USADWEB Newsblast Vol. II, Issue 11

USADWEB NEWSBLAST Vol. II, Issue 11

In This Issue
1. What Happens if a Newspaper Drops an Ad?
2. State of Illinois Prevailing Wage Determinations (PWDs)
3. Holiday Cheer!

1. What Happens if a Newspaper Drops an Ad?At USADWEB, we understand that meeting your deadlines and providing proofs of publication are two critical elements of your ad campaign. Therefore, when we order your advertisements, we receive written confirmation from the publication that the ad has been released to run for specific dates and that tearsheets will be sent. In spite of this confirmation, sometimes a newspaper or journal will “drop” an ad by failing to publish the advertisement as it was originally scheduled. The failure can be caused by either human error or an occasional computer system glitch at the publication.

USADWEB understands that this is extremely frustrating for clients and can potentially cause problems with meeting strict filing deadlines. This is why we follow up with publications within a week after an ad has been scheduled to run to ensure that tearsheets are dispatched to us as soon as possible. USADWEB also pulls electronic tearsheets weekly to ensure the accuracy of your advertisements. This also allows us to confirm that an ad has in fact run correctly, and enables us to catch any errors so that we can correct them in a timely manner.

While USADWEB is able to eliminate the majority of problems, there are still times when an ad representative assures us that they are sending tearsheets, only to admit, after multiple requests, that the advertisement did not run. In such a case, we will contact you immediately to confirm that the ad can still be run within the required timeframe for your case. Then we will confirm with the paper that the ad will run on the next available date to avoid any further delay. USADWEB works with you to ensure that no additional costs are incurred, and tries, wherever possible, to obtain discounts for the inconvenience caused.

USADWEB realizes the importance of providing you with accurate insertion dates and meeting your time requirements. In the event that a newspaper or other publication does make an error, we will do everything possible to resolve the issue to your satisfaction.

2. State of Illinois Prevailing Wage Determinations (PWDs)

General Information
The Illinois State Workforce Agency (SWA) generally processes Prevailing Wage Determinations (PWDs) through fax or mail submission. The forms are available online at http://www.ides.state.il.us/forms/prevailing_wage/request.pdf. You can also contact an Illinois Department of Employment Security (IDES) specialist by calling (312) 793-3216 to request an email address where you can email the completed form as a PDF attachment.

The IDES provides employers with a helpful tool: http://www.flcdatacenter.com/oeswizardstart.aspx. This site was developed by the State of Utah under contract with the US Department of Labor’s Office of Foreign Labor Certification. It can help you to determine an accurate wage so that you can continue the steps for your case while the PWD is being processed. The link also provides salary information for other states.

IL requests that you keep the job description brief and include all job duties specific to the position. All fields must be completed, including the fax number or mailing address to which the determination will be sent.

Jurisdiction Specific Information
Should you wish to dispute the determined wage, you can fax a copy of a recent alternate survey to the IDES office at (312)-793-3216. You can also purchase a published survey and provide it as evidence of a wage that differs from the determination you received.

Processing Times
The current standard processing time is 14 business days. The PWDs are usually not processed sooner than 10 business days, which is why the IDES tool is so helpful.

3. Holiday Cheer!
Recently, the following PERM ad was submitted to us to be quoted for a professional position:

Operations Manager (North Pole): Responsible for the day-to-day management of busy northern workshop; coordinate toy production, budget, shipping and delivery to meet strict deadline. Ensure high product standards. Must be able to commute to location that has darkness 6 months of the year. A Bachelor’s degree and five years experience in Elf Management or Toy Production are required. Send resume to Ho! Ho! Ho! Enterprises, dba Mr. Claus’ Workshop, at [email protected]. Equal Elf Employer

At the attorney’s request, USADWEB will gladly abbreviate the ad text to save on the cost of the ads. The Tundra Times can get pretty expensive! Also, we couldn’t find a local paper that publishes in the North Pole, so we are getting a quote for a radio ad instead.

About USADWEB
USADWEB, LLC. is an innovative advertising agency that understands the immigration needs of companies placing recruitment advertising for labor certification cases in PERM processes. For more than half a decade, we have helped law offices and companies all over the United States meet the Department of Labor’s recruiting requirements. Take advantage of our expertise and relationships with publications throughout the country. Our knowledgeable staff has experience placing all forms of recruitment: newspapers, periodicals, journals, internet job search postings, campus recruitment, radio ads, and more. Contact a representative for more information on placing your ads today!

