Building the workforce of today and tomorrow means being able to hire, train and retain the employees who have the skills to get the job done no matter where they were born or where they are in the world. From temporary, low-skilled workers to foreign graduates of local universities to globetrotting senior executives, employers need efficient, predictable and flexible immigration policies that enable them to effectively manage talent and compete in a global economy.
Immigration has historically been a difficult issue for nations to navigate, and that is no different today. Headlines from around the world signal instability, unpredictability and tightening enforcement —from legislative gridlock in Washington, D.C., pending U.S. regulatory changes aimed at preventing fraud and abuse of visa programs, a patchwork approach to employment verification in the United States, scrutiny of international labor recruitment and an ever-evolving landscape of policies worldwide make an employer's ability to manage global talent—both in the United States and abroad—as uncertain as ever.
President Donald Trump has vowed to make changes when it comes to immigration policy, including a focus on national security, interior enforcement and changes to our employment-based immigration system that prioritize the hiring of Americans first.
On April 18, 2017, Trump signed the "Buy American and Hire American" (BAHA) executive order, instructing federal agencies to issue new immigration rules and guidance to protect the interests of U.S. employees, including prevention of fraud or abuse. BAHA also instructed agencies to recommend reforms to the H-1B program to ensure visas are awarded to the "most-skilled or highest-paid" beneficiaries.
This year, immigration changes are more likely to come from the federal agencies than Congress. The regulatory agenda includes elimination of work authorization for all H-1B dependent spouses, tightening of H-1B eligibility criteria and reforming the lottery, limitations on optional practical training for graduates of U.S. universities and restrictions to J-1 exchange visitor programs. In addition, NAFTA renegotiation or withdrawal could impact admissions and visas for people temporarily coming to the United States from Mexico or Canada.
On September 5, 2017 the Trump Administration announced that the Deferred Action for Childhood Arrivals (DACA) program would be phased out as of March 5, 2018. However, on January 8, 2018, a judge in the Northern District of California issued a nationwide temporary injunction requiring USCIS to continue to accept DACA renewal applications. The case will next be heard by the Ninth Circuit Court of Appeals, which is likely to uphold the injunction. Due to the court action, USCIS will likely continue to process DACA renewals for a significant period of time, possibly into 2019.
President Trump has called on Congress to find a solution for DACA before it turns to other immigration reforms for employment-based immigration. Any final DACA deal may include elements of the President's DACA proposal such as border security funding, limits to family-sponsored immigration and elimination of the diversity visa lottery, reallocating green cards to clear backlogs. While CFGI and SHRM are hopeful for a solution, finding a nonpartisan solution will be a challenge given the makeup of Congress and the slim Republican majority in the Senate.
To learn more about Employment-based immigration in the United States, please read SHRM and the Council for Global Immigration's guide, Immigration 101: Inside the U.S. Employment-Based Immigration System.
The federal government already mandates certain federal contractors to use E-Verify. In addition, there are approximately 21 states and a number of localities that require the use of either E-Verify or a specified alternative for some or all employers. While Congress continues to reauthorize the E-Verify program annually there are also bills in both the House of Representatives and Senate that have been introduced in recent years to make E-Verify a mandatory national electronic employment verification system for all employers. On October 25, the House Judiciary Committee passed the Legal Workforce Act (HR 3711) which would mandate E-Verify nationwide for all employers. The Trump administration also announced that the Deferred Action for Childhood Arrivals (DACA) program would be phased out as of March 5, 2018, however court rulings temporarily allow renewals to continue. As a result of this President Trump and Congress are pursuing a nonpartisan legislative solution and a final deal could include legal status and work authorization for DACA recipients along with additional resources for border security as well as provisions to mandate E‑Verify for all employers. President Trump may also pursue executive action aimed at expanding and incentivizing employers' use of E-Verify. Absent congressional action, additional states and localities could enact measures to require E-Verify as part of the employment verification process.
On the state front, California Governor Jerry Brown has signed the Immigrant Worker Protection Act (AB 450) into law. The intent of the law is to prevent federal immigration enforcement action at a worksite from violating the due process, labor and privacy rights of employees. However, certain provisions could create confusion for employers trying to comply with both federal and state law, including restrictions on employers from allowing Immigration Customs Enforcement (ICE) agents to access a workplace without a warrant (which could require multiple employees at the employers' place of work to know federal law regarding what ICE agents may access) and requirements for notice of immigration enforcement actions to employees within 72 hours. The federal Department of Justice has sued the state and is seeking a temporary injunction on this and other state immigration laws.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
HR People + Strategy provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy