The U.S. Chamber of Commerce reports that 71% of small
businesses have a website and, of those with websites, 79% of survey
respondents claimed that their websites are mobile-friendly.
According to the survey results, 92% of the 29% of small businesses
without a website reported planning to have one up and running by
the end of 2018. See U.S. Chamber of Commerce, Small Business
Statistics, available at https://www.chamberofcommerce.org/small-business-statistics/#marketing-statistics (accessed October 11,
2023).
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The Departments have concluded that keeping the electronic
advertisements on company websites posted for a period of at least 15
calendar days, along with the other additional recruitment steps
discussed above, will effectively ensure that U.S. workers are apprised
of the job opportunity and are referred for employment, if they are
willing, qualified, and available to perform the work. The minimum 15
calendar day period is also consistent with the employer-conducted
recruitment activity period applicable under 20 CFR 655.40(b).
The employer must retain all documentation establishing that it has
posted the electronic advertisement of the job opportunity in
compliance with regulatory requirements and submit all such information
upon request from the Departments. Documentation or evidence for
employers to establish compliance with these regulatory requirements
can include screenshots of the company website on which the
advertisement appears for a period of no less than 15 days and screen
shots of the web pages establishing the path that U.S. workers must
follow to access the advertisement on the website.
Hiring U.S. Workers
The employer must hire any qualified U.S. worker who applies or is
referred for the job opportunity until either (1) the date on which the
last H-2B worker departs for the place of employment, or (2) 30 days
after the last date on which the SWA job order is posted, whichever is
later. Additionally, consistent with 20 CFR 655.40(a), applicants may
be rejected only for lawful job-related reasons. Given that the
employer, SWA, and AJC(s) will be actively engaged in conducting
recruitment and broader dissemination of the job opportunity during the
period of time the job order is active, this requirement provides an
adequate period of time for U.S. workers to contact the employer or SWA
for referral to the employer and completion of the additional
recruitment steps described above. As explained above, the Departments
have determined that if employers file a petition 30 or more days after
their dates of need, they have not conducted recruitment recently
enough for the Departments to reasonably conclude that there are
currently an insufficient number of U.S. workers qualified, willing,
and available to perform the work absent additional recruitment.
Because of the abbreviated timeline for the additional recruitment
required for employers whose initial recruitment has gone stale, the
Departments have determined that this hiring period is necessary to
approximate the hiring period under normal recruitment procedures and
ensure that domestic workers have access to these job opportunities,
consistent with the Departments' mandate. Additionally, given the
relatively brief period during which additional recruitment will occur,
additional time may be necessary for U.S. workers to have a meaningful
opportunity to learn about the job opportunities and submit
applications.
The Departments remind all H-2B employers that the job opportunity
must be, through the recruitment period set forth in this rule, open to
any qualified U.S. worker regardless of race, color, national origin,
age, sex, religion, disability, or citizenship, as specified under 20
CFR 655.20(r). Further, employers that wish to require interviews must
conduct those interviews by phone or provide a procedure for the
interviews to be conducted in the location where the worker is being
recruited so that the worker incurs little or no cost. Employers cannot
provide potential H-2B workers with more favorable treatment with
respect to the requirement for, and conduct of, interviews. See 20 CFR
655.40(d).
Any U.S. worker who applies or is referred for the job opportunity
and is not considered by the employer for the job opportunity,
experiences difficulty accessing or understanding the material terms
and conditions of the job opportunity, or believes they have been
improperly rejected by the employer may file a complaint directly with
the SWA serving the area of intended employment. Each SWA maintains a
complaint system for public labor exchange services, established under
20 CFR part 658, subpart E, and any complaint filed with the SWA by, or
on behalf of, a U.S. worker about a specific H-2B job order will be
processed under this existing complaint system. Depending on the
circumstances, the SWA may seek informal resolution by working with the
complainant and the employer to resolve, for example, miscommunications
with the employer to be considered for the job opportunity or other
concerns or misunderstandings related to the terms and conditions of
the job opportunity; or issue a formal, written determination where
informal
[[Page 80430]]
resolution cannot be reached. In other circumstances, such as
allegations involving discriminatory hiring practices or violations of
other employment-related laws, the SWA will formally enter the
complaint and refer the matter to an appropriate enforcement agency for
prompt action. As mentioned above, DOL's OFLC maintains a comprehensive
directory of contact information for each SWA that can be used to
obtain more information on how to file a complaint.
Although the hiring period may require some employers to hire U.S.
workers after the start of the contract period, this is not
unprecedented. For example, in the H-2A program, employers have been
required to hire U.S. workers through 50 percent of the contract period
since at least 2010, which ``enhance[s] protections for U.S. workers,
to the maximum extent possible, while balancing the potential costs to
employers,'' and is consistent with the Departments' responsibility to
ensure that these job opportunities are available to U.S. workers. 74
FR 45906, 45917. The Department acknowledges that hiring workers after
the start of the contract period imposes an additional cost on
employers, but that cost can be lessened, in part, by the ability to
discharge the H-2B worker upon hiring a U.S. worker (note, however,
that an employer must pay for any discharged H-2B worker's return
transportation, 20 CFR 655.20(j)(1)(ii) and 29 CFR 503.16(j)(1)(ii)).
Additionally, this rule permits employers to immediately hire H-2B
workers who are already present in the United States without waiting
for approval of an H-2B petition, which will reduce the potential for
harm to H-2B workers as a result of displacement by U.S. workers. See
new 8 CFR 214.2(h)(31). Most importantly, a longer hiring period will
ensure that available U.S. workers have a viable opportunity to apply
for H-2B job opportunities. Accordingly, the Departments have
determined that in affording the benefits of this temporary cap
increase to businesses that are suffering irreparable harm or will
suffer impending irreparable harm, it is necessary to ensure U.S.
workers have sufficient time to apply for these jobs.
As in the temporary rules implementing the supplemental cap
increases in prior years, employers must retain documentation
demonstrating compliance with the recruitment requirements described
above. Under this TFR, in accordance with 20 CFR 655.65, employers must
retain documentation that demonstrates placement of a new job order
with the SWA, contact with AJCs, contact with the bargaining
representative or AFL-CIO when required, contact with former U.S.
workers, compliance with 20 CFR 655.45(a) or (b), contact with current
U.S. workers at the place of employment, and posting of the job
opportunity on the employer's website, if the employer has a website.
Employers must prepare and retain a recruitment report that describes
these efforts and meets the requirements set forth in 20 CFR 655.48,
including the requirement to update the recruitment report throughout
the recruitment and hiring period set forth in paragraph (a)(4)(viii)
of 20 CFR 655.64. Employers must maintain copies of the recruitment
report, attestation, and supporting documentation, as described above,
for a period of 3 years from the date that the TLC was approved,
consistent with the document retention requirements under 20 CFR
655.65, 20 CFR 655.56, and 29 CFR 503.17. These requirements are
similar to those that apply to certain seafood employers that stagger
the entry of H-2B workers under 20 CFR 655.15(f).
The Departments are committed to ensuring that all recruitment
conducted in conjunction with this rule complies with the additional
recruitment requirements discussed above and encourages individuals
with information about that recruitment to contact DOL through the OFLC
H-2B Ombudsman Program email box ([email protected]). The H-2B
Ombudsman Program facilitates the fair and equitable resolution of
concerns that arise within the H-2B filing community, by conducting
independent and impartial inquiries into issues related to the
administration of the H-2B program. The H-2B Ombudsman Program also
receives concerns and information relevant to case processing from
employers, unions, and worker advocate organizations and ensures such
information is appropriately referred within OFLC or to SWAs, as
appropriate.
DOL actively monitors the H-2B Ombudsman Program email box, which
is the best method for the public to provide information to the
Department that is relevant to the processing of H-2B applications.
Such information may include information about an in-process TLC
application, information regarding the employer's compliance with H-2B
recruitment of U.S. workers, or information bearing on an employer's
irreparable harm justification. When the H-2B Ombudsman Program
receives information relevant to its review of an H-2B TLC application,
the information will be forwarded to the H-2B processing center. The H-
2B processing center will review the information it receives and will
consider it, as appropriate.
The H-2B Ombudsman Program, however, is separate and distinct from
the employment service complaint system administered by the Employment
and Training Administration under regulations at 20 CFR part 658,
subpart E. Any information relevant to an employment service complaint
will be forwarded to the appropriate SWA. The public may also submit
employment service complaints directly to the appropriate SWA; the
contact information for each SWA is available at the following web
page: https://www.dol.gov/agencies/eta/foreign-labor/contact.
Complaints regarding an employer's failure to comply with the H-2B
program requirements may also be submitted to DOL's WHD. WHD has the
authority to investigate the employer's attestations, as the
attestations are a required part of the H-2B petition process under
this rule and the attestations rely on the employer's existing,
approved TLC. Where a WHD investigation determines that there has been
a willful misrepresentation of a material fact or a substantial failure
to meet the required terms and conditions of the attestations, WHD may
institute administrative proceedings to impose sanctions and remedies,
including (but not limited to) assessment of civil money penalties;
recovery of wages due to workers; make-whole relief for any U.S. worker
who has been improperly rejected for employment, laid off, or
displaced; make-whole relief for any person who has been discriminated
against; and/or debarment for 1 to 5 years. See 29 CFR 503.19, 503.20.
This regulatory authority is consistent with WHD's existing enforcement
authority and is not limited by the expiration date of this rule.
Therefore, in accordance with the documentation retention requirements
at 20 CFR 655.65, the petitioner must retain documents and records
evidencing compliance with this rule, and must provide the documents
and records upon request by DHS or DOL.
When conducting an investigation, WHD will generally review the
employer's compliance with this rule, the H-2B program obligations in
general, and any other Federal labor laws that WHD enforces (such as
the Fair Labor Standards Act, which establishes minimum wage, overtime,
recordkeeping and child labor obligations for most employers in the
United States) and to which the employer is subject. WHD's
investigations generally involve meeting
[[Page 80431]]
with the employer, touring the worksite, conducting confidential
interviews with employees, reviewing records (including those required
by 20 CFR 655.65 evidencing compliance with this rule), and, when
appropriate, imposing sanctions and remedies (including back wages).
For example, in the past five years (Fiscal Years 2019-2023), WHD
collected more than $16.7 million in H-2B back wages owed to 10,778
workers, and assessed more than $12.4 million in H-2B civil money
penalties.
Within the context of this rule, WHD's investigative tools are
particularly adept for the review of alleged violations that may result
in back wages and/or that require intensive fact-finding at the
worksite. Additionally, WHD is well suited to investigate alleged
violations that occur after the job order has closed and H-2B workers
are already in the United States. For example, WHD's tools are well
suited to investigate allegations that U.S. applicants were improperly
rejected for the job opportunity (if supplemental recruitment was
required as outlined in 20 CFR 655.64(a)(4)) after the job order has
closed, as WHD may conduct employee interviews, question the employer
as to why the applicant was not hired, review recruitment records, and,
if a violation is substantiated, compute back wages for the improperly
rejected U.S. applicant.
Additionally, WHD is well suited to investigate allegations of
retaliation, as these cases involve complex fact finding and, if
allegations are substantiated, may result in make-whole relief or back
wages owed to the worker. An employer is prohibited from intimidating,
threatening, restraining, coercing, blacklisting, discharging, or in
any manner discriminating against any person who has, among other
actions: filed a complaint related to H-2B rights and protections;
consulted with a workers' rights center, community organization, labor
union, legal assistance program, or attorney on H-2B rights or
protections; or exercised or asserted H-2B rights and protections on
behalf of themselves or others. 20 CFR 655.20(n) and 29 CFR 503.16(n).
Examples of protected activity include making a complaint to a manager,
employer, or WHD; cooperating with a WHD investigation; requesting
payment of wages; refusing to return back wages to the employer;
consulting with WHD or workers' rights organization; and testifying in
a trial. If other laws are applicable (such as the Fair Labor Standards
Act), the anti-retaliation provisions of those laws may also be
applicable.
In addition to the H-2B Ombudsman Program and the employment
service complaint system under 20 CFR part 658, subpart E, which are
described above, workers or U.S. applicants for job opportunities who
believe their rights under the H-2B program have been violated may file
complaints with WHD by telephone at 1-866-487-9243 or may access the
telephone number via TTY by calling 1-877-889-5627 or visit https://www.dol.gov/agencies/whd to locate the nearest WHD office for
assistance. Complainants should be prepared to provide their name and
contact information; name, address, and contact information for the
employer; and details about the alleged violation. WHD maintains all
complaints as confidential unless the complainant provides WHD with
permission to use their name when speaking to the employer.
DHS has the authority to verify any information submitted to
establish H-2B eligibility at any time before or after the petition has
been adjudicated by USCIS. See, e.g., INA sections 103 and 214 (8
U.S.C. 1103, 1184); see also 8 CFR part 103 and section 214.2(h). DHS'
verification methods may include, but are not limited to, review of
public records and information, contact via written correspondence or
telephone, unannounced physical site inspections, and interviews. USCIS
will use information obtained through verification to determine H-2B
eligibility and assess compliance with the requirements of the H-2B
program. Subject to the exceptions described in 8 CFR 103.2(b)(16),
USCIS will provide petitioners with an opportunity to address adverse
information that may result from a USCIS compliance review,
verification, or site visit that occurs after a formal decision is made
on a petition or after the agency has initiated an adverse action that
may result in revocation or termination of an approval.
DOL's OFLC already has the authority under 20 CFR 655.70 to conduct
audit examinations on adjudicated Applications for Temporary Employment
Certification, including all appropriate appendices, and verify any
information supporting the employer's attestations. OFLC uses audits of
adjudicated Applications for Temporary Employment Certification, as
authorized by 20 CFR 655.70, to ensure employer compliance with
attestations made in its Application for Temporary Employment
Certification and to ensure the employer has met all statutory and
regulatory criteria and satisfied all program requirements. The OFLC CO
has sole discretion to choose which Applications for Temporary
Employment Certification will be audited. See 20 CFR 655.70(a). Post-
adjudication audits can be used to establish a record of employer
compliance or non-compliance with program requirements and the
information gathered during the audit assists DOL in determining
whether it needs to further investigate or debar an employer or its
agent or attorney from future labor certifications.
Under this rule, an employer may submit a petition to USCIS,
including a valid TLC and Form ETA-9142B-CAA-8, in which the employer
attests to compliance with requirements for access to the supplemental
H-2B visas allocated through 8 CFR 214.2(h)(6)(xiv), including that its
business is suffering irreparable harm or will suffer impending
irreparable harm, and that it will conduct additional recruitment, if
necessary to refresh the TLC's labor market test. DHS and DOL consider
Form ETA-9142B-CAA-8 to be an appendix to the Application for Temporary
Employment Certification and the attestations contained on the Form
ETA-9142B-CAA-8 and documentation supporting the attestations to be
evidence that is incorporated into and a part of the approved TLC.
Therefore, DOL's audit authority includes the authority to audit the
veracity of any attestations made on Form ETA-9142B-CAA-8 and
documentation supporting the attestations. In order to make certain
that the supplemental visa allocation is not subject to fraud or abuse,
DHS will continue to share information regarding Forms ETA-9142B-CAA-8
with DOL, consistent with existing authorities. This information
sharing between DHS and DOL, along with relevant information that may
be obtained through the separate SWA and WHD complaint systems, are
expected to support DOL's identification of TLCs used to access the
supplemental visa allocation for closer examination of TLCs through the
audit process.
In accordance with the documentation retention requirements in this
rule, the petitioner must retain documents and records proving
compliance with this rule, and must provide the documents and records
upon request by DHS or DOL. Under this rule, DOL will audit a
significant number of TLCs used to access the supplemental visa
allocation to ensure employer compliance with attestations, including
those regarding the irreparable harm standard and additional employer
conducted recruitment, required under this rule. In the event of an
audit, the OFLC CO will send a letter to the employer and, if
appropriate, a copy of the letter to the
[[Page 80432]]
employer's attorney or agent, listing the documentation the employer
must submit and the date by which the documentation must be sent to the
CO. During audits under this rule, the CO will request documentation
necessary to demonstrate the employer conducted all recruitment steps
required under this rule and truthfully attested to the irreparable
harm the employer was suffering or would suffer in the near future
without the ability to employ all of the H-2B workers requested under
the cap increase, including documentation the employer is required to
retain under this rule. If necessary to complete the audit, the CO may
request supplemental information and/or documentation from the employer
during the course of the audit process. 20 CFR 655.70(c).
Failure to comply in the audit process may result in the revocation
of the employer's certification or in debarment, under 20 CFR 655.72
and 655.73, respectively, or require the employer to undergo assisted
recruitment in future filings of an Application for Temporary
Employment Certification, under 20 CFR 655.71. Where an audit
examination or review of information from DHS or other appropriate
agencies determines that there has been fraud or willful
misrepresentation of a material fact or a substantial failure to meet
the required terms and conditions of the attestations or failure to
comply with the audit examination process, OFLC may institute
appropriate administrative proceedings to impose sanctions on the
employer. Those sanctions may result in revocation of an approved TLC,
the requirement that the employer undergo assisted recruitment in
future filings of an Application for Temporary Employment Certification
for a period of up to 2 years, and/or debarment from the H-2B program
and any other foreign labor certification program administered by DOL
for 1 to 5 years. See 20 CFR 655.71, 655.72, 655.73. Additionally, OFLC
has the authority to provide any finding made or documents received
during the course of conducting an audit examination to DHS, WHD, IER,
or other enforcement agencies. OFLC's existing audit authority is
independently authorized, and is not limited by the expiration date of
this rule. Therefore, in accordance with the documentation retention
requirements at 20 CFR 655.65, the petitioner must retain documents and
records proving compliance with this rule, and must provide the
documents and records upon request by DHS or DOL.
Petitioners must also comply with any other applicable laws, such
as avoiding unlawful discrimination against U.S. workers based on their
citizenship status or national origin. Specifically, the failure to
recruit and hire qualified and available U.S. workers on account of
such individuals' national origin or citizenship status may violate INA
section 274B, 8 U.S.C. 1324b.
IV. Statutory and Regulatory Requirements
A. Administrative Procedure Act
This rule is issued without prior notice and opportunity to comment
and with an immediate effective date pursuant to the Administrative
Procedure Act (APA). 5 U.S.C. 553(b) and (d).
1. Good Cause To Forgo Notice and Comment Rulemaking
The APA, 5 U.S.C. 553(b)(B), authorizes an agency to issue a rule
without prior notice and opportunity to comment when the agency, for
good cause, finds that those procedures are ``impracticable,
unnecessary, or contrary to the public interest.'' Among other things,
the good cause exception for forgoing notice and comment rulemaking
``excuses notice and comment in emergency situations, or where delay
could result in serious harm.'' Jifry v. FAA, 370 F.3d 1174, 1179 (D.C.
Cir. 2004). Courts have found ``good cause'' under the APA in similar
situations when an agency is moving expeditiously to avoid significant
economic harm to a program, program users, or an industry. See, e.g.,
Nat'l Fed'n of Fed. Emps. v. Devine, 671 F.2d 607, 611 (D.C. Cir. 1982)
(holding that an agency may use the good cause exception to address ``a
serious threat to the financial stability of [a government] benefit
program''); Am. Fed'n of Gov't Emps. v. Block, 655 F.2d 1153, 1156
(D.C. Cir. 1981) (finding good cause when an agency bypassed notice and
comment to avoid ``economic harm and disruption'' to a given industry,
which would likely result in higher consumer prices).