As always, USADWEB welcomes your feedback.
If you have suggestions for content, please click here.
If you have suggestions on how we can better serve you, please click here.
Finally, if you have any questions or comments regarding anything you read in a NewsBlast, or if you have additional information that you would like to share, please feel free to contact us.

 

 

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USADWEB Newsblast Vol. II, Issue 10

USADWEB NEWSBLAST Vol. II, Issue 10

In This Issue
1. USADWEB Provides Free Quotes and Media Search
2. Choosing a Correct Newspaper of General Circulation
3. USADWEB Understands Supervised Recruitment

1. USADWEB Provides Free Quotes and Media SearchUSADWEB continues to provide free quotes and media search for your convenience. We understand that the PERM advertising process can be complicated and time-consuming. Therefore, when requesting a quote, you are under no obligation to order the ads. Our ad representatives are always willing to assist you by researching appropriate publications, providing price quotes for ads, and answering any other questions you might have. You can always feel free to contact an ad representative to assist you!

2. Choosing a Correct Newspaper of General Circulation
The Department of Labor (DOL) requires that 2 Sunday ads be placed in the newspaper of general circulation for the geographic area of the proposed job location. Oftentimes, the paper might be an obvious choice, such as the use of the New York Times for New York City. In some cases, the employer might suggest a newspaper with which they are familiar and which they have used previously to place advertisements. However, if you are unsure of the correct publication to use, you can always rely on USADWEB to select a newspaper for your approval.

USADWEB uses various Internet search tools to research the area of employment and to determine the appropriate paper of general circulation, confirming that the paper publishes a Sunday edition. Your ad representative can determine the correct paper based on their knowledge of the area from prior advertising experience. Occasionally an attorney might suggest a paper that does not meet the DOL requirements, either because it does not have the appropriate geographical distribution, or because it does not publish on Sunday. In such cases, your ad representative will advise you of this and recommend an alternative paper for your consideration.

3. USADWEB Understands Supervised Recruitment
USADWEB understands that there may be times when your case’s Certifying Officer (CO) determines it appropriate to conduct supervised recruitment relating to either pending or future labor certification (LC) applications.

USADWEB will place your ads according to the CFR § 656.21 regulations:

1. In a newspaper of general circulation OR in a trade, professional or ethnic publication. The newspaper ad must be published 3 consecutive days, including a Sunday. The trade, professional, or ethnic publication must be placed in the next available edition.

2. AND in any other media deemed necessary by the CO. Please note: The CO may use their discretion to designate additional recruitment steps that the employer must undertake beyond those listed above.

Remember that there are several items that must be addressed prior to contacting USADWEB. A draft of the ad must be given to the CO within 30 days of the notification of the requirement for supervised recruitment. The advertisement must describe the job opportunity, summarize the employer’s minimum job requirements (which may not exceed those on the LC application form), and may not contain a wage below the prevailing wage. In addition, the wage, terms, and conditions cannot be less favorable than those offered to the alien. The employer must offer training if it is a type of position for which training is normally provided. The advertisement must include a job identification number and direct applicants to send their resumes to the CO. The CO will then refer the resumes or applications to the employer.

The CO will provide the employer with the required time frame for placing the ads, and the employer must notify the CO of the specific dates chosen. Lastly, the employer will need to provide a detailed recruitment report to the CO within 30 days of the request.

USADWEB understands the detailed steps required of you, and we are always ready to help you meet these additional requirements!

About USADWEB
USADWEB, LLC. is an innovative advertising agency that understands the immigration needs of companies placing recruitment advertising for labor certification cases in PERM and regular processes. For more than half a decade, we have helped law offices and companies all over the United States meet the Department of Labor’s recruiting requirements. Take advantage of our expertise and relationships with publications throughout the country. Our knowledgeable staff has experience placing all forms of recruitment: newspapers, periodicals, journals, internet job search postings, campus recruitment, radio ads, and more. Contact a representative for more information on placing your ads today!

