USCIS published a notice in the Federal Register with proposed changes to Form I-129 which is used for H-1B, L-1, TN, among other visa type filings. Please see the DRAFT proposed Form I-129 (and draft instructions). The proposed changes are significant and are likely to impact most, if not all, employers who file Form I-129.
More Amendments Will Be Required
The proposed draft contemplates that an H-1B amendment filing will be required for ANY material change in employment. The instructions provide as an example of material change in employment a change on primary job duties or change in the geographic location of the job. Currently, H-1B petitions do not always have to be amended when there is a change in the geographic location of the job. Under current guidance, a valid Labor Condition Application (LCA) is required for such geographic location job change.
Under the proposed Form I-129, an H-1B amendment, in addition to LCA filing, will be required for any job change with respect to geographic location. While this is unlikely to affect many employers who employ their H-1B workers onsite; the proposed change will be very burdensome to consulting companies and companies with roving employees.
Furthermore, the requirement of filing H-1B amendments for geographic location job changes will create another level of uncertainty associated with the H-1B amendment process. The cost (filing fees and preparation expenses) of having to prepare such amendments is also likely to be significant and impact consulting and roving-employee companies.
Export License Acknowledgement
The draft revised Form I-129 requires a deemed export license acknowledgment. Certain H-1B, L-1 and O-1A workers must have a “Deemed Export License” issued by the Department of Commerce to be eligible for employment pursuant to H-1B, L-1 or O-1A status. Accordingly, the employer must submit evidence that a review of the deemed export license requirements has been completed (under 15 C.F.R. 734.2).
If a deemed export license is required, a copy of the Department of Commerce approved license must be supplied. Alternatively, if a deemed export license is not required, the employer will have to indicate whether the technology with which the foreign worker will be engaged is subject to Export Administration Regulations (EAR) and identify the Export Control Classification Number (ECCN) of the technology in which the beneficiary will have access to.
Evidence of Valid Status Required
The draft instructions also indicate that evidence of valid status will be required as initial evidence with any Form I-129 petition. USCIS will require, for all change or extension of status petitions, copies of the last two paystubs and Form W-2 in addition to Form I-94 and Form I-797 approval notice to support that the beneficiary has maintained a valid status.
Third-party Worksite Attestations
In cases where the worker will be placed at a third-party worksite, the revised Form I-129 requires certain attestations – name of the company where the worker will be placed, the work address and a contact person. Although changes to the language may be necessary due to apparent misuse of terms, the petitioning employer will also have to attest that the worker will receive at least the prevailing wage or the offered wage (same under current H-1B regulations).
H-1B Worker Will Have to Sign Data Collection Supplement
Under the revised form, the H-1B worker will be required to sign the Data Collection Supplement. The purpose of this is to attest that the worker has accepted the terms of the job offer, including offsite placement and the possibility of relocation. Currently, the employee does not have to sign or otherwise acknowledge any portion of the H-1B filing paperwork.
Duplicate Forms Required
The proposed instructions also require that all of the forms and supporting evidence be submitted in duplicate. Currently, duplicates are necessary for petitions requesting consular processing. However, since each H-1B worker is, at some point of their H-1B period, likely to apply for a visa at a U.S. consulate abroad, this requirement is certainly helpful to eliminate visa processing delays associated with lack of information in the consular service database due to lack of duplicate copy.
It is our office’s practice to almost always submit duplicate copies of the petitions and all supporting evidence, so this change should not affect our practice.
Conclusion
The proposed changes to Form I-129 are fairly significant and create a number of additional requirements and burdens on at least some, if not all, employers using Form I-129 to petition for foreign workers. Our office will remain involved in this comment period and we will provide updates on this proposed Form I-129 draft and any developments related to it. Please consider subscribing to our free weekly newsletter to receive email updates on this and related immigration law developments.
Analysis of Proposed Changes to Form I-129 (H-1B, L-1, TN)
USCIS published a notice in the Federal Register with proposed changes to Form I-129 which is used for H-1B, L-1, TN, among other visa type filings. Please see the DRAFT proposed Form I-129 (and draft instructions). The proposed changes are significant and are likely to impact most, if not all, employers who file Form I-129.