Although the good-cause exception is ``narrowly construed and only
reluctantly countenanced,'' Tenn. Gas Pipeline Co. v. FERC, 969 F.2d
1141, 1144 (D.C. Cir. 1992), the Departments have appropriately invoked
the exception in this case due to the time exigencies resulting from
the unique procedural history of the Department's authority for this
action and the ongoing economic need for this rulemaking, as described
further below. Overall, the Departments are bypassing notice and
comment to prevent ``serious economic harm to the H-2B community,''
including U.S. employers, associated U.S. workers, and related
professional associations, that could result from the failure to
provide supplemental visas as authorized by Congress. See Bayou Lawn &
Landscape Servs. v. Johnson, 173 F. Supp. 3d 1271, 1285 & n.12 (N.D.
Fla. 2016). The Departments note that this action is temporary in
nature, see id.,\175\ and limits eligibility for H-2B supplemental
visas to only those businesses most in need, and also protects H-2B and
U.S. workers.
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\175\ Because the Departments have issued this rule as a
temporary final rule, the supplemental cap portion of this rule--
with the sole exception of the document retention requirements--will
be of no effect after September 30, 2024. The ability to initiate
employment with a new employer pursuant to the portability
provisions of this rule expires at the end of on January 24, 2025.
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With respect to the supplemental allocations provisions in 8 CFR
214.2 and 20 CFR part 655, subpart A, as explained above, the
Departments are acting pursuant to the extension of supplemental cap
authority in Section 303 of the Consolidated Appropriations Act, 2023
by sections 101(6) and 106 of the Continuing Appropriations Act, 2024
and Other Extensions Act (authorized on September 30, 2023) to FY
2024.\176\ The deadline for exercising the FY 2024 supplemental cap
authority under the Continuing Appropriations Act, 2023 is November 17,
2023, the date on which the Continuing Appropriations Act, 2024
expires.\177\ This timing concern is critical since the Departments are
bypassing advance notice and comment in order to urgently address
increased labor demand.\178\ Acting expeditiously is intended to
prevent economic harm resulting from American businesses suffering
irreparable harm due to a lack of a sufficient labor force. This harm
would ensue if the Departments do not exercise the authority provided
by the extension of supplemental cap authority. USCIS
[[Page 80433]]
received more than enough petitions to meet the H-2B visa statutory cap
for the first half of FY 2024 on October 11, 2023.\179\ Based on past
years' experience, DHS anticipates that it will also receive sufficient
petitions to meet the semiannual cap for the second half of the FY
2024; last year on February 27, 2023, USCIS received sufficient
petitions to meet the H-2B visa statutory cap for the second half of FY
2023.\180\ Given the continued high demand of American businesses for
H-2B workers (as discussed in this preamble), rapidly evolving economic
conditions and historically high labor demand, and the limited time
remaining until the expiration of the continuing resolution authorizing
supplemental cap authority to help prevent further irreparable harm
currently experienced by some U.S. employers or avoid impending
economic harm for others, a decision to undertake notice and comment
rulemaking, which would delay final action on this matter by months,
would greatly complicate and potentially preclude the Departments from
successfully exercising the authority created by section 303, Public
Law 117-328 as extended to FY 2024 by secs. 101(6) and 106, Public Law
118-15. If the Departments are precluded from exercising this
authority, substantial economic harm will result for the reasons stated
above.
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\176\ See Section 303, Consolidated Appropriations Act, 2023,
Division O, Public Law 117-328 (Dec. 29, 2022), extended by sections
101(6) and 106 of the Continuing Appropriations Act, 2024 and Other
Extensions Act, Division A (``Continuing Appropriations Act,
2024''), Public Law 118-15 (Sep. 30, 2023).
\177\ Pursuant to section 101(6) and 106 of the Continuing
Appropriations Act, 2024, Division A, Public Law 118-15, the
deadline for exercising the FY 2024 supplemental cap authority under
this act is Nov. 17, 2023, the date on which the Continuing
Appropriations Act expires.
\178\ See Irina Ivanova, America's labor shortage is actually an
immigrant shortage, CBS News, https://www.cbsnews.com/news/immigration-jobs-workers-labor-shortage/ (Apr. 8, 2022). (``U.S.
employers say it's a hard time to find and keep talent. Workers are
decamping at near-record rates, while millions of open jobs go
unfilled. One reason for this labor crunch that has largely flown
beneath the radar: Immigration to the U.S. is plummeting, a shift
with potentially enormous long-term implications for the job
market.'')
\179\ See USCIS, USCIS Reaches H-2B Cap for First Half of FY
2024, https://www.uscis.gov/newsroom/alerts/uscis-reaches-H-2B-cap-
for-first-half-of-fy-2024 (Oct 13, 2023).
\180\ See USCIS, USCIS Reaches H-2B Cap for Second Half of FY
2023 and Announces Filing Dates for the Second Half of FY 2023
Supplemental Visas, https://www.uscis.gov/newsroom/alerts/uscis-
reaches-H-2B-cap-for-second-half-of-fy-2023-and-announces-filing-
dates-for-the-second-half-of (Mar. 2, 2023).
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The temporary portability and change of employer provisions in 8
CFR 214.2 and 274a.12 are also supported by labor market demands.
Courts have found ``good cause'' under the APA when an agency is moving
expeditiously to avoid significant economic harm to a program, program
users, or an industry. Courts have held that an agency may use the good
cause exception to address ``a serious threat to the financial
stability of [a government] benefit program,'' Nat'l Fed'n of Fed.
Emps. v. Devine, 671 F.2d 607, 611 (D.C. Cir. 1982), or to avoid
``economic harm and disruption'' to a given industry, which would
likely result in higher consumer prices, Am. Fed'n of Gov't Emps. v.
Block, 655 F.2d 1153, 1156 (D.C. Cir. 1981).
Finally, taking public comments on this year's temporary final rule
before implementation may have limited utility given that the
Departments took post-promulgation public comments during a 60-day
comment period on last year's (FY 2023) nearly identical TFR. Those
comments are discussed in detail above in the preamble of this
temporary final rule. In addition, DHS is separately pursuing broader
programmatic improvements in the H-2B and H-2A programs through a
separate notice and comment rulemaking which includes a proposal to
make portability permanent for all H-2 workers.\181\
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\181\ On September 20, 2023, DHS issued a Modernizing H-2
Program Requirements, Oversight, and Worker Protections Notice of
Proposed Rulemaking (NPRM), 88 FR 65040, 65066, with a 60-day public
comment period that ends on November 20, 2023. In that NPRM, DHS
proposed to extend portability to H-2A and H-2B workers on a
permanent basis.
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2. Good Cause To Proceed With an Immediate Effective Date
The APA also authorizes agencies to make a rule effective
immediately, upon a showing of good cause, instead of imposing a 30-day
delay. 5 U.S.C. 553(d)(3). The good cause exception to the 30-day
effective date requirement is easier to meet than the good cause
exception for foregoing notice and comment rulemaking. Riverbend Farms,
Inc. v. Madigan, 958 F.2d 1479, 1485 (9th Cir. 1992); Am. Fed'n of
Gov't Emps., AFL-CIO v. Block, 655 F.2d 1153, 1156 (D.C. Cir. 1981);
U.S. Steel Corp. v. EPA, 605 F.2d 283, 289-90 (7th Cir. 1979). An
agency can show good cause for eliminating the 30-day delayed effective
date when it demonstrates urgent conditions the rule seeks to correct
or unavoidable time limitations. U.S. Steel Corp., 605 F.2d at 290;
United States v. Gavrilovic, 511 F.2d 1099, 1104 (8th Cir. 1977). For
the same reasons set forth above expressing the need for immediate
action, we also conclude that the Departments have good cause to
dispense with the 30-day effective date requirement.
B. Executive Order 12866: Regulatory Planning and Review; Executive
Order 14094: Modernizing Regulatory Review; and Executive Order 13563:
Improving Regulation and Regulatory Review
Under E.O. 12866, OMB's Office of Information and Regulatory
Affairs (OIRA) determines whether a regulatory action is significant
and, therefore, subject to the requirements of the E.O. and review by
OMB. 58 FR 51735. Section 3(f) of E.O. 12866, as amended by E.O. 14094,
defines a ``significant regulatory action'' as an action that is likely
to result in a rule that: (1) has an annual effect on the economy of
$200 million or more, or adversely affects in a material way a sector
of the economy, productivity, competition, jobs, the environment,
public health or safety, or State, local, or tribal governments or
communities; (2) creates serious inconsistency or otherwise interferes
with an action taken or planned by another agency; (3) materially
alters the budgetary impacts of entitlement grants, user fees, or loan
programs, or the rights and obligations of recipients thereof; or (4)
raises novel legal or policy issues arising out of legal mandates, the
President's priorities, or the principles set forth in the E.O. 88 FR
21879.
The Office of Management and Budget (OMB) has designated this
temporary final rule a significant regulatory action under section
3(f)(1) of Executive Order 12866, as amended by Executive Order 14094,
because its annual effects on the economy exceed $200 million in any
year of the analysis. Accordingly, OMB has reviewed this rule.
E.O. 13563 directs agencies to propose or adopt a regulation only
upon a reasoned determination that its benefits justify its costs; the
regulation is tailored to impose the least burden on society,
consistent with achieving the regulatory objectives; and in choosing
among alternative regulatory approaches, the agency has selected those
approaches that maximize net benefits. E.O. 13563 recognizes that some
benefits are difficult to quantify and provides that, where appropriate
and permitted by law, agencies may consider (and discuss qualitatively)
values that are difficult or impossible to quantify, including equity,
human dignity, fairness, and distributive impacts.
1. Summary
With this temporary final rule (TFR), DHS is authorizing the
release of up to an additional 64,716 total H-2B visas to be allocated
throughout FY 2024. In accordance with the FY 2024 continuing
resolution extending the authority provided in section 303 of the FY
2023 Omnibus, DHS is allocating the supplemental visas in the following
manner:
[[Page 80434]]
[GRAPHIC] [TIFF OMITTED] TR17NO23.023
As with previous H-2B visa supplements, these visas will be
available to businesses that: (1) show that there are an insufficient
number of U.S. workers to meet their needs throughout FY 2024; (2)
attest that their businesses are suffering irreparable harm or will
suffer impending irreparable harm without the ability to employ all of
the H-2B workers requested on their petition; and (3) petition for
returning workers who were issued an H-2B visa or were otherwise
granted H-2B status in FY 2021, 2022, or 2023, unless the H-2B worker
is a national of one of the countries included in the country-specific
allocation. Additionally, up to 20,000 visas may be granted to workers
from countries included in the country-specific allocation who are
exempt from the returning worker requirement. This TFR aims to prevent
irreparable harm to certain U.S. businesses by allowing them to hire
additional H-2B workers within FY 2024.
The estimated total costs to petitioners range from $7,530,484 to
$10,043,625. The estimated total cost to the Federal Government is
$350,028. Therefore, DHS estimates that the total cost of this rule
ranges from $7,880,512 to $10,393,653. Total transfers from filing fees
made by petitioners to the Government are $9,214,500. The benefits of
this rule are diverse, though some of them are difficult to quantify.
Some of these benefits include:
Employers benefit from this rule significantly through
increased access to H-2B workers;
Customers and others benefit directly or indirectly from
increased access;
Some American workers may benefit to the extent that they
do not lose jobs through the reduced or closed business activity that
might occur if fewer H-2B workers were available;
Some American workers may benefit from the additional
recruitment activities that the rule requires certain petitioners to
complete, to the extent that these activities could result in some U.S.
workers being hired.
The existence of a lawful pathway for up to 20,000
temporary workers from countries included in the country-specific
allocation is likely to provide multiple benefits in terms of U.S.
policy with respect to those countries; and
The Federal Government benefits from increased evidence
regarding attestations. Table 2 provides a summary of the provisions in
this rule and some of their impacts.
BILLING CODE 9111-97-P
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BILLING CODE 9111-97-C
2. Background and Purpose of the Temporary Rule
The H-2B visa classification program was designed to serve U.S.
businesses that are unable to find enough U.S. workers to perform
nonagricultural work of a temporary nature. For a nonimmigrant worker
to be admitted into the United States under this visa classification,
the hiring employer is required to: (1) receive a temporary labor
certification (TLC) from the Department of Labor (DOL); and (2) file
Form I-129 with DHS. The temporary nature of the services or labor
described on the approved TLC is subject to DHS review during
adjudication of Form I-129.\182\ The INA sets the annual number of H-2B
visas for workers performing temporary nonagricultural work at 66,000
to be distributed semiannually beginning in October (33,000) and in
April (33,000).\183\ Any unused H-2B visas from the first half of the
fiscal year are available for employers seeking to hire H-2B workers
during the second half of the fiscal year. However, any unused H-2B
visas from one fiscal year do not carry over into the next and would
therefore not be made available.\184\ Once the statutory H-2B visa cap
limit has been reached, petitioners must wait until the next half of
the fiscal year, or the beginning of the next fiscal year, for
additional visas to become available.
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\182\ Revised effective 1/18/2009; Changes to Requirements
Affecting H-2B Nonimmigrants and Their Employers; Correction, 73 FR
78104 (Jan. 19, 2009); Changes to Requirements Affecting H-2B
Nonimmigrants and Their Employers; Correction, 74 FR 2837 (Jan 18,
2009).
\183\ See INA 214(g)(1)(B), 8 U.S.C. 1184(g)(1)(B) and INA
214(g)(4), 8 U.S.C. 1184(g)(4).
\184\ A temporary labor certification (TLC) approved by the
Department of Labor must accompany an H-2B petition. The employment
start date stated on the petition must match the start date listed
on the TLC. See 8 CFR 214.2(h)(6)(iv)(A) and (D).
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On September 30, 2023, the President signed the Continuing
Appropriations Act, 2024 and Other Extensions Act. Sections 101(6) and
106 reauthorize Sec. 303 of Div. O of the Consolidated Appropriations
Act FY 2023, permitting the Secretary of Homeland Security, under
certain circumstances, to increase the number of H-2B visas available
to U.S. employers, notwithstanding the established statutory numerical
limitation. After consulting with the Secretary of Labor, the Secretary
of the Homeland Security has determined it is appropriate to exercise
his discretion and raise the H-2B cap by up to a total of 64,716 visas
for FY 2024. The total supplemental allocation will be divided into
four separate allocations: one for the first half of FY 2024, two for
the second half of FY 2024 (a first one for employment from April 1
through May 14, 2024, and a second one for those with start dates on or
after May 15, 2024), and a full fiscal year allocation for workers from
the countries included in the country-specific allocation. As with
previous supplemental allocations, USCIS will make these supplemental
visas available only to businesses that qualify and meet the
requirements for the supplemental visas. These businesses must attest
that they are suffering irreparable harm or will suffer impending
irreparable harm without the ability to employ all the H-2B workers
requested on their petition.
[[Page 80440]]
In contrast to previously issued H-2B TFRs which codified the
availability of supplemental H-2B visas only after the relevant
statutory fiscal half-year caps had been reached, the Secretaries have
determined that this TFR will cover the entirety of FY 2024. While the
Departments cannot predict with certainty what labor market conditions
will be during the second half of FY 2024, they believe that the
structure of this TFR is reasonable because: (1) the availability of
the second half FY supplemental visas is contingent on the exhaustion
of the second half FY statutory cap, (2) strong historical demand for
H-2B workers, and (3) mainstream estimates of labor market conditions
for FY 2024 indicate a continuation of labor market tightness from a
historical perspective.\185\
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\185\ September 2023 Federal Open Market Committee (FOMC)
projections for unemployment rate in 2024 ranged from 3.7 to 4.5%
with central tendency more tightly clustered between 3.9 and 4.4%.
See https://www.federalreserve.gov/monetarypolicy/fomcprojtabl20230920.htm (last accessed Sept. 29, 2023).
\186\ USCIS analysis of OFLC Performance data. All data are for
applications listed as having a case status of ``Certification'',
``Partial Certification'', ``Determination--Certification'', or
``Determination--Partial Certification''. Furthermore, data have
been adjusted to a fiscal year using the employment begin date
provided on the TLC application. As such, counts differ from counts
based on the Disclosure Files of OFLC H-2B Performance data. This
adjustment was made so that the OFLC data more closely align to
USCIS I-129 data. Data for FY 2023 include data through the end of
quarter 3.
\187\ Averages are rounded to the nearest whole number.
[GRAPHIC] [TIFF OMITTED] TR17NO23.029
With respect to historical demand for H-2B workers, Table 3 makes
two important points supporting the Departments' decision to structure
this rule in a manner that covers the entire fiscal year. First, Table
3 shows that H-2B demand, as represented by the number of workers
requested on certified TLCs, has outpaced the statutorily capped
allotment of H-2B visas. This demonstrates that, in aggregate, there is
sufficient demand for the entire supplementary allocation that the
Departments are making available. To that end, the 5-year average of
workers requested on certified TLCs, 154,636, would still completely
exhaust the total supplemental allocation made available by the TFR.
Second, Table 3 demonstrates that within a given fiscal year, demand
for H-2B workers is particularly strong in the second half of the
fiscal year. On average over the last 5 fiscal years, H-2B employers
have requested 97,182 employees with start dates on April 1 or later,
which would completely exhaust the 24,000 \188\ total supplemental H-2B
visas explicitly set aside for workers with employment start dates in
the second half of FY 2024. Given these conditions, the Departments
believe that the decision to authorize a second half supplement is
reasonable.
---------------------------------------------------------------------------
\188\ 19,000 visas for returning workers and 5,000 visas for
filers with employment start dates May 15, 2024 or later.
---------------------------------------------------------------------------
In terms of the actual distribution of the visas being made
available by the Rule, the Departments have determined that up to
44,716 of the 64,716 supplemental visas will be limited to returning H-
2B returning workers for nationals of any country. These individuals
must be workers who were issued H-2B visas or were otherwise granted H-
2B status in fiscal years 2021, 2022, or 2023. The 44,716 visas for
returning workers will be divided into three separate allocations that
will be available to petitioners over the fiscal year. The first
allocation is comprised of 20,716 visas for returning workers with
requested start dates between October 1, 2023, and March 31, 2024.
These visas will be available to petitioners immediately upon the
publication of the rule. The second allocation is comprised of 19,000
visas for returning workers with requested start dates between April 1,
2024, and May 14, 2024. These visas will be available to petitioners 15
calendar days after the second half statutory cap of 33,000 visas is
reached. The third allocation is comprised of 5,000 visas for returning
workers with requested start dates between May 15, 2024, and September
30, 2024. These visas will be available to petitioners 45 calendar days
after the second half statutory cap of 33,000 visas is reached.
---------------------------------------------------------------------------
\189\ See https://www.federalregister.gov/documents/2022/12/15/2022-27236/exercise-of-time-limited-authority-to-increase-the-numerical-limitation-for-fy-2023-for-the-h-2b (accessed September
26, 2023).
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The inclusion of an allocation of visas specifically for those
petitioners with employment needs starting on or after May 15 is in
response to trends in TLC data. As stated in the FY 2023 H-2B TFR, the
relative demand in FY 2016 for workers with start dates later in the
fiscal year was higher relative to recent years. More specifically,
data for FY 2016 show that approximately 45.51 percent of certified
TLCs requested workers with start dates in April while 17.93 percent of
certified TLCs requested workers with start dates after April.\189\
Table 4 and Table 5 demonstrate that the 5-year average for these
values skew toward April start dates. The increase in the relative
prevalence of April 1 start dates since 2016 raises the question
whether petitioners with employment needs later in the fiscal year may
not have the opportunity to utilize the H-2B program because the supply
of supplemental visas is already exhausted by the time a petitioner
with a later start date can file a TLC and receive eligibility to
request workers on Form I-129. Under DOL regulations, employers must
apply for a TLC 75 to 90 days before the start
[[Page 80441]]
date of work.\190\ Employers must have a DOL-approved TLC before filing
their Form I-129 request for H-2B workers with USCIS. Because the
availability of H-2B visas is limited by statute and regulation, USCIS
generally announces to the public when it has received a sufficient
number of I-129 petitions, and by extension H-2B beneficiaries, to
exhaust the respective H-2B visa allocation.\191\ USCIS rejects H-2B I-
129 petitions that are received after USCIS has determined that a given
allocation has been fully utilized. Functionally, this means that a
subset of petitioners that would utilize H-2B workers given the chance
may not be able to do so because the available visas have already been
allocated before they can petition USCIS for the necessary workers.