As always, USADWEB welcomes your feedback.
If you have suggestions for content, please click here.
If you have suggestions on how we can better serve you, please click here.
Finally, if you have any questions or comments regarding anything you read in a NewsBlast, or if you have additional information that you would like to share, please feel free to contact us.

 

 

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USADWEB Newsblast Vol. II, Issue 9

USADNEWS ANNIVERSARY EDITION

USADWEB NEWSBLAST Vol. II, Issue 9

In This Issue
1. USADNEWS One Year Anniversary: A Note from the Operations Manager
2. USADNEWS Year in Review
3. Parent Publishers: When Sunday Papers and Community Papers Have the Same Publisher
4. State of Florida Prevailing Wage Determinations (PWDs)

1. USADNEWS One Year Anniversary: A Note from the Operations Manager
For a full year, USADWEB has brought you the most cutting edge information, advice, and updates related to the dynamic field of recruitment advertising for labor certification cases. USADNEWS is a tremendous success. Our NewsBlasts have become a forum to communicate critical knowledge and information to you in a concise, effective, and easy-to-read monthly e-mail format. The USADNEWS FLASH, an off-shoot of the NewsBlast, allows us to relay timely information on specials or other urgent news.

USADNEWS is our way of informing you of new articles and changes on our website, www.usadweb.com. This past summer we highlighted our Statement of Legal and Regulatory Compliance, which underscores our commitment to integrity and ethical standards. Many of the articles are still relevant today and are available to view online.

It is USADWEB’s understanding of the advertising issues and concepts, and how they impact you, that sets us apart from other agencies. We invite you to share our e-newsletter with other members of your staff and colleagues. We want everyone to see how we can help clients navigate through the ever-changing demands of recruitment advertising!

Russell Rosen
Operations Manager

2. USADNEWS Year in Review
USADWEB is proud to bring you the critical information you need as it affects your labor certification cases. We realize that your time is valuable, so we provide an efficient format to update you on important changes in the advertising process or to notify you of any relevant newspaper specials.

Over the past year, through our monthly NewsBlasts, we have helped to familiarize you with our services by providing in-depth features on specific aspects of the advertising process. In February, we brought you a first look at our updated order form with explanations of the new, streamlined features that help us gather all the information necessary to place your advertisements timely and accurately. In the same issue, we gave you tips to help you draft your ads, to make sure they are complete and accurate, and to ensure that all required information, such as the name of the employer and contact information for applicants, is included in the text.

Last November, we explained our system for collecting, copying, and mailing complete sets of tearsheets after the ads have run. We explored the difference between traditional tearsheets and the now common electronic tearsheet, or “e-sheet,” both of which are acceptable by Department of Labor (DOL) standards.

We always provide cutting edge information, addressing current situations or concerns as they arise. For example, when there were audit concerns over the use of America’s Job Exchange (AJE) for Florida cases, we investigated the problem, and updated you with the results in the January issue. We asked for your feedback in March so that we could learn how to better serve you based on real world filing experiences. We have also kept up with the changing pace of advertising in the digital age, offering a February feature on the increased use of electronic journals as an acceptable additional recruitment method.

One of the main services we offer are State Workforce Agency (SWA) job order placements, and we have diligently updated you on changes to the various state systems, or delays in posting times. In our inaugural October 2007 issue, we provided you with a comprehensive list of tips on posting your job orders to ensure quick and smooth processing. We explained what information is commonly required, such as the Federal Employment Identification Number (FEIN) and the Unemployment Insurance Number (UIN). Recently we launched a series of articles on Prevailing Wage requests, focusing each month on a different state or region. These are features that we will continue into the coming year.

All of our past NewsBlasts can be found on our website at https://usadweb.com/usadnews.html. Feel free to catch up on any articles you missed, or to re-read articles that are still relevant to you today. We are excited to continue to provide you with the most reliable and valuable information available throughout the next year.

3. Parent Publishers: When Sunday Papers and Community Papers Have the Same Publisher
In most cities it’s easy to find a major Sunday paper and a local or community paper that are published by separate companies. However, in some cases, both papers may be owned by a single publishing company. For example, in Orange County, CA, the Orange County Register publishes a group of community papers. In Atlanta, GA, the Atlanta Journal Constitution also publishes the Gwinnett Extra, a daily paper in the nearby suburb of Gwinnett.