More Amendments Will Be Required
The proposed draft contemplates that an H-1B amendment filing will be required for ANY material change in employment. The instructions provide as an example of material change in employment a change on primary job duties or change in the geographic location of the job. Currently, H-1B petitions do not always have to be amended when there is a change in the geographic location of the job. Under current guidance, a valid Labor Condition Application (LCA) is required for such geographic location job change.
Under the proposed Form I-129, an H-1B amendment, in addition to LCA filing, will be required for any job change with respect to geographic location. While this is unlikely to affect many employers who employ their H-1B workers onsite; the proposed change will be very burdensome to consulting companies and companies with roving employees.
Furthermore, the requirement of filing H-1B amendments for geographic location job changes will create another level of uncertainty associated with the H-1B amendment process. The cost (filing fees and preparation expenses) of having to prepare such amendments is also likely to be significant and impact consulting and roving-employee companies.
Export License Acknowledgement
The draft revised Form I-129 requires a deemed export license acknowledgment. Certain H-1B, L-1 and O-1A workers must have a “Deemed Export License” issued by the Department of Commerce to be eligible for employment pursuant to H-1B, L-1 or O-1A status. Accordingly, the employer must submit evidence that a review of the deemed export license requirements has been completed (under 15 C.F.R. 734.2).
If a deemed export license is required, a copy of the Department of Commerce approved license must be supplied. Alternatively, if a deemed export license is not required, the employer will have to indicate whether the technology with which the foreign worker will be engaged is subject to Export Administration Regulations (EAR) and identify the Export Control Classification Number (ECCN) of the technology in which the beneficiary will have access to.
Evidence of Valid Status Required
The draft instructions also indicate that evidence of valid status will be required as initial evidence with any Form I-129 petition. USCIS will require, for all change or extension of status petitions, copies of the last two paystubs and Form W-2 in addition to Form I-94 and Form I-797 approval notice to support that the beneficiary has maintained a valid status.
Third-party Worksite Attestations
In cases where the worker will be placed at a third-party worksite, the revised Form I-129 requires certain attestations – name of the company where the worker will be placed, the work address and a contact person. Although changes to the language may be necessary due to apparent misuse of terms, the petitioning employer will also have to attest that the worker will receive at least the prevailing wage or the offered wage (same under current H-1B regulations).
H-1B Worker Will Have to Sign Data Collection Supplement
Under the revised form, the H-1B worker will be required to sign the Data Collection Supplement. The purpose of this is to attest that the worker has accepted the terms of the job offer, including offsite placement and the possibility of relocation. Currently, the employee does not have to sign or otherwise acknowledge any portion of the H-1B filing paperwork.
Duplicate Forms Required
The proposed instructions also require that all of the forms and supporting evidence be submitted in duplicate. Currently, duplicates are necessary for petitions requesting consular processing. However, since each H-1B worker is, at some point of their H-1B period, likely to apply for a visa at a U.S. consulate abroad, this requirement is certainly helpful to eliminate visa processing delays associated with lack of information in the consular service database due to lack of duplicate copy.
It is our office’s practice to almost always submit duplicate copies of the petitions and all supporting evidence, so this change should not affect our practice.
Conclusion
The proposed changes to Form I-129 are fairly significant and create a number of additional requirements and burdens on at least some, if not all, employers using Form I-129 to petition for foreign workers. Our office will remain involved in this comment period and we will provide updates on this proposed Form I-129 draft and any developments related to it. Please consider subscribing to our free weekly newsletter to receive email updates on this and related immigration law developments.
About the Author: Dimo Michailov
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The Capitol Immigration Law Group has been serving the business community for over 15 years and is one of the most widely respected immigration law firms focused solely on U.S. employment-based immigration. Disclaimer: we make all efforts to provide timely and accurate information; however, the information in this article may become outdated or may not be applicable to a specific set of facts. It is not to be construed as legal advice.