Using OFLC TLC data, Table 4 illustrates that relative to 2016, when
employers of returning workers had greater flexibility in determining
TLC-requested start dates, requested H-2B employment start dates have
become increasingly concentrated in April.\192\
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\190\ See 20 CFR 655.15(b).
\191\ See USCIS, Cap Reached for Additional Returning Worker H-
2B Visas for Second Half of FY 2022, https://www.uscis.gov/newsroom/alerts/cap-reached-for-additional-returning-worker-h-2b-visas-for-second-half-of-fy-2022 (May 31, 2022).
\192\ Tables 4 and 5 contain USCIS analysis of OFLC Performance
data. All data are for applications listed as having a case status
of ``Certification'', ``Partial Certification'', ``Determination--
Certification'', or ``Determination--Partial Certification.''
Furthermore, data have been adjusted to a fiscal year using the
employment begin date provided on the TLC application. As such,
counts differ from counts based on the Disclosure Files of OFLC H-2B
Performance data. This adjustment was made so that the OFLC data
more closely align to USCIS I-129 data.
[GRAPHIC] [TIFF OMITTED] TR17NO23.030
[GRAPHIC] [TIFF OMITTED] TR17NO23.031
[[Page 80442]]
This has given rise to the concern that this proliferation of April
start dates may be crowding out employers with labor needs later in the
season (shown in Table 5). These data suggest there may be structural
barriers that preclude employers with later start dates from being able
to employ needed workers through the H-2B program. To illustrate, in FY
2016, a temporary statutory provision exempted certain H-2B visas from
the cap that had been counted against the cap in any of the three prior
fiscal years. Data from FY 2016 show a much higher incidence of
employers that request relatively later start dates, suggesting that
employers with late-season needs would use the H-2B program but for the
unavailability of visas.
As part of the FY 2023 TFR, USCIS made 10,000 visas available to
petitioners with start dates later in the season (after May 15). The
goal for this separate allocation was to address this potentially
inequitable situation and to take steps towards collecting information
through that rule to determine whether such a structural barrier
exists. As of September 2023, approximately 72 percent of the late-
season filer allocation was used.\193\ Preliminary analysis of Form I-
129 filings under the late-season filer allocation suggests some
variation in the demand by industry appeared for this allocation.
Specifically, petitioners in the Seafood Product Preparation and
Packaging industry (NAICS 3117), appeared to respond to the
availability of the late-season filer allocation. This industry
historically requested temporary H-2B workers during the first half of
the fiscal year for both statutory caps and any available supplemental
allocations, such that well over 50 percent of the total industry
beneficiaries were for the first half of a given fiscal year.\194\ For
FY 2023, however, approximately 47 percent of industry beneficiaries
were requested under first half caps while almost 22 percent were
requested under the late-season filer allocation.\195\ This data point,
while limited, provides some evidence that certain industries may be
able to more efficiently fulfill their temporary labor needs by
petitioning for beneficiaries under this cap.
---------------------------------------------------------------------------
\193\ USCIS, Office of Performance and Quality, SAS PME C3
Consolidated, Data queried 09/2023, TRK 12921. Calculation: 7,198
beneficiaries granted visas under the late-season filer allocation/
10,000 visas allocated = 71.98% utilization.
\194\ For Fiscal Years 2018 through 2022, Petitioners in NAICS
3117 were approved for 49,332 non cap-exempt beneficiaries. Of that
total, 31,204 were approved for the 1st half of a fiscal year,
yielding a rate of 63% (rounded).
\195\ USCIS Analysis as of 7/29/2023, Office of Performance and
Quality, SAS PME C3 Consolidated, Data queried 07/2023, TRK 12149.
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While DOL TLC data indicates that there was sufficient employer
demand to exhaust the late-season filer allocation, the Form I-129
filing data mentioned above indicates that fewer employers took the
subsequent (and necessary) step of filing for supplemental workers
under this cap.\196\ Therefore, the Departments' experience with the
late-season filer allocation under the prior TFR confirms that the
demand for workers with later start dates exists, though it may not be
fully reflected in petition filings. To that end, USCIS has elected to
scale down this allocation, as mentioned in the preamble.
---------------------------------------------------------------------------
\196\ See DOL H-2B public disclosure data for FY 2023 covering
applications processed on and after October 1, 2022, through June
30, 2023, at Performance Data [verbar] U.S. Department of Labor
(https://www.dol.gov/agencies/eta/foreign-labor/performance).
---------------------------------------------------------------------------
The Secretaries have also determined that up to 20,000 of the
64,716 additional visas will be reserved for workers who are nationals
of the countries included in the country-specific allocation and that
these 20,000 workers will be exempt from the returning worker
requirement. These visas will be available for the entirety of the
fiscal year and do not have limitations regarding the requested start
date of the H-2B beneficiaries' employment within the fiscal year. If
the 20,000-visa limit has been reached, a petitioner may request H-2B
visas for workers who are nationals of the countries included in the
country-specific allocation but these workers must be returning
workers.
The Departments note that they are committed to analyzing the
results and impacts of this and future H-2B supplemental visa TFRs in a
holistic manner, and have attempted to fully quantify the potential
impacts of the FY 2024 TFR, where time and data allow.
3. Population
This rule will affect those employers that file Form I-129 on
behalf of nonimmigrant workers they seek to hire under the H-2B visa
program. More specifically, this rule will affect those employers that
can establish that their business is suffering irreparable harm or will
suffer impending irreparable harm without the ability to employ all the
H-2B workers requested on their petition and without the exercise of
authority that is the subject of this rule. Due to historical trends
and strong demand for the H-2B program (see Table 3), the Departments
believe that it is reasonable to assume that the population of eligible
petitioners for these additional 64,716 visas will generally be the
same population as those employers that would already complete the
steps to receive an approved TLC irrespective of this rule. One
exception is the population of late season employers, described below.
This rulee will also have additional impacts on the population of
H-2B employers and workers presently in the United States by permitting
some H-2B workers to port to another certified H-2B employer. These H-
2B workers will continue to earn wages and gaining employers will
continue to obtain necessary workers.
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\197\ See, e.g., https://www.uscis.gov/newsroom/alerts/cap-reached-for-additional-returning-worker-h-2b-visas-for-second-half-of-fy-2022.
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a. Population That Will File a Form I-129, Petition for a Nonimmigrant
Worker
As discussed above, the population that will file a Form I-129 is
necessarily limited to those business that have already established
that their business is suffering irreparable harm or will suffer
impending irreparable harm without the ability to employ all the H-2B
workers requested on their petition and without the exercise of
authority that is the subject of this rule. Because the number of
supplementary visas available is finite, USCIS has generally informed
the public when the number of submitted Form I-129 petitions and, by
extension, the number of respective beneficiaries is enough to exhaust
the supply of supplemental visas.\197\
[[Page 80443]]
[GRAPHIC] [TIFF OMITTED] TR17NO23.032
Table 6 shows the total supplemental H-2B visa allocations issued
by the Departments in each fiscal year since 2017,\200\ including the
total number of petitions and the total number of beneficiaries
submitted under a supplement in each fiscal year. Using the historical
average of 14.85 beneficiaries per petition for supplemental visas
derived in Table 6, USCIS anticipates that 4,358 Forms I-129 will be
submitted as a result of this temporary final rule.\201\
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\198\ In Fiscal Year 2021, the Departments authorized a single
supplemental allocation which was divided between returning workers
and workers from specific countries. See https://www.federalregister.gov/documents/2021/05/25/2021-11048/exercise-of-time-limited-authority-to-increase-the-fiscal-year-2021-numerical-limitation-for-the (accessed October 6, 2023).
\199\ In Fiscal Year 2022, the Departments authorized two
separate supplemental allocations of H-2B Visas, with each being
further divided between returning workers and workers from specific
countries. See https://www.federalregister.gov/documents/2022/01/28/2022-01866/exercise-of-time-limited-authority-to-increase-the-fiscal-year-2022-numerical-limitation-for-the; https://www.federalregister.gov/documents/2022/05/18/2022-10631/exercise-of-time-limited-authority-to-increase-the-numerical-limitation-for-second-half-of-fy-2022.
\200\ FY 2020 was not included due to the suspension of
additional H-2B visas to be released in 2020. DHS also noted that
the Department of State had suspended routine visa services.
\201\ Calculation for expected petitions. If each I-129 requests
14.85 workers, we'd expect to see 4,358 petitioners exhausting the
64,716 supplement allocated this year: 64,716 / 14.85 = 4,358
(rounded).
---------------------------------------------------------------------------
Using the estimates in Table 6, the Departments further estimate
that the allocation of 5,000 visas for late season filers made by this
TFR, addressing the disadvantage these employers face in accessing
scarce H-2B visas, will result in 337 \202\ additional Form ETA-9142B
requests to DOL, assuming each late season visa requestor submits a TLC
and Form I-129 for the historic average of 14.85 beneficiaries. The
number of additional Form ETA-9142B requests could be lower if some
petitioners that would have filed for April 1 start dates in the
absence of this TFR change their behavior to request late season
workers as a result of this allocation. Alternatively, this number
could be higher if late season filers are at a larger disadvantage in
accessing H-2B workers than recent data suggests. The Departments
commit to monitoring the utilization of these late season FY24 visas to
determine if this carve-out promotes access, as anticipated, to
employers with needs for workers later in the second half of the fiscal
year but that have faced obstacles to accessing H-2B workers in the
past.
---------------------------------------------------------------------------
\202\ Calculation for expected late season TLCs: 5,000 visas /
14.85 beneficiaries per petition = 337 TLCs (rounded down).
---------------------------------------------------------------------------
USCIS recognizes that some employers will have to submit two I-129
Forms if they choose to request H-2B workers under both the returning
worker and country-specific caps. At this time, USCIS cannot predict
how many employers will choose to take advantage of more than one
allocation, and therefore recognizes that the number of petitions may
be underestimated.
b. Population That Files Form G-28, Notice of Entry of Appearance as
Attorney or Accredited Representative
If a lawyer or accredited representative submits Form I-129 on
behalf of the petitioner, Form G-28, Notice of Entry of Appearance as
Attorney or Accredited Representative, must accompany the Form I-129
submission.\203\ Using data from FY 2018 to FY 2022, we estimate that a
lawyer or accredited representative will file 47.21 percent of Form I-
129 petitions. Table 7 shows the percentage of Form I-129 H-2B
petitions that were accompanied by a Form G-28. Therefore, we estimate
that in-house or outsourced lawyers will file 2,057 Forms I-129 and
Forms G-28, and that human resources (HR) specialists will file 2,301
Forms I-129.\204\
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\203\ USCIS, Filing Your Form G-28, https://www.uscis.gov/forms/filing-your-form-g-28.
\204\ Calculation: 4,358 estimated additional petitions * 47.21
percent of petitions filed by a lawyer = 2,057 (rounded) petitions
filed by a lawyer.
Calculation: 4,358 estimated additional petitions-2,057
petitions filed by a lawyer = 2,301 petitions filed by an HR
specialist.
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[[Page 80444]]
[GRAPHIC] [TIFF OMITTED] TR17NO23.033
c. Population That Files Form I-907, Request for Premium Processing
Service
Employers may use Form I-907, Request for Premium Processing
Service, to request faster processing of their Form I-129 petitions for
H-2B visas. Table 8 shows the percentage of Form I-129 H-2B petitions
that were filed with a Form I-907. Using data from FY 2018 to FY 2022,
USCIS estimates that approximately 91.43 percent of Form I-129 H-2B
petitioners will file a Form I-907 requesting premium processing. Based
on this historical data, USCIS estimates that 3,985 Forms I-907 will be
filed with the Forms I-129 as a result of this rule.\205\ Of these
3,985 premium processing requests, we estimate that in-house or
outsourced lawyers will file 1,881 Forms I-907 and HR specialists or an
equivalent occupation will file 2,104.\206\
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\205\ Calculation: 4,358 estimated additional petitions * 91.43
percent premium processing filing rate = 3,985 (rounded) additional
Form I-907.
\206\ Calculation: 3,985 additional Form I-907 * 47.21 percent
of petitioners represented by a lawyer = 1,881 (rounded) additional
Form I-907 filed by a lawyer.
Calculation: 3,985 additional Form I-907-1,881 additional Form
I-907 filed by a lawyer = 2,104 additional Form I-907 filed by an HR
specialist.
[GRAPHIC] [TIFF OMITTED] TR17NO23.034
[[Page 80445]]
d. Population That Files Form ETA-9142-B-CAA-8, Attestation for
Employers Seeking To Employ H-2B Nonimmigrant Workers Under Section 303
of Division O of the Consolidated Appropriations Act, 2023, Public Law
117-328, as Extended by Sections 101(6) and 106 of Division A of the
Continuing Appropriations Act, 2024 and Other Extensions Act, Public
Law 118-15
Petitioners seeking to take advantage of this FY 2024 H-2B
supplemental visa cap will need to file a Form ETA-9142-B-CAA-8
attesting that their business is suffering irreparable harm or will
suffer impending irreparable harm without the ability to employ all the
H-2B workers requested on the petition, comply with third-party
notification, and maintain required records, among other requirements.
DOL estimates that each of the 4,358 petitions will need to be
accompanied by Form ETA-9142-B-CAA-8 and petitioners filing these
petitions and attestations will incur burdens complying with the
evidentiary requirements.
e. Population of Late Season Employers That File Form ETA-9142B,
Application for Temporary Employment Certification
As Table 3 demonstrated, historical data strongly indicate that
there will be sufficient demand such that only those petitioners that
utilize the late season allocation of supplemental visas will need to
file an additional Form ETA-9142B. Assuming that the historical average
of 14.85 beneficiaries per I-129 petition holds, 337 \207\ petitioners
will need to file Form ETA-9142B as a direct result of the provision
reserving 5,000 visas for beneficiaries of these employers. Given
estimates from Table 7 of the percentage of Form I-129 H-2B petitions
accompanied by a Form G-28, we estimate that in-house or outsourced
lawyers will file 159 of these Forms ETA-9142B, and that human
resources (HR) specialists will file 178 Forms ETA-9142B.\208\
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\207\ Calculation for expected late season TLCs: 5,000 late
season visas/14.85 beneficiaries per petition = 337 TLCs (rounded
up).
\208\ Calculation: 337 estimated additional requests * 47.21
percent of petitions filed by a lawyer (see Table 5) = 159 (rounded)
ETA-9142-B requests filed by a lawyer.
Calculation: 337 estimated additional requests-159 requests
filed by a lawyer = 178 requests filed by an HR specialist.
---------------------------------------------------------------------------
f. Population That Must Undergo Additional Recruitment Activities
An employer that files Form ETA-9142B-CAA-8 and the I-129 petition
30 or more days after the certified start date of work must conduct
additional recruitment of U.S. workers. This consists of placing a new
job order with the State Workforce Agency (SWA), contacting the
relevant American Job Center (AJC), contacting former U.S. workers,
contacting the bargaining representative or posting the job order in
the places and manner described in 20 CFR 655.45(b) if there is no
bargaining representative, contacting current U.S. workers, posting the
job to the company's website if it maintains one and, if applicable,
contacting the AFL-CIO.
The Departments assume that, due to the timing of the publication
of the rule, only petitioners that file for H-2B workers under the
first half supplemental allocation of 20,716 workers will incur burdens
associated with this additional recruitment. By utilizing the average
number of beneficiaries per Form I-129 petition established in Table 6,
the Departments estimate that the population of petitioners that would
need to fulfill the additional recruitment requirements would be
1,395.\209\
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\209\ Calculation: 20,716 workers in the 1st half returning
working supplemental allocation/14.85 workers per petitioner = 1,395
(rounded) petitioners required to undertake additional recruitment.
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g. Population Affected by the Portability Provision
The population affected by this provision are nonimmigrants in H-2B
status who are present in the United States and the employers with
valid TLCs seeking to hire H-2B workers. We use the population of
66,000 H-2B workers authorized by statute and the 64,716 additional H-
2B workers authorized by this rule as a proxy for the H-2B population
that could be currently present in the United States.\210\ USCIS uses
the number of Forms I-129 filed for extension of stay due to change of
employer relative to the Forms I-129 filed for new employment from FY
2016 to FY 2020, the five years prior to the implementation of the
first portability provision in a H-2B supplemental cap TFR, to estimate
the baseline rate. We compare the average rate from FY 2016-FY 2020 to
the average rate from FY 2021-FY 2023. Table 9 presents the number of
Forms I-129 filed for extensions of stay due to change of employer and
Forms I-129 filed for new employment for Fiscal year 2016 FY through FY
2020. The average rate of extension of stay due to change of employer
compared to new employment is approximately 12.6 percent.
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\210\ H-2B workers may have varying lengths in time approved on
their H-2B visas. This number may overestimate H-2B workers who have
already completed employment and departed and may underestimate H-2B
workers not reflected in the current cap and long-term H-2B workers.
In FY 2021, USCIS approved 735 requests for change of status to H-
2B, and Customs and Border Protection (CBP) processed 1,341
crossings of visa-exempt H-2B workers. See Characteristics of H-2B
Nonagricultural Temporary Workers FY2021 Report to Congress, https://www.uscis.gov/sites/default/files/document/reports/H-2B-FY21-Characteristics-Report.pdf (accessed April 4, 2022). USCIS assumes
some of these workers, along with current workers with a valid H-2B
visa under the cap, could be eligible to port under this new
provision. USCIS does not know the exact number of H-2B workers who
would be eligible to port at this time but uses the cap and
supplemental cap allocations as a possible proxy for this
population.
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[[Page 80446]]
[GRAPHIC] [TIFF OMITTED] TR17NO23.035
In FY 2021, the first year an H-2B supplemental cap included a
portability provision, there were 1,113 Forms I-129 filed for extension
of stay due to change of employer compared to 7,206 Forms I-129 filed
for new employment.\211\ In FY 2022, there were 1,795 Forms I-129 filed
for extension of stay due to change of employer compared to 9,231 Forms
I-129 filed for new employment.\212\ In FY 2023, there were 2,113 Forms
I-129 filed for extension of stay due to change of employer compared to
9,579 Forms I-129 filed for new employment.\213\ Over the period when a
portability provision was in place for H-2B workers, the rate of Form
I-129 for extension of stay due to change of employer relative to new
employment is 19.3 percent.\214\ This is above the 12.6 percent rate
expected without a portability provision. 19.3 percent is our estimate
of the rate expected in periods with a portability provision in the
supplemental visa allocation. Using the 4,358 as our estimate for the
number of Forms I-129 filed for H-2B new employment in FY 2024, we
estimate that 549 Forms I-129 for extension of stay due to change of
employer would be filed in absence of this provision.\215\ With this
portability provision, we estimate that 841 Forms I-129 for extension
of stay due to change of employer would be filed.\216\ This difference
results in 292 additional Forms I-129 as a result of this
provision.\217\ As previously estimated, we expect that about 47.21
percent of Form I-129 petitions will be filed by an in-house or
outsourced lawyer. Therefore, we expect that a lawyer will file 138 of
these petitions and an HR specialist or equivalent occupation will file
the remaining 154.\218\ Previously in this analysis, we estimated that
about 91.43 percent of Form I-129 H-2B petitions are filed with Form I-
907 for premium processing. As a result of this portability provision,
we expect that an additional 267 Forms I-907 will be filed.\219\ We
expect a lawyer to file 126 of those Forms I-907 and an HR specialist
to file the remaining 141.\220\
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\211\ USCIS, Office of Performance and Quality, SAS PME C3
Consolidated, Data queried 09/2023, TRK 12921
\212\ See Id.
\213\ See Id.
\214\ Calculation, Step 1: 1,113 Form I-129 petitions for
extension of stay due to change of employer FY 2021 + 1,795 Form I-
129 petitions for extension of stay due to change of employer in FY
2022 + 2,113 Form I-129 petitions for extension of stay due to
change of employer FY 2023 = 5,021 Form I-129 petitions filed
extension of stay due to change of employer in portability provision
years.
Calculation, Step 2: 7,206 Form I-129 petitions filed for new
employment in FY 2021 + 9,231 Form I-129 petitions filed for new
employment in FY 2022 + 9,579 Form I-129 petitions filed for new
employment in FY 2023 = 26,016 Form I-129 petitions filed for new
employment in portability provision years.
Calculation, Step 3: 5,021 extension of stay due to change of
employment petitions/26,016 new employment petitions = 19.3 percent
rate of extension of stay due to change of employment to new
employment (rounded).
\215\ Calculation: 4,358 Form I-129 H-2B petitions filed for new
employment * 12.6 percent = 549 estimated number of Form I-129 H-2B
petitions filed for extension of stay due to change of employer, no
portability provision.
\216\ Calculation: 4,358 Form I-129 H-2B petitions filed for new
employment * 19.3 percent = 841 estimated number of Form I-129 H-2B
petitions filed for extension of stay due to change of employer,
with a portability provision.
\217\ Calculation: 841 estimated number of Form I-129 H-2B
petitions filed for extension of stay due to change of employer,
with a portability provision-549 estimated number of Form I-129 H-2B
petitions filed for extension of stay due to change of employer, no
portability provision = 292 Form I-129 H-2B petition increase as a
result of portability provision.
\218\ Calculation, Lawyers: 292 additional Form I-129 due to
portability provision * 47.21 percent of Form I-129 for H-2B
positions filed by an attorney or accredited representative = 138
(rounded) estimated Form I-129 filed by a lawyer.
Calculation, HR specialist: 292 additional Form I-129 due to
portability provision-138 estimated Form I-129 filed by a lawyer =
154 estimated Form I-129 filed by an HR specialist.
\219\ Calculation: 292 Form I-129 H-2B petitions * 91.43 percent
premium processing filing rate = 267 (rounded) Forms I-907.
\220\ Calculation, Lawyers: 267 Forms I-907 * 47.21 percent
filed by an attorney or accredited representative = 126 (rounded)
Forms I-907 filed by a lawyer.
Calculation, HR specialists: 267 Forms I-907-126 Forms I-907
filed by a lawyer = 141 Forms I-907 filed by an HR specialist.
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h. Population Affected by the Audits
Under this time-limited FY 2024 H-2B supplemental cap rule, DHS
intends to conduct 250 audits of employers hiring H-2B workers, and DOL
intends to conduct 100 audits of employers hiring H-2B workers. The
determination of which employers will be audited will be done at the
discretion of the Departments, though the agencies will coordinate so
that no employer is audited by both DOL and DHS. Therefore, the Federal
Government expects to conduct a total of 350 audits
[[Page 80447]]
on employers that petition for H-2B workers under this TFR.\221\
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\221\ These 350 audits are separate and distinct from WHD's
investigations pursuant to its existing enforcement authority.
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i. Population Affected by Additional Scrutiny
DHS expects that petitioners that have been cited by WHD for H-2B
program violations will undergo additional scrutiny from USCIS. To
estimate the number of firms expected to undergo increased scrutiny, we
utilize DOL's Wage and Hour Compliance Action Data.\222\ The data
available here is for concluded cases. Table 10 presents the number of
employers that were cited for H-2B violations that have a worker
protection violation end date in FYs 2018-2022. The worker protection
violation end date is established based on the ``findings end date,''
which represents the date that the last worker protection violation
occurred in the concluded case. During FY 2018-2022, on average 77
(rounded) employers that were cited for H-2B violations had a worker
protection violation end date each year. USCIS intends to request
evidence from employers cited for H-2B violations with a worker
protection violation end date in the last two years. Therefore, for
purposes of this analysis, we expect 154 petitioners will undergo
additional scrutiny from USCIS.\223\
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\222\ Available at https://enforcedata.dol.gov/views/data_catalogs.php (accessed September 22, 2023).
\223\ It is possible not every employer that has been cited for
an H-2B violation in the last two years will petition for H-2B
employees under this supplemental cap authority. DHS considers an
upper limit of 154 to be a reasonable estimate of the number of
petitioners that will undergo additional scrutiny.
[GRAPHIC] [TIFF OMITTED] TR17NO23.036
j. Population Expected To Familiarize Themselves With This Rule
DHS expects employers that have filed for TLCs to familiarize
themselves with this rule. Table 3 shows that the average number of
certifications over the last five FYs is 7,739. We use the TLC
population, rather than the estimated 4,358 expected to file a Form I-
129 petition, because employers that have applied for TLCs would need
to familiarize themselves with the rule in order to determine whether
or not to subsequently file a Form I-129 petition.
We expect a HR specialist, in-house lawyer, or outsourced lawyer
will perform familiarization with the rule at the same rate as
petitioners that file a Form G-28. As discussed above, an estimated
47.21 percent of petitioners are submitted by lawyers. Therefore, we
estimate that 3,654 lawyers and 4,085 HR specialists will incur
familiarization costs.\224\
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\224\ Calculation for lawyers: 7,739 estimated applicants *
47.21 percent represents by a lawyer = 3,654 (rounded) represented
by a lawyer.
Calculation for HR specialists: 7,739 approved, pending, and
projected applicants-3,654 represented by a lawyer = 4,085
represented by an HR specialist.
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4. Cost-Benefit Analysis
The provisions of this rule require the submission of a Form I-129
H-2B petition. The costs for this form include the opportunity cost of
time to complete and submit the form.\225\ The estimated time to
complete and file Form I-129 for H-2B classification is 4.34
hours.\226\ A U.S. employer, a U.S. agent, or a foreign employer filing
through the U.S. agent must file the petition. DHS estimates that an
in-house or outsourced lawyer will file 47.21 percent of Form I-129 H-
2B petitions, and an HR specialist or equivalent occupation will file
the remainder (52.79 percent). DHS presents estimated costs for HR
specialists filing Form I-129 petitions and an estimated range of costs
for in-house lawyers or outsourced lawyers filing Form I-129 petitions.
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\225\ Filing fees are not considered costs to society. These
fees have been accounted for as a transfer from petitioners to
USCIS.
\226\ The public reporting burden for this form is 2.34 hours
for Form I-129 and an additional 2.00 hours for H Classification
Supplement, totaling 4.34 hours. See Form I-129 instructions at
https://www.uscis.gov/sites/default/files/document/forms/i-129instr.pdf (accessed September 28, 2023).
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To estimate the total opportunity cost of time to HR specialists
who complete and file Form I-129, DHS uses the mean hourly wage rate of
HR specialists of $35.13 as the base wage rate.\227\ If petitioners
hire an in-house or outsourced lawyer to file Form I-129 on their
behalf, DHS uses the mean hourly wage rate $78.74 as the base wage
rate.\228\ Using the most recent BLS data, DHS calculated a benefits-
to-wage multiplier of 1.45 to estimate the full wages to include
benefits such as paid leave, insurance, and retirement.\229\ DHS
multiplied the average hourly U.S. wage rate for HR specialists and for
in-house lawyers by the benefits-to-wage
[[Page 80448]]
multiplier of 1.45 to estimate total compensation to employees. The
total compensation for an HR specialist is $50.94 per hour, and the
total compensation for an in-house lawyer is $114.17 per hour.\230\ In
addition, DHS recognizes that an entity may not have an in-house lawyer
and may seek outside counsel to complete and file Form I-129 on behalf
of the petitioner. Therefore, DHS presents a second wage rate for
lawyers labeled as outsourced lawyers. DHS recognizes that the wages
for outsourced lawyers may be much higher than in-house lawyers and
therefore uses a higher compensation-to-wage multiplier of 2.5 for
outsourced lawyers.\231\ DHS estimates the total compensation for an
outsourced lawyer is $196.85 per hour.\232\ If a lawyer submits Form I-
129 on behalf of the petitioner, Form G-28 must accompany the Form I-
129 petition.\233\ DHS estimates the time burden to complete and submit
Form G-28 for a lawyer is 50 minutes (0.83 hour, rounded).\234\ For
this analysis, DHS adds the time to complete Form G-28 to the
opportunity cost of time to lawyers for filing Form I-129 on behalf of
a petitioner. This results in a time burden of 5.17 hours for in-house
lawyers and outsourced lawyers to complete Form G-28 and Form I-
129.\235\ Therefore, the total opportunity cost of time per petition
for an HR specialist to complete and file Form I-129 is approximately
$221.08, for an in-house lawyer to complete and file Forms I-129 and G-
28 is about $590.26, and for an outsourced lawyer to complete and file
is approximately $1,017.71.\236\
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\227\ U.S. Department of Labor, Bureau of Labor Statistics,
``May 2022 National Occupational Employment and Wage Statistics''
Human Resources Specialist (13-1071), Mean Hourly Wage, available at
https://www.bls.gov/oes/2022/may/oes131071.htm (accessed September
13, 2023).
\228\ U.S. Department of Labor, Bureau of Labor Statistics.
``May 2022 National Occupational Employment and Wage Estimates''
Lawyers (23-1011), Mean Hourly Wage, available at https://www.bls.gov/oes/2022/may/oes231011.htm (accessed September 13,
2023).
\229\ Calculation: $42.48 mean Total Employee Compensation per
hour for civilian workers/$29.32 mean Wages and Salaries per hour
for civilian workers = 1.45 benefits-to-wage multiplier. See
Economic News Release, Bureau of Labor Statistics, U.S. Department
of Labor, Employer Costs for Employee Compensation--December 2022
Table 1. Employer Costs for Employee Compensation by ownership,
Civilian workers, available at https://www.bls.gov/news.release/archives/ecec_03172023.pdf (accessed September 13, 2023).
\230\ Calculation, HR specialist: $35.13 mean hourly wage * 1.45
benefits-to-wage multiplier = $50.94 hourly total compensation
(hourly opportunity cost of time).
Calculation, In-house Lawyer: $78.74 mean hourly wage * 1.45
benefits-to-wage multiplier = $114.17 hourly total compensation
(hourly opportunity cost of time).
\231\ The DHS ICE ``Safe-Harbor Procedures for Employers Who
Receive a No-Match Letter'' acknowledges that ``the cost of hiring
services provided by an outside vendor or contractor is two to three
times more expensive than the wages paid by the employer for that
service produced by an in-house employee,'' based on information
received in public comment to that rule. We believe the explanation
and methodology used in the Final Small Entity Impact Analysis
(SEIA) remains sound for using 2.5 as a multiplier for outsourced
labor wages in this rule: Safe Harbor Procedures for Employers Who
Receive a No-Match Letter: Clarification; Final Regulatory
Flexibility Analysis, 73 FR 63843 (Oct. 28, 2008), available at
https://www.regulations.gov/document/ICEB-2006-0004-0921 (accessed
Sep. 29, 2023). See also Exercise of Time-Limited Authority To
Increase the Fiscal Year 2022 Numerical Limitation for the H-2B
Temporary Nonagricultural Worker Program and Portability Flexibility
for H-2B Workers Seeking To Change Employers, 87 FR 4722 (Jan. 28,
2022), available at https://www.regulations.gov/document/DHS-2022-0010-0001 (accessed September 29, 2023).
\232\ Calculation, Outsourced Lawyer: $78.74 mean hourly wage *
2.5 benefits-to-wage multiplier = $196.85 hourly total compensation
(hourly opportunity cost of time).
\233\ USCIS, Filing Your Form G-28, https://www.uscis.gov/forms/filing-your-form-g-28 (accessed October 11, 2023).
\234\ USCIS, G-28, Instructions for Notice of Entry of
Appearance as Attorney or Accredited Representative, https://www.uscis.gov/sites/default/files/document/forms/g-28instr.pdf.
Calculation: 50 minutes/60 minutes per hour = 0.83 hour
(rounded).
\235\ Calculation: 0.83 hour to file Form G-28 + 4.34 hours to
file Form I-129 = 5.17 hours to file both forms.
\236\ Calculation, HR specialist files Form I-129: $50.94 hourly
opportunity cost of time * 4.34 hours = $221.08 opportunity cost of
time per petition.
Calculation, In-house Lawyer files Form I-129 and Form G-28:
$114.17 hourly opportunity cost of time * 5.17 hours = $590.26
opportunity cost of time per petition.
Calculation, Outsourced Lawyer files Form I-129 and Form G-28:
$196.85 hourly opportunity cost of time * 5.17 hours = $1,017.71
opportunity cost of time per petition.
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a. Transfers
i. Transfers From Petitioners to the Government
The provisions of this rule require the submission of a Form I-129
H-2B petition. The transfers for this form include the filing costs to
submit the form. The current filing fee for Form I-129 is $460 and
employers filing H-2B petitions must submit an additional fee of
$150.\237\ These filing fees are not a cost to society or an
expenditure of new resources but a transfer from the petitioner to
USCIS in exchange for agency services. DHS anticipates that petitioners
will file 4,358 Forms I-129 due to the rule's supplemental visa
allocation and an additional 292 Forms I-129 due to the rule's
portability provision. The total value of transfers from petitioners to
the Government for Form I-129 filings due to the rule is
$2,836,500.\238\
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\237\ See Form I-129 instructions at https://www.uscis.gov/sites/default/files/document/forms/i-129instr.pdf (accessed
September 28, 2023). See also 8 U.S.C. 1184(c)(13).
\238\ Calculation: (4,358 petitions + 292 petitions) * $610 per
petition = $2,836,500.
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Additionally, employers may use Form I-907 to request premium
processing of Form I-129 petitions for H-2B visas. The filing fee for
Form I-907 for H-2B petitions is $1,500. Based upon historical trends,
USCIS expects that 91.43 percent of petitioners will file a Form I-907
in addition to their Form I-129. Applying that rate to the expected
number of Forms I-129 would result in 4,252 Forms I-907 filed due to
the rule.\239\ Transfers from petitioners to the Government related to
the filing of Forms I-907 as a result of the rule are $6,378,000.\240\
Total transfers from petitioners to the Government are $9,214,500.\241\
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\239\ Calculation (4,358 petitions + 292 petitions) * 91.43 Form
I-907 rate = 4,252 Forms I-907.
\240\ Calculation: $1,500 per petition * 4,252 Forms I-907 =
$6,378,000
\241\ Calculation: $2,836,500 + $6,378,000 = $9,214,500.
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b. Cost to Petitioners
As mentioned in Section 3, the estimated population impacted by
this rule is 4,358 eligible petitioners that are projected to apply for
the additional 64,716 H-2B visas, with 20,000 of those additional visas
reserved for employers that will petition for workers who are nationals
of the countries included in the country-specific allocation, who are
exempt from the returning worker requirement.
i. Costs to Petitioners To File Form I-129 and Form G-28
As discussed above, DHS estimates that HR specialists will file an
additional 2,301 petitions using Form I-129 and lawyers will file an
additional 2,057 petitions using Form I-129 and Form G-28. DHS
estimates the total cost to file Form I-129 petitions if filed by HR
specialists is $508,705 (rounded).\242\ DHS estimates the total cost to
file Form I-129 petitions and Form G-28 if filed by lawyers will range
from $1,214,165 (rounded) if only in-house lawyers file these forms, to
$2,093,429 (rounded) if only outsourced lawyers file them.\243\
Therefore, the estimated total cost to file Form I-129 and Form G-28
range from $1,722,870 and $2,602,134.\244\
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\242\ Calculation, HR specialist: $221.08 cost per petition *
2,301 Form I-129 = $508,705 (rounded) total cost.
\243\ Calculation, In-house Lawyer: $590.26 cost per petition *
2,057 Form I-129 and Form G-28 = $1,214,165 (rounded) total cost.
Calculation, Outsourced Lawyer: $1,017.71 cost per petition *
2,057 Form I-129 and Form G-28 = $2,093,429 (rounded) total cost.
\244\ Calculation: $508,705 total cost of Form I-129 filed by HR
specialists + $1,214,165 total cost of Form I-129 and Form G-28
filed by in-house lawyers = $1,722,870 estimated total costs to file
Form I-129 and G-28.
Calculation: $508,705 total cost of Form I-129 filed by HR
specialists + $2,093,429 total cost of Form I-129 and G-28 filed by
outsourced lawyers = $2,602,134 estimated total costs to file Form
I-129 and G-28.
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ii. Costs to File Form I-907
Employers may use Form I-907 to request premium processing of Form
I-129 petitions for H-2B visas. The filing fee for Form I-907 for H-2B
petitions is $1,500, and the time burden for completing the form is 35
minutes (0.58 hour).245 246 Using the wage rates
[[Page 80449]]
established previously, the opportunity cost of time to file Form I-907
is approximately $29.55 for an HR specialist, $66.22 for an in-house
lawyer, and $114.17 for an outsourced lawyer.\247\
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\245\ The filing fee is a transfer from the petitioner
requesting premium processing and proxy for the total costs to
USCIS.
\246\ See Form I-907 instructions at https://www.uscis.gov/i-907
(accessed September 22, 2023).
Calculation: 35 minutes/60 minutes per hour = 0.58 (rounded)
hour.
\247\ Calculation, HR specialist Form I-907: $50.94 hourly
opportunity cost of time * 0.58 hour = $29.55 opportunity cost of
time per request.
Calculation, In-house Lawyer Form I-907: $114.17 hourly
opportunity cost of time * 0.58 hour = $66.22 opportunity cost of
time per request.
Calculation, Outsourced Lawyer Form I-907: $196.85 hourly
opportunity cost of time * 0.58 hour = $114.17 opportunity cost of
time per request.
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As discussed above, DHS estimates that HR specialists will file an
additional 2,104 Form I-907 and lawyers will file an additional 1,881
Form I-907. DHS estimates the total cost of Form I-907 filed by HR
specialists is about $62,173 (rounded).\248\ DHS estimates the total
cost to file Form I-907 filed by lawyers range from about $124,560
(rounded) for only in-house lawyers, to $214,754 (rounded) for only
outsourced lawyers.\249\ The estimated total cost to file Form I-907
range from $186,733 and $276,927.\250\
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\248\ Calculation, HR specialist: $29.55 opportunity cost of
time per request * 2,104 Form I-907 = $62,173 (rounded) total cost
of Form I-907 filed by HR specialists.
\249\ Calculation, In-house Lawyer Form I-907: $66.22 hourly
opportunity cost of time * 1,881 applications = $124,560.
Calculation, Outsourced Lawyer Form I-907: $114.17 hourly
opportunity cost of time * 1,881 applications = $214,754.
\250\ Calculation: $62,173 total cost of Form I-907 filed by HR
specialists + $124,560 total cost of Form I-907 filed by in-house
lawyers = $186,733 estimated total costs to file Form I-907.
Calculation: $62,173 total cost of Form I-129 filed by HR
specialists + $214,754 total cost of Form I-907 filed by outsourced
lawyers = $276,927 estimated total costs to file Form I-907.
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iii. Cost to Late Season Employers Filing Form ETA-9142B
In addition to the costs for employers projected to request TLCs
irrespective of this rule, the population of 337 late season employers
that would not otherwise request H-2B workers will file Form ETA-9142B
as a precondition to utilizing the late season allocation of H-2B visas
made available by the rule. There is no filing fee for Form ETA-9142B,
and the time burden for completing the form, including Appendix A,
Appendix B, Appendix C, Appendix D, and record keeping, is 2 hours and
10 minutes (2.17 hours).\251\ DHS estimates the total cost of Form ETA-
9142B filed by HR specialists is about $19,676 (rounded).\252\ DHS
estimates the total cost to file Form ETA-9142B by lawyers range from
about $39,392 (rounded) for only in-house lawyers, to $67,919 (rounded)
for only outsourced lawyers.\253\ The estimated total cost to file Form
ETA-9142B range from $59,068 and $87,595.\254\
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\251\ The 130 minute burden estimate is as follows: 9142-B--55
minutes, Appendix A--15 minutes, Appendix B- 15 minutes, Appendix
C--20 minutes, Appendix D--10 minutes, Record Keeping--15 minutes.
See Form ETA-9142-B at https://www.dol.gov/sites/dolgov/files/ETA/oflc/pdfs/ETA_Form_9142B.pdf (last accessed Sep. 22, 2023).
\252\ Calculation, HR specialist: $50.94 per hour * 2.17 hours *
178 Form ETA-9142-B = $19,676 (rounded) total cost of Form ETA-9142-
B filed by HR specialists.
\253\ Calculation, In-house Lawyer Form ETA-9142-B: $114.17 per
hour * 2.17 hours * 159 applications = $39,392 (rounded).
Calculation, Outsourced Lawyer Form ETA-9142-B: $196.85 per hour *
2.17 hours * 159 applications = $67,919 (rounded).
\254\ Calculation: $19,676 total cost of Form ETA-9142-B filed
by HR specialist + $39,392 total cost of Form ETA-9142-B filed by
In-house Lawyer = $59,068 estimated total costs to file Form ETA-
9142-B.
Calculation: $19,676 total cost of Form ETA-9142-B filed by HR
specialist + $67,919 total cost of Form ETA-9142-B filed by
Outsourced Lawyer = $87,595 estimated total costs to file Form ETA-
9142-B.
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iv. Cost to File Form ETA-9142-B-CAA-8
Form ETA-9142-B-CAA-8 is an attestation form that includes
recruiting requirements, the irreparable harm standard, and document
retention obligations. DOL estimates the time burden for completing and
signing the form is 0.25 hours, 0.25 hours for retaining records, and
0.50 hours to comply with the returning workers' attestation, for a
total time burden of 1 hour. Using the $50.94 hourly total compensation
for an HR specialist, the opportunity cost of time for an HR specialist
to complete the attestation form, notify third parties, and retain
records relating to the returning worker requirements is approximately
$50.94.\255\ Employers are also required to send OFLC and AFL-CIO the
ETA case number when filing a petition with DHS. DOL estimates the time
burden for this task is 10 minutes (0.17 hours) for an HR specialist.
The opportunity cost of time for an HR specialist to send OFLC and AFL
the ETA case number is approximately $8.66.\256\ The total opportunity
cost of time for filing Form ETA-9142-B-CAA-8 and emailing the ETA case
number to both OFLC and the AFL-CIO is $59.60.\257\
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\255\ Calculation: $50.94 hourly opportunity cost of time * 1-
hour time burden for the new attestation form and notifying third
parties and retaining records related to the returning worker
requirements = $50.94.
\256\ Calculation: $50.94 hourly opportunity cost of time * 0.17
hours to send OFLC and AFL-CIO the ETA case number = $8.66
(rounded).
\257\ Calculation: $50.94 + $8.66 = $59.60.
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Additionally, the form requires that petitioners assess, prepare a
detailed written statement, and document supporting evidence for
meeting the irreparable harm standard, and retain those documents and
records, which we assume will require the resources of a financial
analyst (or another equivalent occupation). Using the same methodology
previously described for wages, the mean hourly wage for a financial
analyst is $52.30,\258\ and the estimated hourly total compensation for
a financial analyst is $75.84.\259\ DOL estimates the time burden for
these tasks is at least 4 hours, and 1 hour for gathering and retaining
documents and records, for a total time burden of 5 hours. Therefore,
the total opportunity cost of time for a financial analyst to assess,
document, and retain supporting evidence is approximately $379.20.\260\
---------------------------------------------------------------------------
\258\ See U.S. Department of Labor, Bureau of Labor Statistics,
``May 2022 National Occupational Employment and Wage Statistics''
Financial and Investment Analysts (13-2051), https://www.bls.gov/oes/2022/may/oes132051.htm (accessed September 13, 2023).
\259\ Calculation: $52.30 mean hourly wage for a financial
analyst * 1.45 benefits-to-wage multiplier = $75.84 (rounded).
\260\ Calculation: $75.84 estimated total compensation for a
financial analyst * 5 hours to meet the requirements of the
irreparable harm standard = $379.20.
---------------------------------------------------------------------------
As discussed previously, DHS believes that the 4,358 Form I-129
petitions required to exhaust the number of supplemental visas made
available in this rule represents the number of potential employers
that will request to employ H-2B workers under this rule. This number
of petitions is a reasonable proxy for the number of employers that may
need to review and sign the attestation. Using this estimate for the
total number of certifications, we estimate the opportunity cost of
time for completing the attestation and sending the ETA case number to
OFLC and AFL-CIO for HR specialists is approximately $259,737 (rounded)
and for financial analysts is about $1,652,554 (rounded).\261\
---------------------------------------------------------------------------
\261\ Calculations, HR specialists: $59.60 opportunity cost of
time to comply with attestation requirements and to send the ETA
case number to OFLC and AFL-CIO * 4,358 estimated additional
petitions = $259,737 (rounded) total cost to comply with attestation
requirements.
Calculation, Financial Analysts: $379.20 opportunity cost of
time to comply with attestation requirements * 4,358 estimated
additional petitions = $1,652,554 (rounded) to comply with
attestation requirements.
---------------------------------------------------------------------------
The estimated total cost to file Form ETA-9142-B-CAA-8 and comply
with the attestation is approximately 1,912,291.\262\
---------------------------------------------------------------------------
\262\ Calculation: $259,737 total cost for HR specialist to
comply with attestation requirement and to send the ETA case number
to OFLC and AFL-CIO + $1,652,554 total cost for financial analysts
to comply with attestation requirements = $1,912,291 total cost to
comply with attestation requirements.
---------------------------------------------------------------------------
[[Page 80450]]
v. Cost To Conduct Recruitment
An employer that files Form ETA-9142B-CAA-8 and the I-129 petition
30 or more days after the certified start date of work must conduct
additional recruitment of U.S. workers. This consists of: (1) placing a
new job order with the State Workforce Agency (SWA), (2) contacting the
relevant American Job Center (AJC), (3) contacting the AFL-CIO if
applicable, (4) contacting former U.S. workers, (5) recruiting U.S.
workers as provided in Sec. 655.45(a) and (b), (6) contacting current
employees for referrals, and (7) placing the available job opportunity
on the employer's website if the employer maintains a website for its
business and.
Specifically, the employer must place a new job order for the job
opportunity with the SWA serving the area of intended employment.
During the period the SWA is actively circulating the job order,
employers must also contact, by email or other available electronic
means, the nearest local AJC to request staff assistance advertising
and recruiting qualified U.S. workers for the job opportunity, and to
provide to the AJC the unique identification number associated with the
job order placed with the SWA.
If the occupation is traditionally or customarily unionized,
employers must provide written notification of the job opportunity to
the nearest American Federation of Labor and Congress of Industrial
Organizations (AFL-CIO) office covering the area of intended
employment, by providing a copy of the job order, and request
assistance in recruiting qualified U.S. workers for the job
opportunity.
Employers are required to make reasonable efforts to contact, by
mail or other effective means, their former U.S. workers, including
those workers who were furloughed and laid off, beginning January 1,
2022. Employers must disclose the terms of the job order to these
workers as required by the rule.
The employer must provide a copy of the job order to the bargaining
representative for its employees in the occupation and area of intended
employment, consistent with 20 CFR 655.45(a), or if there is no
bargaining representative, post the job order in the places and manner
described in 20 CFR 655.45(b).
Employers are also required to contact current employees regarding
available job opportunities for referrals.
Finally, employers are required to post the available job
opportunity on the employer's website if the employer maintains a
website for its business.
DOL estimates the average expected time burden for activities
related to conducting recruitment is 4 hours.\263\ Assuming this work
will be done by an HR specialist or an equivalent occupation, the
estimated cost to each petitioner is approximately $203.76.\264\ Using
1,395 as the estimated number of petitioners required to undergo
additional recruitment activities, the estimated total cost of this
provision is approximately $284,245 (rounded).\265\
---------------------------------------------------------------------------
\263\ This is the average expected time burden across all
employers; not all employers will need to notify the AFL-CIO,
because not all occupation are traditionally or customarily
unionized. DOL estimates the time burden for placing a new job order
for the job opportunity with SWA is 1 hour, 0.5 hours for contacting
the nearest AJC, 1 hour for contacting former U.S. workers, 0.5
hours for contacting current employees for referrals, 0.5 hours for
placing the available job opportunity on the employer's website, and
0.5 hours to provide a copy of job order to the bargaining
representative and written notification of job opportunity to
nearest AFL-CIO if the occupation is traditionally or customarily
unionized, for a total time burden of 4 hours.
\264\ Calculation: $50.94 hourly opportunity cost of time for an
HR specialist * 4 hours to conduct additional recruitment = $203.76
per petitioner cost to conduct additional recruitment.
\265\ Calculation: 1,395 estimated number of petitioners subject
to additional recruitment requirements * $203.76 per petitioner cost
to conduct additional recruitment = $284,245 (rounded) total cost to
conduct additional recruitment.
---------------------------------------------------------------------------
It is possible that if U.S. employees apply for these positions, H-
2B employers may incur some costs associated with reviewing
applications, interviewing, vetting, and hiring applicants who are
referred to H-2B employers by the recruiting activities required by
this rule. However, DOL is unable to quantify the impact.
vi. Cost of the Portability Provision
Petitioners seeking to hire H-2B nonimmigrants who are currently
present in the United States with a valid H-2B visa would need to file
a Form I-129, which includes paying the associated fee as discussed
above. Also previously discussed, we estimate that approximately 292
additional Form I-129 H-2B petitions will be filed as a result of this
provision.
As discussed previously, if a petitioner is represented by a
lawyer, the lawyer must file Form G-28. In addition, if a petitioner
desires premium processing, the petitioner must file Form I-907 and pay
the associated fee. We expect an HR specialist, in-house lawyer, or an
outsourced lawyer will perform these actions. Moreover, as previously
estimated, we expect that an in-house or outsourced lawyer will file
about 47.21 percent of these Form I-129 petitions. Therefore, we expect
that a lawyer will file 138 of these petitions and an HR specialist or
equivalent occupation will file the remaining 154. As previously
discussed, the opportunity cost of time to file a Form I-129 H-2B
petition is $221.08 for an HR specialist; and the opportunity cost of
time to file a Form I-129 H-2B petition with accompanying Form G-28 is
$590.26 for an in-house lawyer and $1,017.71 for an outsourced lawyer.
Therefore, we estimate the cost of the additional Forms I-129 from the
portability provision for HR specialists is $34,046.\266\ The estimated
cost of the additional Forms I-129 accompanied by Forms G-28 from the
portability provision for lawyers is $81,456 if filed by in-house
lawyers and $140,444 if filed by outsourced lawyers.\267\
---------------------------------------------------------------------------
\266\ Calculation, HR specialist: $221.08 estimated cost to file
a Form I-129 H-2B petition * 154 petitions = $34,046 (rounded).
\267\ Calculation, In-house Lawyer: $590.26 estimated cost to
file a Form I-129 H-2B petition and accompanying Form G-28 * 138
petitions = $81,456 (rounded).
Calculation, Outsourced Lawyer: $1,017.71 estimated cost to file
a Form I-129 H-2B petition and accompanying Form G-28 * 138
petitions = $140,444 (rounded).
---------------------------------------------------------------------------
Previously in this analysis, we estimated that about 91.43 percent
of Form I-129 H-2B petitions are filed with Form I-907 for premium
processing. As a result of this provision, we expect that an additional
267 Forms I-907 will be filed.\268\ We expect a lawyer will file 126 of
those Forms I-907 and an HR specialist or equivalent occupation will
file the remaining 141.\269\ As previously discussed, the estimated
opportunity cost of time to file a Form I-907 is $29.55 for an HR
specialist; and the estimated opportunity cost of time to file a Form
I-907 is approximately $66.22 for an in-house lawyer and $114.17 for an
outsourced lawyer. The estimated total cost of the additional Forms I-
907 if HR specialists file is $4,167.\270\ The estimated total cost of
the additional Forms I-907 is $8,344 if filed by in-house lawyers and
$14,385 if filed by outsourced lawyers.\271\
---------------------------------------------------------------------------
\268\ Calculation: 292 estimated additional Form I-129 H-2B
petitions * 91.43 percent accompanied by Form I-907 = 267 (rounded)
additional Form I-907.
\269\ Calculation, Lawyers: 267 additional Form I-907 * 47.21
percent = 126 (rounded) Form I-907 filed by a lawyer. Calculation,
HR specialists: 267 Form I-907-126 Form I-907 filed by a lawyer =
141 Form I-907 filed by an HR specialist.
\270\ Calculation, HR specialist: $29.55 to file a Form I-907 *
141 forms = $4,167 (rounded).
\271\ Calculation, In-house lawyer: $66.22 to file a Form I-907
* 126 forms = $8,344 (rounded).
Calculation for an outsourced lawyer: $114.17 to file a Form I-
907 * 126 forms = $14,385 (rounded).
---------------------------------------------------------------------------
[[Page 80451]]
The estimated total cost of this provision ranges from $128,013 to
$193,042 depending on what share of the forms are filed by in-house or
outsourced lawyers.\272\
---------------------------------------------------------------------------
\272\ Calculation for HR specialists and in-house lawyers:
$34,046 for HR specialists to file Form I-129 H-2B petitions +
$81,456 for in-house lawyers to file Form I-129 and the accompanying
Form G-28 + $4,167 for HR specialists to file Form I-907 + $8,344
for in-house lawyers to file Form I-907 = $128,013.
Calculation for HR specialists and outsourced lawyers: $34,046
for HR specialists to file Form I-129 H-2B petitions + $140,444 for
outsourced lawyers to file Form I-129 and the accompanying Form G-28
+ $4,167 for HR specialists to file Form I-907 + $14,385 for
outsourced lawyers to file Form I-907 = $193,042.
---------------------------------------------------------------------------
vii. Cost of Audits to Petitioners
As discussed above, DHS intends to conduct 250 audits of employers
hiring H-2B workers, and DOL intends to conduct 100 audits of employers
hiring H-2B workers, for a total of 350 employers. Employers will need
to provide requested information to comply with the audit. We estimate
that the expected time burden to comply with audits conducted by DHS
and DOL's Office of Foreign Labor Certification is 12 hours.\273\ We
expect that an HR specialist or equivalent occupation will provide
these documents. Given an hourly opportunity cost of time of $50.94,
the estimated cost of complying with audits is $611.28 per audited
employer.\274\ Therefore, the total estimated cost to employers to
comply with audits is $213,948.\275\
---------------------------------------------------------------------------
\273\ The number in hours for audits was provided by the USCIS,
Service Center Operations.
\274\ Calculation: $50.94 hourly opportunity cost of time for an
HR specialist * 12 hours to comply with an audit = $611.28 per
audited employer.
\275\ Calculation: 350 audited employers * $611.28 opportunity
cost of time to comply with an audit = $213,948.
---------------------------------------------------------------------------
viii. Cost of Additional Scrutiny
The Departments expect that petitioners undergoing additional
scrutiny will need to submit additional evidence to USCIS. The costs
associated with additional scrutiny include the opportunity cost of
time to assess, document, and compile evidence and the costs (both
explicit costs and opportunity costs of time) of submitting the
compiled evidence.
The opportunity costs of time associated with compiling such
evidence are unavailable due to the unique fact pattern in each
instance and a lack of data at this time regarding the time to comply.
To estimate the explicit costs of additional scrutiny, we assume 154
petitioners will need to print 500 pages of documents and mail this to
USCIS. We expect these documents to be able to fit in a Priority Mail
Medium Flat Rate box, which costs $17.10.\276\ We estimate the costs of
printing at $0.15 per page and the cost of printing 500 at $75.00.\277\
The estimated cost for an employer to print and ship evidence to USCIS
is $92.10.\278\ With an estimated 154 petitioners expected to print and
ship evidence, the total estimated costs for printing and shipping
evidence is $14,183.\279\
---------------------------------------------------------------------------
\276\ USPS, Priority Mail, https://www.usps.com/ship/priority-mail.htm (accessed September 23, 2023).
\277\ See https://www.montgomerycountymd.gov/Library/services/computerhelp.html (accessed September 20, 2023). Cost to make black
and white copies. Calculation: 500 pages * $0.15 per page = $75.00
in printing costs.
\278\ Calculation: $75.00 in printing costs + $17.10 in shipping
costs = $92.10 to print and ship evidence.
\279\ Calculation: 154 petitioners * $92.10 to print and ship
evidence = $14,183 total printing and shipping costs.
---------------------------------------------------------------------------
We also expect petitioners to incur a time burden associated with
printing and shipping evidence to USCIS. We estimate it will take an HR
specialist or equivalent employee 1 hour to print and ship evidence.
Using the $50.94 hourly opportunity cost of time for HR specialist, we
estimate the opportunity cost of time for each petitioner is
$50.94.\280\ With an estimated 154 petitioners expected to print and
ship evidence, the total estimated opportunity cost of time to print
and ship evidence is $7,845.\281\
---------------------------------------------------------------------------
\280\ Calculation: $50.94 hourly opportunity cost of time for HR
specialist * 1 hour to print and ship evidence = $50.94 opportunity
cost of time per petitioner.
\281\ Calculation: 154 petitioners * $50.94 opportunity cost of
time per petitioner = $7,845 total estimated opportunity cost of
time to print and ship evidence.
---------------------------------------------------------------------------
We do not expect this provision to impose new costs on to USCIS.
The costs to request and review evidence from petitioners is included
in the fees paid to the agency.
The total estimated cost of additional scrutiny is $22,028.\282\
---------------------------------------------------------------------------
\282\ Calculation: $14,183 total printing and shipping costs +
$7,845 total opportunity cost of time = $22,028 total estimated cost
of additional scrutiny.
---------------------------------------------------------------------------
ix. Familiarization Costs
We expect that petitioners or their representatives will need to
read and understand this rule if they seek to take advantage of the
supplemental cap. As a result, we expect this rule will impose one-time
familiarization costs associated with reading and understanding this
rule. As shown previously, we estimate that approximately 7,739
petitioners may take advantage of the provisions of this rule, and that
a lawyer will represent 3,654 of these petitioners and an HR specialist
or equivalent occupation will represent 4,085.
To estimate the costs of rule familiarization, we estimate the time
it will take to read and understand the rule by assuming a reading
speed of 238 words per minute.\283\ This rule has approximately 69,000
words.\284\ Using a reading speed of 238 words per minute, DHS
estimates it will take approximately 4.8 hours to read and understand
this rule.\285\
---------------------------------------------------------------------------
\283\ Brysbaert, Marc (2019, April 12). `How many words do we
read per minute? A review and meta-analysis of reading rate.'
https://doi.org/10.31234/osf.io/xynwg (accessed September 22, 2023).
We use the average speed for silent reading of English nonfiction by
adults.
\284\ Please note that this number represents that Departments'
best estimate of the final word count, given that the actual word
may change during the promulgation of the Rule.
\285\ Calculation, Step 1: roughly 69,000 words/238 words per
minute = 290 (rounded) minutes.
Calculation, Step 2: 290 minutes/60 minutes per hour = 4.8
(rounded) hours.
---------------------------------------------------------------------------
The estimated hourly total compensation for a HR specialist, in-
house lawyer, and outsourced lawyer are $50.94, $114.17, and $196.85,
respectively. The estimated opportunity cost of time for each of these
filers to read and understand the rule are $244.51, $548.02, and
$944.88, respectively.\286\ The estimated total opportunity cost of
time for 4,085 HR specialists to familiarize themselves with this rule
is approximately $998,823.\287\ The estimated total opportunity cost of
time for 3,654 lawyers to familiarize themselves with this rule is
approximately $2,002,465 if they are all in-house lawyers and
$3,452,592 if they are all outsourced lawyers.\288\ Accordingly, the
estimated total opportunity costs of time for petitioners'
representatives to familiarize themselves with this rule
[[Page 80452]]
ranges from $3,001,288 to $4,451,415.\289\
---------------------------------------------------------------------------
\286\ Calculation, HR Specialists: $50.94 estimated hourly total
compensation for an HR specialist * 4.8 hours to read and become
familiar with the rule = $244.51 opportunity cost of time for an HR
specialist to read and understand the rule.
Calculation, In-house lawyer: 114.17 estimated hourly total
compensation for an in-house lawyer * 4.8 hours to read and become
familiar with the rule = 548.02 (rounded) opportunity cost of time
for an in-house lawyer to read and understand the rule.
Calculation, Outsourced lawyer: $196.85 estimated hourly total
compensation for an outsourced lawyer * 4.8 hours to read and become
familiar with the rule = $944.88 (rounded) opportunity cost of time
for an outsourced lawyer to read and understand the rule.
\287\ Calculation, HR specialists: $244.51 opportunity cost of
time * 4,085 = $998,823 (rounded).
\288\ Calculation for in-house lawyers: $548.02 opportunity cost
of * 3,654 = $2,002,465 (rounded).
Calculation for outsourced lawyers: 944.88 opportunity cost of
time * 3,654 = $3,452,592 (rounded).
\289\ Calculation: $998,823 + $2,002,465 = $3,001,288.
Calculation: $998,823 + $3,452,592 = $4,451,415.
---------------------------------------------------------------------------
x. Estimated Total Costs to Petitioners
In sum, the monetized costs of this rule come from time spent
filing and complying with Form I-129, Form G-28, Form I-907, and Form
ETA-9142-B-CAA-8, as well as contacting and refreshing recruitment
efforts, posting notifications, time spent filing to obtain a porting
worker, and complying with audits. The estimated total cost to file
Form I-129 and an accompanying Form G-28 ranges from $1,722,870 to
$2,602,134, depending on the filer. The estimated total cost of filing
Form I-907 ranges from $186,733 to $276,927, depending on the filer.
The estimated cost for late season employers to file Form ETA-9142B
ranges from $59,068 to $87,595 depending on the filer. The estimated
total cost of filing and complying with Form ETA-9142-B-CAA-8 is
$1,912,291. The estimated total cost of conducting additional
recruitment is $284,245. The estimated cost of the portability
provision ranges from $128,013 to $193,042, depending on the filer. The
estimated total cost for employers to comply with audits is $213,948.
The estimated total costs for petitioners or their representatives to
familiarize themselves with this rule ranges from $3,001,288 to
$4,451,415, depending on the filer. The estimated total cost of
additional scrutiny is $22,028. The total estimated cost to petitioners
ranges from $7,530,484 to $10,043,625, depending on the filer.\290\
---------------------------------------------------------------------------
\290\ Calculation of lower range: $1,722,870 + $186,733 +
$59,068 + $1,912,291 + $284,245 + $128,013 + $213,948 + $3,001,288 +
$22,028 = $7,530,484.
Calculation of upper range: $2,602,134 + $276,927 + $87,595 +
$1,912,291 + $284,245 + $$193,042 + $213,948 + $4,451,415 + $22,028
= $10,043,625.
---------------------------------------------------------------------------
c. Cost to the Federal Government
USCIS will incur costs related to the adjudication of petitions as
a result of this TFR. DHS expects USCIS to recover these costs by the
fees associated with the forms, which have been accounted for as a
transfer from petitioners to USCIS and serve as a proxy for the costs
to the agency. The total filing fees associated with Form I-129 H-2B
petitions are $2,836,500,\291\ and the total filing fees associated
with premium processing are $6,378,000.\292\ Total transfers from
petitioners to the Government are $9,214,500.\293\
---------------------------------------------------------------------------
\291\ Calculation: (4,358 + 292 Form I-129 petitions) * $610 per
petition = $2,836,500.
\292\ Calculation: (3,985 + 267 Forms I-907) * $1,500 per form =
$6,378,000.
\293\ Calculation: $2,836,500 + $6,378,000 = $9,214,500.
---------------------------------------------------------------------------
The INA provides USCIS with the authority to collect fees at a
level that will ensure recovery of the full costs of providing
adjudication and naturalization services, including administrative
costs, and services provided without charge to certain applicants and
petitioners.\294\ DHS notes USCIS establishes its fees by assigning
costs to an adjudication based on its relative adjudication burden and
use of USCIS resources. USCIS establishes fees at an amount that is
necessary to recover these assigned costs, such as clerical, officers,
and managerial salaries and benefits, plus an amount to recover
unassigned overhead (for example, facility rent, IT equipment and
systems among other expenses) and immigration benefits provided without
a fee charged. Consequently, since USCIS immigration fees are primarily
based on resource expenditures related to the benefit in question,
USCIS uses the fee associated with an information collection as a
reasonable measure of the collection's costs to USCIS. DHS anticipates
some additional costs in adjudicating the additional petitions
submitted because of the increase in cap limitation for H-2B visas.
---------------------------------------------------------------------------
\294\ See INA section 286(m), 8 U.S.C. 1356(m).
---------------------------------------------------------------------------
Both DOL and DHS intend to conduct a significant number of audits
during the period of temporary need to verify compliance with H-2B
program requirements, including the irreparable harm standard as well
as other key worker protection provisions implemented through this
rule.\295\ While fees fund most USCIS activities and appropriations
fund DOL, we expect both agencies will be able to shift resources to
conduct these audits without incurring additional costs. As previously
mentioned, the agencies will conduct a total of 350 audits, and we
expect each audit to take 12 hours. This results in a total time burden
of 4,200 hours.\296\ USCIS anticipates that a Federal employee at a GS-
13 Step 5 salary will typically conduct these audits for each agency.
The base hourly pay for a GS-13 Step 5 in the Washington, DC locality
area is $60.83.\297\ To estimate the total hourly compensation for
these positions, we multiply the hourly wage ($60.83) by the Federal
benefits to wage multiplier of 1.37.\298\ This results in an hourly
opportunity cost of time of $83.34 for GS-13 Step 5 Federal employees
in the Washington, DC locality pay area.\299\ The total opportunity
costs of time for Federal workers to conduct audits is estimated to be
$350,028.\300\
---------------------------------------------------------------------------
\295\ These audits are distinct from the WHD's authority to
perform investigations regarding employers' compliance with the
requirements of the H-2B program.
\296\ Calculation: 12 hours to conduct an audit * 350 audits =
4,200 total hours to conduct audits.
\297\ See U.S. Office of Personnel Management, Pay and Leave,
Salaries and Wages, For the Locality Pay area of Washington-
Baltimore-Arlington, DC-MD-VA-WV-PA, 2023, Hourly Basic Rate,
https://www.opm.gov/policy-data-oversight/pay-leave/salaries-wages/salary-tables/pdf/2023/DCB_h.pdf (last accessed September 14, 2023).
\298\ Calculation, Step 1: $2,342,954 Full-time Permanent
Salaries + $860,318 Civilian Personnel Benefits = $3,203,272
Compensation.
Calculation, Step 2: $3,203,272 Compensation/$2,342,954 Full-
time Permanent Salaries = 1.37 (rounded) Federal employee benefits
to wage ratio. See https://www.uscis.gov/sites/default/files/document/reports/USCIS_FY_2021_Budget_Overview.pdf (accessed
September 13, 2023).
\299\ Calculation: $60.83 hourly wage for a GS 13-5 in the
Washington, DC locality area * 1.37 Federal employee benefits to
wage ratio = $83.34 hourly opportunity cost of time for a GS 13-5
federal employee in the Washington, DC locality area.
\300\ Calculation: 4,200 hours to conduct audits * $83.34 hourly
opportunity cost of time = $350,028 total opportunity costs of time
for Federal employees to conduct audits.
---------------------------------------------------------------------------
This final rule implements changes to the DOL's mechanisms to
receive complaints from advocates, unions, and other stakeholders about
jobs posted on seasonaljobs.gov. DOL expects that the changes to the
DOL's mechanisms to receive complaints may result in some additional
costs to DOL. However, DOL is unable to quantify such costs due to lack
of data.
d. Benefits to Petitioners
The Departments assume that employers will incur the costs of this
rule and other costs associated with hiring H-2B workers if the
expected benefits of those workers exceed the expected costs. We assume
that employers expect some level of net benefit from being able to hire
additional H-2B workers. However, the Departments do not collect or
require data from H-2B employers on the profits from hiring these
additional workers to estimate this increase in net benefits.
The inability to access H-2B workers for some entities is currently
causing irreparable harm or will cause their businesses to suffer
irreparable harm in the near future. Temporarily increasing the number
of available H-2B visas for this fiscal year may result in a benefit,
because it will allow some businesses to hire the additional labor
resources necessary to avoid such harm. Preventing such harm may also
result in cost savings by ultimately preserve the jobs of other
employees (including U.S. workers) at that establishment.
[[Page 80453]]
Additionally, returning workers are likely to be very familiar with the
H-2B process and requirements, and may be positioned to begin work more
expeditiously with these employers. Moreover, employers may already be
familiar with returning workers as they have trained, vetted, and
worked with some of these returning workers in past years. As such,
limiting the supplemental visas to returning workers will assist
employers that are suffering irreparable harm or will suffer impending
irreparable harm.
e. Benefits to Workers
The Departments assume that workers will only incur the costs of
this rule and other costs associated with obtaining a H-2B position if
the expected benefits of that position exceed the expected costs. We
assume that H-2B workers expect some level of net benefit from being
able to work for H-2B employers. However, the Departments do not have
sufficient data to estimate this increase in net benefits and lack the
necessary resources to investigate this in a timely manner. This rule
is not expected to impact wages because DOL prevailing wage regulations
apply to all H-2B workers covered by this rule. Additionally, the RIA
shows that employers incur costs in conducting additional recruitment
of U.S. workers and attesting to irreparable harm from current labor
shortfall. These costs suggest employers are not taking advantage of a
large supply of foreign labor at the expense of domestic workers.
The existence of this rule will benefit the workers who receive H-
2B visas. See Arnold Brodbeck et al., Seasonal Migrant Labor in the
Forest Industry of the United States: The Impact of H-2B Employment on
Guatemalan Livelihoods, 31 Society & Natural Resources 1012 (2018), and
in particular this finding: ``Participation in the H-2B guest worker
program has become a vital part of the livelihood strategies of rural
Guatemalan families and has had a positive impact on the quality of
life in the communities where they live. Migrant workers who were
landless, lived in isolated rural areas, had few economic
opportunities, and who had limited access to education or adequate
health care, now are investing in small trucks, building roads,
schools, and homes, and providing employment for others in their home
communities. . . . The impact has been transformative and positive.''
Some provisions of this rule will benefit such workers in
particular ways. The portability provision of this rule will allow
nonimmigrants with valid H-2B visas who are present in the United
States to transfer to a new employer more quickly and potentially
extend their stay in the United States and, therefore, earn additional
wages.
DHS recognizes that some of the effects of these provisions may
occur beyond the borders of the United States. The current analysis
does not seek to quantify or monetize costs or benefits that occur
outside of the United States.
U.S. workers will also benefit from this rule in multiple ways. For
example, the additional round of recruitment and U.S. worker referrals
required by the provisions of this rule will ensure that a nonimmigrant
worker does not displace a U.S. worker who is willing and able to fill
the position and may result in some U.S. workers being hired. As noted,
the avoidance of current or impending irreparable harm made possible
through the granting of supplemental visas in this rule could ensure
that U.S. workers--who otherwise may be vulnerable if H-2B workers were
not given visas--do not lose their jobs.
C. Regulatory Flexibility Act
The Regulatory Flexibility Act, 5 U.S.C. 601 et seq. (RFA), imposes
certain requirements on Federal agency rules that are subject to the
notice and comment requirements of the APA. See 5 U.S.C. 603(a),
604(a). This temporary final rule is exempt from notice and comment
requirements for the reasons stated above. Therefore, the requirements
of the RFA applicable to final rules, 5 U.S.C. 604, do not apply to
this temporary final rule. Accordingly, the Departments are not
required to either certify that the temporary final rule would not have
a significant economic impact on a substantial number of small entities
nor conduct a regulatory flexibility analysis.
D. Unfunded Mandates Reform Act of 1995
The Unfunded Mandates Reform Act of 1995 (UMRA) is intended, among
other things, to curb the practice of imposing unfunded Federal
mandates on State, local, and tribal governments. Title II of the Act
requires each Federal agency to prepare a written statement assessing
the effects of any Federal mandate in a proposed rule, or final rule
for which the agency published a proposed rule that includes any
Federal mandate that may result in $100 million or more expenditure
(adjusted annually for inflation) in any one year by State, local, and
tribal governments, in the aggregate, or by the private sector.\301\
This rule is exempt from the written statement requirement because DHS
did not publish a notice of proposed rulemaking for this rule.
---------------------------------------------------------------------------
\301\ See 2 U.S.C. 1532(a).
---------------------------------------------------------------------------
In addition, this rule does not exceed the $100 million in 1995
expenditure in any 1 year when adjusted for inflation ($192 million in
2022 dollars based on the Consumer Price Index for All Urban Consumers
(CPI-U)),\302\ and this rulemaking does not contain such a Federal
mandate as the term is defined under UMRA.\303\ The requirements of
Title II of the Act, therefore, do not apply, and the Departments have
not prepared a statement under the Act.
---------------------------------------------------------------------------
\302\ See U.S. Department of Labor, BLS, ``Historical Consumer
Price Index for All Urban Consumers (CPI-U): U.S. city average, all
items, by month,'' available at https://www.bls.gov/cpi/tables/supplemental-files/historical-cpi-u-202308.pdf (last visited
September 27, 2023). Calculation of inflation: (1) Calculate the
average monthly CPI-U for the reference year (1995) and the current
year (2022); (2) Subtract reference year CPI-U from current year
CPI-U; (3) Divide the difference of the reference year CPI-U and
current year CPI-U by the reference year CPI-U; (4) Multiply by 100
= [(Average monthly CPI-U for 2022-Average monthly CPI-U for 1995)/
(Average monthly CPI-U for 1995)] * 100 = [(292.655-152.4)/152.4] *
100 = (140.255/152.4) * 100 = 0.9203 (rounded) * 100 = 92.03 percent
= 92 percent (rounded). Calculation of inflation-adjusted value:
$100 million in 1995 dollars * 1.92 = $192 million in 2022 dollars.
\303\ The term ``Federal mandate'' means a Federal
intergovernmental mandate or a Federal private sector mandate. See 2
U.S.C. 1502(1), 658(6).
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E. Executive Order 13132 (Federalism)
This rule does not have substantial direct effects on the States,
on the relationship between the National Government and the States, or
on the distribution of power and responsibilities among the various
levels of government. Therefore, in accordance with section 6 of
Executive Order 13132, 64 FR 43255 (Aug. 4, 1999), this rule does not
have sufficient federalism implications to warrant the preparation of a
federalism summary impact statement.
F. Executive Order 12988 (Civil Justice Reform)
This rule meets the applicable standards set forth in sections 3(a)
and 3(b)(2) of Executive Order 12988, 61 FR 4729 (Feb. 5, 1996).
G. National Environmental Policy Act
DHS and its components analyze their proposed actions to determine
whether the National Environmental Policy Act (NEPA) applies to them
and, if so, what degree of analysis is required. DHS Directive (Dir)
023-01 Rev. 01 and Instruction Manual 023-01-001-01 Rev. 01
(Instruction Manual) establish the procedures that DHS and its
components use to comply with NEPA
[[Page 80454]]
and the Council on Environmental Quality (CEQ) regulations for
implementing NEPA, 40 CFR parts 1500 through 1508.
NEPA and the CEQ regulations allow Federal agencies to establish
categories of actions (``categorical exclusions'') that normally do not
significantly affect the quality of the human environment and,
therefore, do not require an Environmental Assessment (EA) or
Environmental Impact Statement (EIS). 42 U.S.C. 4336e(1), 42 U.S.C.
4336(a)(2); 40 CFR 1501.4, 40 CFR 1508.1(d). The Instruction Manual,
Appendix A, Table 1 lists Categorical Exclusions that DHS has found to
have no such effect. Under DHS NEPA implementing procedures, for an
action to be categorically excluded, it must satisfy each of the
following three conditions: (1) The entire action clearly fits within
one or more of the categorical exclusions; (2) the action is not a
piece of a larger action; and (3) no extraordinary circumstances exist
that create the potential for a significant environmental effect.
Instruction Manual, section V.B.2(a-c).
This rule temporarily amends the regulations implementing the H-2B
nonimmigrant visa program to increase the numerical limitation on H-2B
nonimmigrant visas for FY 2024, based on the Secretary of Homeland
Security's determination, in consultation with the Secretary of Labor,
consistent with the FY 2023 Omnibus and Public Law 118-15. It also
allows H-2B beneficiaries who are in the United States to change
employers upon the filing of a new H-2B petition and begin to work for
the new employer for a period generally not to exceed 60 days before
the H-2B petition is approved by USCIS.
DHS has considered in accordance with its NEPA implementing
procedures and has determined that this temporary final rule clearly
fits within categorical exclusion A3(d) because it interprets or amends
a regulation without changing its environmental effect. The amendments
to 8 CFR part 214 would authorize up to an additional 64,716 visas for
noncitizens who may receive H-2B nonimmigrant visas, of which 44,716
are for returning workers (persons issued H-2B visas or were otherwise
granted H-2B status in Fiscal Years 2021, 2022, or 2023). The proposed
amendments would also facilitate H-2B nonimmigrants to move to new
employment faster than they could if they had to wait for a petition to
be approved. The amendment's operative provisions approving H-2B
petitions under the supplemental allocation would effectively terminate
after September 30, 2024 for the cap increase, and at the end of
January 24, 2025 for the portability provision. DHS believes amending
applicable regulations to authorize up to an additional 64,716 H-2B
nonimmigrant visas will not result in reasonably foreseeable effects
that would necessitate an environmental assessment or environmental
impact statement with respect to the current H-2B limit or in the
context of a current U.S. population exceeding 333,287,557 (maximum
temporary increase of 0.0194 percent).\304\ DHS has also considered and
determined that this action would not have extraordinary circumstances
that would require the preparation of an environmental assessment or
environmental impact statement.
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\304\ See U.S. Census Bureau Quick Facts, available at https://www.census.gov/quickfacts/US (accessed September 28, 2023).
Calculation: 64,716 additional visas/333,287,557 million people
in the United States = 0.0194 (rounded) percent temporary increase
in the population.
---------------------------------------------------------------------------
The amendment to applicable regulations is a stand-alone temporary
authorization and not a part of any larger action, and presents no
extraordinary circumstances creating the potential for significant
environmental effects. Therefore, this action is categorically excluded
and no further NEPA analysis is required.
H. Congressional Review Act
The Office of Information and Regulatory Affairs has determined
that this temporary final rule is a ``major rule'' as defined by the
Congressional Review Act (``CRA'') in 5 U.S.C. 804(2)(a) and is subject
to both the CRA's reporting requirement and the delayed effective date
requirement, pursuant to 5 U.S.C. 801. However, as stated in section
IV.A of this rule, the Departments have good cause to forgo APA's
requirements for notice and public comment (and a delayed effective
date), pursuant to 5 U.S.C. 553. Therefore, the Departments also have
good cause to forgo the CRA's 60-day delayed effective date
requirement, pursuant to 5 U.S.C. 808(2). This rule is effective upon
publication. DHS has complied with the CRA's reporting requirements and
has sent this rule to Congress and to the Comptroller General as
required by 5 U.S.C. 801(a)(1).
I. Paperwork Reduction Act
Attestation for Employers Seeking To Employ H-2B Nonimmigrants Workers
Under Section 303 of Division O of the Consolidated Appropriations Act,
2023, Public Law 117-328, as Extended by Sections 101(6) and 106 of
Division A of the Continuing Appropriations Act, 2024 and Other
Extensions Act, Public Law 118-15, Form ETA-9142-B-CAA-8
The Paperwork Reduction Act (PRA), 44 U.S.C. 3501 et seq., provides
that a Federal agency generally cannot conduct or sponsor a collection
of information, and the public is generally not required to respond to
an information collection, unless it is approved by OMB under the PRA
and displays a currently valid OMB Control Number. In addition,
notwithstanding any other provisions of law, no person shall generally
be subject to penalty for failing to comply with a collection of
information that does not display a valid Control Number. See 5 CFR
1320.5(a) and 1320.6. DOL has submitted the Information Collection
Request (ICR) contained in this rule to OMB and obtained approval of a
new form, Form ETA-9142B-CAA-8, using emergency clearance procedures
outlined at 5 CFR 1320.13. The Departments note that while DOL
submitted the ICR, both DHS and DOL will use the information provided
by employers in response to this information collection.
Petitioners will use the new Form ETA-9142B-CAA-8 to make
attestations regarding, for example, irreparable harm and the returning
worker requirement (unless exempt because the H-2B worker is a national
of one of the countries included in the country-specific allocation who
is counted against the 20,000 returning worker exemption cap) described
above. Petitioners will need to file the attestation with DHS until it
announces that the supplemental H-2B cap has been reached. In addition,
the petitioner will need to retain all documentation demonstrating
compliance with this implementing rule, and must provide it to DHS or
DOL in the event of an audit or investigation.
In addition to obtaining immediate emergency approval pursuant to 5
CFR 1320.13, DOL is seeking comments on this information collection
pursuant to 44 U.S.C. 3506(c)(2)(A). Comments on the information
collection must be received by January 16, 2024. This process of
engaging the public and other Federal agencies helps ensure that
requested data can be provided in the desired format, reporting burden
(time
[[Page 80455]]
and financial resources) is minimized, collection instruments are
clearly understood, and the impact of collection requirements on
respondents can be properly assessed. The PRA provides that a Federal
agency generally cannot conduct or sponsor a collection of information,
and the public is generally not required to respond to an information
collection, unless it is approved by OMB under the PRA and displays a
currently valid OMB Control Number. See 44 U.S.C. 3501 et seq. In
addition, notwithstanding any other provisions of law, no person must
generally be subject to a penalty for failing to comply with a
collection of information that does not display a valid OMB Control
Number. See 5 CFR 1320.5(a) and 1320.6.
In accordance with the PRA, DOL is affording the public with notice
and an opportunity to comment on the new information collection, which
is necessary to implement the requirements of this rule. The
information collection activities covered under a newly granted OMB
Control Number 1205-NEW are required under Section 303 of Division O of
the FY 2023 Omnibus as extended by Public Law 118-15, which provides
that ``the Secretary of Homeland Security, after consultation with the
Secretary of Labor, and upon the determination that the needs of
American businesses cannot be satisfied . . . with U.S. workers who are
willing, qualified, and able to perform temporary nonagricultural
labor,'' may increase the total number of noncitizens who may receive
an H-2B visa by not more than the highest number of H-2B nonimmigrants
who participated in the H-2B returning worker program in any fiscal
year in which returning workers were exempt from the H-2B numerical
limitation. As previously discussed in the preamble of this rule, the
Secretary of Homeland Security, in consultation with the Secretary of
Labor, has decided to increase the numerical limitation on H-2B
nonimmigrant visas to authorize the issuance of up to, but not more
than, an additional 64,716 visas for FY 2024 for certain H-2B workers,
for U.S. businesses that attest that they are suffering irreparable
harm or will suffer impending irreparable harm. As with the previous
supplemental rules, the Secretary has determined that the additional
visas will only be available for returning workers, that is workers who
were issued H-2B visas or otherwise granted H-2B status in FY 2021,
2022, or 2023, unless the worker is one of the 20,000 nationals of one
of the countries included in the country-specific allocation who are
exempt from the returning worker requirement.
Commenters are encouraged to discuss the following:
Whether the proposed collection of information is
necessary for the proper performance of the functions of the agency,
including whether the information will have practical utility;
The accuracy of the agency's estimate of the burden of the
proposed collection of information, including the validity of the
methodology and assumptions used;
The quality, utility, and clarity of the information to be
collected; and
The burden of the collection of information on those who
are to respond, including through the use of appropriate automated,
electronic, mechanical, or other technological collection techniques or
other forms of information technology, for example, permitting
electronic submission of responses.
The aforementioned information collection requirements are
summarized as follows:
Agency: DOL-ETA.
Type of Information Collection: Extension of an existing
information collection.
Title of the Collection: Attestation for Employers Seeking to
Employ H-2B Nonimmigrants Workers Under Section 303 of Division O of
the Consolidated Appropriations Act, 2023, Public Law 117-328, as
extended by sections 101(6) and 106 of Division A of the Continuing
Appropriations Act, 2024 and Other Extensions Act, Public Law 118-15.
Agency Form Number: Form ETA-9142-B-CAA-8.
Affected Public: Private Sector--businesses or other for-profits.
Total Estimated Number of Respondents: 4,358.
Average Responses per Year per Respondent: 1.
Total Estimated Number of Responses: 4,358.
Average Time per Response: 10.17 hours per application.
Total Estimated Annual Time Burden: 32,469 hours.
Total Estimated Other Costs Burden: $2,195,689.
Request for Premium Processing Service, Form I-907
The Paperwork Reduction Act (PRA), 44 U.S.C. 3501 et seq., provides
that a Federal agency generally cannot conduct or sponsor a collection
of information, and the public is generally not required to respond to
an information collection, unless it is approved by OMB under the PRA
and displays a currently valid OMB Control Number. In addition,
notwithstanding any other provisions of law, no person shall generally
be subject to penalty for failing to comply with a collection of
information that does not display a valid Control Number. See 5 CFR
1320.5(a) and 1320.6. Form I-907, Request for Premium Processing
Service, has been approved by OMB and assigned OMB control number 1615-
0048. DHS is making no changes to the Form I-907 in connection with
this temporary rule implementing the time-limited authority pursuant to
Section 303 of Division O of the Consolidated Appropriations Act, 2023,
Public Law 117-328 as extended by Public Law 118-15 (which expires on
November 17, 2023). However, USCIS estimates that this temporary rule
may result in approximately 4,325 additional filings of Form I-907 in
fiscal year 2024. The current OMB-approved estimate of the number of
annual respondents filing a Form I-907 is 815,773. USCIS has determined
that the OMB-approved estimate is sufficient to fully encompass the
additional respondents who will be filing Form I-907 in connection with
this temporary rule, which represents a small fraction of the overall
Form I-907 population. Therefore, DHS is not changing the collection
instrument or increasing its burden estimates in connection with this
temporary rule and is not publishing a notice under the PRA or making
revisions to the currently approved burden for OMB control number 1615-
0048.
List of Subjects
8 CFR Part 214
Administrative practice and procedure, Aliens, Cultural exchange
program, Employment, Foreign officials, Health professions, Reporting
and recordkeeping requirements, Students.
8 CFR Part 274a
Administrative practice and procedure, Aliens, Cultural exchange
program, Employment, Penalties, Reporting and recordkeeping
requirements, Students.
20 CFR Part 655
Administrative practice and procedure, Employment, Employment and
training, Enforcement, Foreign workers, Forest and forest products,
Fraud, Health professions, Immigration, Labor, Longshore and harbor
work, Migrant workers, Nonimmigrant workers, Passports and visas,
Penalties, Reporting and recordkeeping requirements, Unemployment,
Wages, Working conditions.
[[Page 80456]]
For the reasons discussed in the joint preamble, chapter I of title
8 of the Code of Federal Regulations is amended as follows:
DEPARTMENT OF HOMELAND SECURITY
PART 214--NONIMMIGRANT CLASSES
0
1. The authority citation for part 214 continues to read as follows:
Authority: 6 U.S.C. 202, 236; 8 U.S.C. 1101, 1102, 1103, 1182,
1184, 1186a, 1187, 1221, 1281, 1282, 1301-1305, 1357, and 1372; sec.
643, Pub. L. 104-208, 110 Stat. 3009-708; Pub. L. 106-386, 114 Stat.
1477-1480; section 141 of the Compacts of Free Association with the
Federated States of Micronesia and the Republic of the Marshall
Islands, and with the Government of Palau, 48 U.S.C. 1901 note and
1931 note, respectively; 48 U.S.C. 1806; 8 CFR part 2; Pub. L. 115-
218, 132 Stat. 1547 (48 U.S.C. 1806).
0
2. Effective November 17, 2023, through November 17, 2026, amend Sec.
214.2 by adding entries for ``(30)'' and ``(31)'' to table 3 to
paragraph (h) and adding paragraph (h)(6)(xiv), a reserved paragraph
(h)(30), and paragraph (h)(31) to read as follows:
Sec. 214.2 Special requirements for admission, extension, and
maintenance of status.
* * * * *
(h) * * *
Table 3 to Paragraph (h)--Paragraph Contents
------------------------------------------------------------------------
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* * * * * * *
(30) [Reserved]
(31) Change of employers and portability for H-2B workers (January 25,
2024 through January 24, 2025).
------------------------------------------------------------------------
* * * * *
(6) * * *
(xiv) Special requirements for additional cap allocations under
Public Laws 117-328 and 118-15--(A) Public Law 117-328 and section
101(6) of Division A of Public Law 118-15, Continuing Appropriations
Act, 2024 and Other Extensions Act--(1) Supplemental allocation for
returning workers. Notwithstanding the numerical limitations set forth
in paragraph (h)(8)(i)(C) of this section, for fiscal year 2024 only,
the Secretary has authorized up to an additional 64,716 visas for
aliens who may receive H-2B nonimmigrant visas pursuant to section 303
of Division O of Public Law 117-328, the Consolidated Appropriations
Act, 2023, and section 101(6) of Division A of Public Law 118-15,
Continuing Appropriations Act, 2024 and Other Extensions Act. An alien
may be eligible to receive an H-2B nonimmigrant visa under this
paragraph (h)(6)(xiv)(A)(1) if she or he is a returning worker. The
term ``returning worker'' under this paragraph (h)(6)(xiv)(A)(1) means
a person who was issued an H-2B visa or was otherwise granted H-2B
status in fiscal year 2021, 2022, or 2023. Notwithstanding Sec. 248.2
of this chapter, an alien may not change status to H-2B nonimmigrant
under this paragraph (h)(6)(xiv)(A)(1). The additional H-2B visas
authorized under this paragraph will be made available to returning
workers as follows:
(i) Up to an additional 20,716 visas for aliens who may receive H-
2B nonimmigrant visas based on petitions requesting FY 2024 employment
start dates on or before March 31, 2024.
(ii) Up to an additional 19,000 visas for aliens who may receive H-
2B nonimmigrant visas based on petitions requesting FY 2024 employment
start dates from April 1, 2024 to May 14, 2024.
(iii) Up to an additional 5,000 visas available for aliens with
employment start dates from May 15, 2024 to September 30, 2024.
(2) Supplemental allocation for nationals of Guatemala, El
Salvador, Honduras, Haiti, Colombia, Ecuador, or Costa Rica.
Notwithstanding the numerical limitations set forth in paragraph
(h)(8)(i)(C) of this section, for fiscal year 2024 only, and in
addition to the allocation described in paragraph (h)(6)(xiv)(A)(1) of
this section, the Secretary has authorized up to an additional 20,000
visas for aliens who are nationals of Guatemala, El Salvador, Honduras,
Haiti, Colombia, Ecuador, or Costa Rica, who may receive H-2B
nonimmigrant visas pursuant section 303 of Division O of the
Consolidated Appropriations Act, 2023, Public Law 117-328, and section
101(6) of Division A of Public Law 118-15 Continuing Appropriations
Act, 2024 and Other Extensions Act, based on petitions with FY 2024
employment start dates. Such workers are not subject to the returning
worker requirement in paragraph (h)(6)(xiv)(A)(1). Petitioners must
request such workers in an H-2B petition that is separate from H-2B
petitions that request returning workers under paragraph
(h)(6)(xiv)(A)(1) and must declare that they are requesting these
workers in the attestation Form ETA-9142-B-CAA-8 required under 20 CFR
655.65(a)(1). A petition requesting returning workers under paragraph
(h)(6)(xiv)(A)(1), which is accompanied by an attestation indicating
that the petitioner is requesting nationals of Guatemala, El Salvador,
Honduras, Haiti, Colombia, Ecuador, or Costa Rica, will be rejected,
denied or, in the case of a non-frivolous petition, approved solely for
the number of beneficiaries that are from the Guatemala, El Salvador,
Honduras, Haiti, Colombia, Ecuador, or Costa Rica. Notwithstanding
Sec. 248.2 of this chapter, an alien may not change status to H-2B
nonimmigrant under this paragraph (h)(6)(xiv)(A)(2).
(B) Eligibility. In order to file a petition with USCIS under this
paragraph (h)(6)(xiv), the petitioner must:
(1) Comply with all other statutory and regulatory requirements for
H-2B classification, including, but not limited to, requirements in
this section, under part 103 of this chapter, and under 20 CFR part 655
and 29 CFR part 503; and
(2) Submit to USCIS, at the time the employer files its petition, a
U.S. Department of Labor attestation, in compliance with this section
and 20 CFR 655.64, evidencing that:
(i) Its business is suffering irreparable harm or will suffer
impending irreparable harm (that is, permanent and severe financial
loss) without the ability to employ all of the H-2B workers requested
on the petition filed pursuant to this paragraph (h)(6)(xiv);
(ii) All workers requested and/or instructed to apply for a visa
have been issued an H-2B visa or otherwise granted H-2B status in
fiscal year 2021, 2022, or 2023, unless the H-2B worker is a national
of Guatemala, El Salvador, Honduras, Haiti, Colombia, Ecuador, or Costa
Rica who is counted towards the 20,000 cap described in paragraph
(h)(6)(xiv)(A)(2) of this section;
[[Page 80457]]
(iii) The employer will comply with obligations and additional
recruitment requirements outlined in 20 CFR 655.64(a)(3) through (5);
(iv) The employer will provide documentary evidence of the facts in
paragraphs (h)(6)(xiv)(B)(2)(i) through (iii) of this section to DHS
and/or DOL upon request; and
(v) The employer will agree to fully cooperate with any compliance
review, evaluation, verification, or inspection conducted by DHS,
including an on-site inspection of the employer's facilities, interview
of the employer's employees and any other individuals possessing
pertinent information, and review of the employer's records related to
the compliance with immigration laws and regulations, including but not
limited to evidence pertaining to or supporting the eligibility
criteria for the FY 2024 supplemental allocations outlined in paragraph
(h)(6)(xiv)(B) of this section, as a condition for the approval of the
petition.
(vi) The employer will fully cooperate with any audit,
investigation, compliance review, evaluation, verification or
inspection conducted by DOL, including an on-site inspection of the
employer's facilities, interview of the employer's employees and any
other individuals possessing pertinent information, and review of the
employer's records related to the compliance with applicable laws and
regulations, including but not limited to evidence pertaining to or
supporting the eligibility criteria for the FY 2024 supplemental
allocations outlined in 20 CFR 655.64(a) and 655.65(a), as a condition
for the approval of the H-2B petition. The employer must attest to this
on Form ETA-9142-B-CAA-8 and must further attest on Form ETA-9142-B-
CAA-8 that it will not impede, interfere, or refuse to cooperate with
an employee of the Secretary of the U.S. Department of Labor who is
exercising or attempting to exercise DOL's audit or investigative
authority pursuant to 20 CFR part 655, subpart A, and 29 CFR 503.25.
(C) Processing--(1) Petitions filed pursuant to paragraph
(h)(6)(xiv)(A)(1)(a) requesting FY 2024 employment start dates on or
before March 31, 2024. USCIS will reject petitions filed pursuant to
paragraph (h)(6)(xiv)(A)(1)(a) of this section requesting employment
start dates on or before March 31, 2024 that are received after the
applicable numerical limitation has been reached or after September 16,
2024.
(2) Petitions filed pursuant to paragraph (h)(6)(xiv)(A)(1)(ii) of
this section requesting FY 2024 employment start dates from April 1,
2024 to May 14, 2024. USCIS will reject petitions filed pursuant to
paragraph (h)(6)(xiv)(A)(1)(ii) of this section requesting employment
start dates from April 1, 2024 to May 14, 2024 that are received
earlier than 15 days after the INA section 214(g) cap for the second
half FY 2024 has been met, or after the applicable numerical limitation
has been reached or after September 16, 2024.
(3) Petitions filed pursuant to paragraph (h)(6)(xiv)(A)(1)(iii) of
this section requesting FY 2024 employment start dates from May 15,
2024 and September 30, 2024. USCIS will reject petitions filed pursuant
to paragraph (h)(6)(xiv)(A)(1)(iii) of this section requesting
employment start dates from May 15, 2024 to September 30, 2024 that are
received earlier than 45 days after the INA section 214(g) cap for the
second half FY 2024 has been met, or after the applicable numerical
limitation has been reached or after September 16, 2024.
(4) Petitions filed pursuant to paragraph (h)(6)(xiv)(A)(2)
requesting nationals of Guatemala, El Salvador, Honduras, Haiti,
Colombia, Ecuador, or Costa Rica with FY 2024 employment start dates.
USCIS will reject petitions filed pursuant to paragraph
(h)(6)(xiv)(A)(2) of this section that have a date of need on or after
April 1, 2024 and are received earlier than 15 days after the INA
section 214(g) cap for the second half of FY 2024 is met, or after the
applicable numerical limitation has been reached or after September 16,
2024.
(5) USCIS will not approve a petition filed pursuant to this
paragraph (h)(6)(xiv) on or after October 1, 2024.
(D) Numerical limitations under paragraphs (h)(6)(xiv)(A)(1) and
(2) of this section. When calculating the numerical limitations under
paragraphs (h)(6)(xiv)(A)(1) and (2) of this section as authorized
under Public Law 117-328, as extended by Public Law 118-15, USCIS will
make numbers for each allocation available to petitions in the order in
which the petitions subject to the respective limitation are received.
USCIS will make projections of the number of petitions necessary to
achieve the numerical limit of approvals, taking into account
historical data related to approvals, denials, revocations, and other
relevant factors. USCIS will monitor the number of petitions received
(including the number of workers requested when necessary) and will
notify the public of the dates that USCIS has received the necessary
number of petitions (the ``final receipt dates'') under paragraph
(h)(6)(xiv)(A)(1) or (2). The day the public is notified will not
control the final receipt dates. When necessary to ensure the fair and
orderly allocation of numbers subject to the numerical limitations in
paragraphs (h)(6)(xiv)(A)(1) and (2), USCIS may randomly select from
among the petitions received on the final receipt dates the remaining
number of petitions deemed necessary to generate the numerical limit of
approvals. This random selection will be made via computer-generated
selection. Petitions subject to a numerical limitation not randomly
selected or that were received after the final receipt dates that may
be applicable under paragraph (h)(6)(xiv)(A)(1) or (2) will be
rejected. If the final receipt date is any of the first 5 business days
on which petitions subject to the applicable numerical limits described
in paragraph (h)(6)(xiv)(A)(1) or (2) may be received (in other words,
if either of the numerical limits described in paragraph
(h)(6)(xiv)(A)(1) or (2) is reached on any one of the first 5 business
days that filings can be made), USCIS will randomly apply all of the
numbers among the petitions received on any of those 5 business days.
(E) Sunset. This paragraph (h)(6)(xiv) expires on October 1, 2024.
(F) Non-severability. The requirement to file an attestation under
paragraph (h)(6)(xiv)(B)(2) of this section is intended to be non-
severable from the remainder of this paragraph (h)(6)(xiv), including,
but not limited to, the numerical allocation provisions at paragraphs
(h)(6)(xiv)(A)(1) and (2) of this section in their entirety. In the
event that any part of this paragraph (h)(6)(xiv) is enjoined or held
to be invalid by any court of competent jurisdiction, the remainder of
this paragraph (h)(6)(xiv) is also intended to be enjoined or held to
be invalid in such jurisdiction, without prejudice to workers already
present in the United States under this paragraph (h)(6)(xiv), as
consistent with law.
* * * * *
(30) [Reserved]
(31) Change of employers and portability for H-2B workers. (i) This
paragraph (h)(31) relates to H-2B workers seeking to change employers
during the time period specified in paragraph (h)(31)(iv) of this
section. Notwithstanding paragraph (h)(2)(i)(D) of this section:
(A) An alien in valid H-2B nonimmigrant status whose new petitioner
files a non-frivolous H-2B petition requesting an extension of the
alien's stay on or after January 25, 2024,
[[Page 80458]]
is authorized to begin employment with the new petitioner after the
petition described in this paragraph (h)(31) is received by USCIS and
before the new H-2B petition is approved, but no earlier than the start
date indicated in the new H-2B petition; or
(B) An alien whose new petitioner filed a non-frivolous H-2B
petition requesting an extension of the alien's stay before January 25,
2024, that remains pending on January 25, 2024, is authorized to begin
employment with the new petitioner before the new H-2B petition is
approved, but no earlier than the start date of employment indicated on
the new H-2B petition.
(ii)(A) With respect to a new petition described in paragraph
(h)(31)(i)(A) of this section, and subject to the requirements of 8 CFR
274a.12(b)(34), the new period of employment described in paragraph
(h)(31)(i) of this section may last for up to 60 days beginning on the
Received Date on Form I-797 (Notice of Action) or, if the start date of
employment occurs after the I-797 Received Date, for a period of up to
60 days beginning on the start date of employment indicated in the H-2B
petition.
(B) With respect to a new petition described in paragraph
(h)(31)(i)(B) of this section, the new period of employment described
in paragraph (h)(31)(i) of this section may last for up to 60 days
beginning on the later of either January 25, 2024, or the start date of
employment indicated in the H-2B petition.
(C) With respect to either type of new petition, if USCIS
adjudicates the new petition before the expiration of this 60-day
period and denies the petition, or if the new petition is withdrawn by
the petitioner before the expiration of the 60-day period, the
employment authorization associated with the filing of that petition
under 8 CFR 274a.12(b)(34) will automatically terminate 15 days after
the date of the denial decision or 15 days after the date on which the
new petition is withdrawn. Nothing in this paragraph (h)(31) is
intended to alter the availability of employment authorization related
to professional H-2B athletes who are traded between organizations
pursuant to paragraph (h)(6)(vii) of this section and 8 CFR
274a.12(b)(9).
(iii) In addition to meeting all other requirements in paragraph
(h)(6) of this section for the H-2B classification, to commence
employment under this paragraph (h)(31):
(A) The alien must either:
(1) Have been in valid H-2B nonimmigrant status on or after January
25, 2024 and be the beneficiary of a non-frivolous H-2B petition
requesting an extension of the alien's stay that is received on or
after January 25, 2024, but no later than January 24, 2025; or
(2) Be the beneficiary of a non-frivolous H-2B petition requesting
an extension of the alien's stay that is pending as of January 25,
2024; and
(B) The petitioner may not impede, interfere, or refuse to
cooperate with an employee of the Secretary of the U.S. Department of
Labor who is exercising or attempting to exercise DOL's audit or
investigative authority under 20 CFR part 655, subpart A, and 29 CFR
503.25.
(iv) Authorization to initiate employment changes pursuant to this
paragraph (h)(31) begins at 12 a.m. on January 25, 2024, and ends at
the end of January 24, 2025.
* * * * *
PART 274a--CONTROL OF EMPLOYMENT OF ALIENS
0
3. The authority citation for part 274a continues to read as follows:
Authority: 8 U.S.C. 1101, 1103, 1105a, 1324a; 48 U.S.C. 1806; 8
CFR part 2; Pub. L. 101-410, 104 Stat. 890, as amended by Pub. L.
114-74, 129 Stat. 599.
0
4. Effective November 17, 2023, through November 17, 2026, amend Sec.
274a.12 by adding paragraph (b)(34) to read as follows:
Sec. 274a.12 Classes of aliens authorized to accept employment.
* * * * *
(b) * * *
(34)(i) Pursuant to 8 CFR 214.2(h)(31) and notwithstanding 8 CFR
214.2(h)(2)(i)(D), an alien is authorized to be employed no earlier
than the start date of employment indicated in the H-2B petition and no
earlier than January 25, 2024, by a new employer that has filed an H-2B
petition naming the alien as a beneficiary and requesting an extension
of stay for the alien, for a period not to exceed 60 days beginning on:
(A) The later of the ``Received Date'' on Form I-797 (Notice of
Action) acknowledging receipt of the petition, or the start date of
employment indicated on the new H-2B petition, for petitions filed on
or after January 25, 2024; or
(B) The later of January 25, 2024, or the start date of employment
indicated on the new H-2B petition, for petitions that are pending as
of January 25, 2024.
(ii) If USCIS adjudicates the new petition prior to the expiration
of the 60-day period in paragraph (b)(34)(i) of this section and denies
the new petition for extension of stay, or if the petitioner withdraws
the new petition before the expiration of the 60-day period, the
employment authorization under this paragraph (b)(34) will
automatically terminate upon 15 days after the date of the denial
decision or the date on which the new petition is withdrawn. Nothing in
this section is intended to alter the availability of employment
authorization related to professional H-2B athletes who are traded
between organizations pursuant to paragraph (b)(9) of this section and
8 CFR 214.2(h)(6)(vii).
(iii) Authorization to initiate employment changes pursuant to 8
CFR 214.2(h)(31) and paragraph (b)(34)(i) of this section begins at 12
a.m. on January 25, 2024, and ends at the end of January 24, 2025.
* * * * *
DEPARTMENT OF LABOR
Employment and Training Administration
20 CFR Chapter V
Accordingly, for the reasons stated in the joint preamble, 20 CFR
part 655 is amended as follows:
PART 655--TEMPORARY EMPLOYMENT OF FOREIGN WORKERS IN THE UNITED
STATES
0
5. The authority citation for part 655 continues to read as follows:
Authority: Section 655.0 issued under 8 U.S.C.
1101(a)(15)(E)(iii), 1101(a)(15)(H)(i) and (ii), 8 U.S.C.
1103(a)(6), 1182(m), (n), and (t), 1184(c), (g), and (j), 1188, and
1288(c) and (d); sec. 3(c)(1), Pub. L. 101-238, 103 Stat. 2099, 2102
(8 U.S.C. 1182 note); sec. 221(a), Pub. L. 101-649, 104 Stat. 4978,
5027 (8 U.S.C. 1184 note); sec. 303(a)(8), Pub. L. 102-232, 105
Stat. 1733, 1748 (8 U.S.C. 1101 note); sec. 323(c), Pub. L. 103-206,
107 Stat. 2428; sec. 412(e), Pub. L. 105-277, 112 Stat. 2681 (8
U.S.C. 1182 note); sec. 2(d), Pub. L. 106-95, 113 Stat. 1312, 1316
(8 U.S.C. 1182 note); 29 U.S.C. 49k; Pub. L. 107-296, 116 Stat.
2135, as amended; Pub. L. 109-423, 120 Stat. 2900; 8 CFR
214.2(h)(4)(i); 8 CFR 214.2(h)(6)(iii); and sec. 6, Pub. L. 115-218,
132 Stat. 1547 (48 U.S.C. 1806).
Subpart A issued under 8 CFR 214.2(h).
Subpart B issued under 8 U.S.C. 1101(a)(15)(H)(ii)(a), 1184(c),
and 1188; and 8 CFR 214.2(h).
Subpart E issued under 48 U.S.C. 1806.
Subparts F and G issued under 8 U.S.C. 1288(c) and (d); sec.
323(c), Pub. L. 103-206, 107 Stat. 2428; and 28 U.S.C. 2461 note,
Pub. L. 114-74 at section 701.
Subparts H and I issued under 8 U.S.C. 1101(a)(15)(H)(i)(b) and
(b)(1), 1182(n), and (t), and 1184(g) and (j); sec. 303(a)(8), Pub.
L. 102-232, 105 Stat. 1733, 1748 (8 U.S.C. 1101 note); sec. 412(e),
Pub. L. 105-277, 112 Stat. 2681; 8 CFR 214.2(h); and 28 U.S.C. 2461
note, Pub. L. 114-74 at section 701.
Subparts L and M issued under 8 U.S.C. 1101(a)(15)(H)(i)(c) and
1182(m); sec. 2(d),
[[Page 80459]]
Pub. L. 106-95, 113 Stat. 1312, 1316 (8 U.S.C. 1182 note); Pub. L.
109-423, 120 Stat. 2900; and 8 CFR 214.2(h).
0
6. Effective November 17, 2023, through September 30, 2024, add Sec.
655.64 to read as follows:
Sec. 655.64 Special application filing and eligibility provisions for
Fiscal Year 2024 under the November 17, 2023 supplemental cap increase.
(a) An employer filing a petition with USCIS under 8 CFR
214.2(h)(6)(xiv) to request H-2B workers with FY 2024 employment start
dates on or before September 30, 2024, must meet the following
requirements:
(1) The employer must attest on the Form ETA-9142-B-CAA-8 that its
business is suffering irreparable harm or will suffer impending
irreparable harm (that is, permanent and severe financial loss) without
the ability to employ all of the H-2B workers requested on the petition
filed pursuant to 8 CFR 214.2(h)(6)(xiv). Additionally, the employer's
attestation must identify the types of evidence the employer is relying
on and will retain to meet the irreparable harm standard, attest that
the employer has created a detailed written statement describing how it
is suffering irreparable harm or will suffer impending irreparable harm
and describing how such evidence demonstrates irreparable harm, and
attest that the employer will provide all documentary evidence of the
applicable irreparable harm and the written statement describing how
such evidence demonstrates irreparable harm to DHS and/or DOL upon
request.
(2) The employer must attest on Form ETA-9142-B-CAA-8 that each of
the workers requested and/or instructed to apply for a visa, whether
named or unnamed, on a petition filed pursuant to 8 CFR
214.2(h)(6)(xiv), have been issued an H-2B visa or otherwise granted H-
2B status during one of the last three (3) fiscal years (fiscal year
2021, 2022, or 2023), unless the H-2B worker is a national of
Guatemala, El Salvador, Honduras, Haiti, Colombia, Ecuador, or Costa
Rica and is counted towards the 20,000 cap described in 8 CFR
214.2(h)(6)(xiv)(A)(2).
(3) The employer must attest on Form ETA-9142-B-CAA-8 that the
employer will comply with all the assurances, obligations, and
conditions of employment set forth on its approved Application for
Temporary Employment Certification.
(4) An employer that submits Form ETA-9142B-CAA-8 and the I-129
petition 30 or more days after the certified start date of work, as
shown on its approved Form ETA-9142B, Final Determination: H-2B
Temporary Labor Certification Approval, must conduct additional
recruitment of U.S. workers as follows:
(i) Not later than the next business day after submitting the I-129
petition for H-2B worker(s), the employer must place a new job order
for the job opportunity with the State Workforce Agency (SWA), serving
the area of intended employment. The employer must follow all
applicable SWA instructions for posting job orders, concurrently inform
the SWA and NPC that the job order is being placed in connection with a
previously certified Application for Temporary Employment Certification
for H-2B workers by providing the unique temporary labor certification
(TLC) identification number, and receive applications in all forms
allowed by the SWA, including online applications (sometimes known as
``self-referrals''). The job order must contain the job assurances and
contents set forth in Sec. 655.18 for recruitment of U.S. workers at
the place of employment, and remain posted for at least 15 calendar
days;
(ii) During the period of time the SWA is actively circulating the
job order described in paragraph (a)(4)(i) of this section for
intrastate clearance, the employer must contact, by email or other
available electronic means, the nearest comprehensive American Job
Center (AJC) serving the area of intended employment where work will
commence, request staff assistance advertising and recruiting qualified
U.S. workers for the job opportunity, and provide the unique
identification number associated with the job order placed with the SWA
or, if unavailable, a copy of the job order. If a comprehensive AJC is
not available, the employer must contact the nearest affiliate AJC
serving the area of intended employment where work will commence to
satisfy the requirements of this paragraph (a)(4)(ii);
(iii) Where the occupation or industry is traditionally or
customarily unionized, during the period of time the SWA is actively
circulating the job order described in paragraph (a)(4)(i) of this
section for intrastate clearance, the employer must contact (by mail,
email or other effective means) the nearest American Federation of
Labor and Congress of Industrial Organizations office covering the area
of intended employment and provide written notice of the job
opportunity, by providing a copy of the job order placed pursuant to
(a)(4)(i) of this section, and request assistance in recruiting
qualified U.S. workers for the job;
(iv) During the period of time the SWA is actively circulating the
job order described in paragraph (a)(4)(i) of this section for
intrastate clearance, the employer must contact (by mail or other
effective means) its former U.S. workers, including those who have been
furloughed or laid off, during the period beginning January 1, 2022,
until the date the I-129 petition required under 8 CFR 214.2(h)(6)(xiv)
is submitted, who were employed by the employer in the occupation at
the place of employment (except those who were dismissed for cause or
who abandoned the worksite), disclose the terms of the job order placed
pursuant to (a)(4)(i) of this section, and solicit their return to the
job. The contact and disclosures required by this paragraph (a)(4)(iv)
must be provided in a language understood by the worker, as necessary
or reasonable, and in writing;
(v) During the period of time the SWA is actively circulating the
job order described in paragraph (a)(4)(i) of this section for
intrastate clearance, the employer must engage in the recruitment of
U.S. workers as provided in Sec. 655.45(a) and (b). The contact and
disclosures required by this paragraph (a)(4)(v) must be provided in a
language understood by the worker, as necessary or reasonable, in
writing; and
(vi) During the period of time the SWA is actively circulating the
job order described in paragraph (a)(4)(i) of this section for
intrastate clearance, the employer must contact (by mail or other
effective written means) all U.S. workers currently employed at the
place of employment, disclose the terms of the job order placed
pursuant to (a)(4)(i) of this section, and request assistance in
recruiting qualified U.S. workers for the job. The contact, disclosure,
and request for assistance required by this paragraph (a)(4)(vi) must
be provided in a language understood by the worker, as necessary or
reasonable, and in writing;
(vii) Where the employer maintains a website for its business
operations, during the period of time the SWA is actively circulating
the job order described in paragraph (a)(4)(i) of this section for
intrastate clearance, the employer must post the job opportunity in a
conspicuous location on the website. The job opportunity posted on the
website must disclose the terms of the job order placed pursuant to
(a)(4)(i) of this section, and remain posted for at least 15 calendar
days;
(viii) The employer must hire any qualified U.S. worker who applies
or is referred for the job opportunity until the date on which the last
H-2B worker departs for the place of employment, or 30 days after the
last date on which the
[[Page 80460]]
SWA job order is posted, whichever is later. Consistent with Sec.
655.40(a), applicants can be rejected only for lawful job-related
reasons.
(5) The employer must attest on Form ETA-9142-B-CAA-8 that it will
fully cooperate with any audit, investigation, compliance review,
evaluation, verification, or inspection conducted by DOL, including an
on-site inspection of the employer's facilities, interview of the
employer's employees and any other individuals possessing pertinent
information, and review of the employer's records related to the
compliance with applicable laws and regulations, including but not
limited to evidence pertaining to or supporting the eligibility
criteria for the FY 2024 supplemental allocations outlined in this
paragraph (a) and Sec. 655.65(a), as a condition for the approval of
the H-2B petition. Pursuant to this subpart and 29 CFR 503.25, the
employer will not impede, interfere, or refuse to cooperate with an
employee of the Secretary who is exercising or attempting to exercise
DOL's audit or investigative authority.
(b) This section expires on October 1, 2024.
(c) The requirements under paragraph (a) of this section are
intended to be non-severable from the remainder of this section; in the
event that paragraph (a)(1), (2), (3), (4), or (5) of this section is
enjoined or held to be invalid by any court of competent jurisdiction,
the remainder of this section is also intended to be enjoined or held
to be invalid in such jurisdiction, without prejudice to workers
already present in the United States under this part, as consistent
with law.
0
7. Effective November 17, 2023, through September 30, 2027, add Sec.
655.65 to read as follows:
Sec. 655.65 Special document retention provisions for Fiscal Years
2024 through 2027 under the Consolidated Appropriations Act, 2023, as
extended by Public Law 118-15.
(a) An employer that files a petition with USCIS to employ H-2B
workers in fiscal year 2024 under authority of the temporary increase
in the numerical limitation under section 303 of Division O, Public Law
117-328, as extended by Public Law 118-15 must maintain for a period of
three (3) years from the date of certification, consistent with 20 CFR
655.56 and 29 CFR 503.17, the following:
(1) A copy of the attestation filed pursuant to the regulations in
8 CFR 214.2 governing that temporary increase;
(2) Evidence establishing, at the time of filing the I-129
petition, that the employer's business is suffering irreparable harm or
will suffer impending irreparable harm (that is, permanent and severe
financial loss) without the ability to employ all of the H-2B workers
requested on the petition filed pursuant to 8 CFR 214.2(h)(6)(xiv),
including a detailed written statement describing the irreparable harm
and how such evidence shows irreparable harm;
(3) Documentary evidence establishing that each of the workers the
employer requested and/or instructed to apply for a visa, whether named
or unnamed on a petition filed pursuant to 8 CFR 214.2(h)(6)(xiv), have
been issued an H-2B visa or otherwise granted H-2B status during one of
the last three (3) fiscal years (fiscal year 2021, 2022, or 2023),
unless the H-2B worker(s) is a national of El Salvador, Guatemala,
Honduras, Haiti, Colombia, Ecuador, or Costa Rica and is counted
towards the 20,000 cap described in 8 CFR 214.2(h)(6)(xiv)(A)(2).
Alternatively, if applicable, employers must maintain documentary
evidence that the workers the employer requested and/or instructed to
apply for visas are eligible nationals of El Salvador, Guatemala,
Honduras, Haiti, Colombia, Ecuador, or Costa Rica as defined in 8 CFR
214.2(h)(6)(xiv)(A)(2); and
(4) If applicable, proof of recruitment efforts set forth in Sec.
655.64(a)(4)(i) through (vii) and a recruitment report that meets the
requirements set forth in Sec. 655.48(a)(1) through (4) and (7), and
maintained throughout the recruitment period set forth in Sec.
655.64(a)(4)(viii).
(b) DOL and/or DHS may inspect the documents in paragraphs (a)(1)
through (4) of this section upon request.
(c) This section expires on October 1, 2027.
Alejandro N. Mayorkas,
Secretary, U.S. Department of Homeland Security.
Julie A. Su,
Acting Secretary, U.S. Department of Labor.
[FR Doc. 2023-25493 Filed 11-16-23; 8:45 am]
BILLING CODE 9111-97-P; 4510-FP-P