In order to meet the Department of Labor (DOL) requirements and qualify as an alternative method of recruitment, the local paper must have a circulation that differs from that of the major Sunday paper. It cannot be an insert or a weekly extra that is distributed to the same subscriber list as the Sunday paper.

When we use two papers published by the same company, we are careful to ensure that the circulation is not identical. In most cases this is not a concern because local papers, even if they are owned by the same publisher, are often distributed independently of the major paper. This is true in the above examples of the Orange County community papers and the Gwinnett Extra. Because they have independent circulation from their major Sunday counterparts, they are acceptable for use as a local paper.

In cases where we cannot find a separate local paper, we will recommend an alternative method of recruitment, such as a campus placement or a radio ad.

4. State of Florida Prevailing Wage Determinations (PWDs) as of October 30th, 2008
General Information
Florida’s State Workforce Agency (SWA) processes Prevailing Wage Determinations (PWDs) in a very efficient manner, through online submission. The information is listed at http://www.floridajobs.org/alc/index.html, the site of the State of Florida’s Agency for Workforce Innovation (AWI). This is the sister site of www.employflorida.com, which is used to place employers’ SWA job orders.

The form is located under item #2 of the AWI’s programs list. You can then click on the link, http://www.floridajobs.org/WPS_ALC/prev_wages.html, for the form, which can be completed and submitted right there online. If you do not have internet access, you can call (850) 921-3371 and request that a form be faxed to you.

FL requests that the job description be brief and contain all job duties specific to the position. There is also a link on the web form to http://www.floridajobs.org/alc/ans12.html, where you can find help with skill level definitions. All fields must be completed, including the email address to which the determination will be sent. Please note that FL asks for specific job locations to more accurately determine the wage.

Jurisdiction Specific Information
Should you wish to dispute the determined wage, you may fax a copy of a recent alternate survey to the AWI office at 850-921-3105. You can also purchase a published survey and provide it as evidence of a wage that differs from the determination you received.

Processing Times
The current standard processing time is 4-5 business days. The FL Workforce may take up to 14 business days during their busy H2B processing season.

About USADWEB
USADWEB, LLC. is an innovative advertising agency that understands the immigration needs of companies placing recruitment advertising for labor certification cases in PERM and regular processes. For more than half a decade, we have helped law offices and companies all over the United States meet the Department of Labor’s recruiting requirements. Take advantage of our expertise and relationships with publications throughout the country. Our knowledgeable staff has experience placing all forms of recruitment: newspapers, periodicals, journals, internet job search postings, campus recruitment, radio ads, and more. Contact a representative for more information on placing your ads today!

As always, USADWEB welcomes your feedback.
If you have suggestions for content, please click here.
If you have suggestions on how we can better serve you, please click here.
Finally, if you have any questions or comments regarding anything you read in a NewsBlast, or if you have additional information that you would like to share, please feel free to contact us.

 

 

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USADWEB Newsblast Vol. II, Issue 8

USADWEB NEWSBLAST Vol. II, Issue 8

LABOR DAY SPECIAL EDITION

In This Issue
1. The Advertising Process: Fully Educating the Employer
2. Providing O*Net Codes: Ensuring Proper Classification
3. State of Texas Prevailing Wage Determinations (PWDs) as of August 29th, 2008

1. The Advertising Process: Fully Educating the Employer
It is important to make sure that employers understand all steps of the advertising process, including the potential receipt of resumes. There have been instances where employers have contacted the media publication, concerned that an unauthorized advertisement ran for their company. Such situations confuse the media, who do not understand why a company would be unaware of advertisements made on their behalf. In turn, we are usually contacted to verify the authenticity of the ad. In most cases, the situation is resolved by a follow up call from the lawyer to the company to explain the situation.

Employers should also be informed that they may receive a call from the State Workforce Agency (SWA) to verify job order details. Some states, like Florida, will cancel a job order if they are unable to reach the employer’s job contact. Furthermore, employers must understand the importance of posting the job order for 30 days. We have seen cases where employers have contacted the SWA and asked them to close the job order because the position was filled, not realizing that the position needed to remain open for the full 30-day legal requirement.

Making sure that the employers know the details of the advertising campaign upfront is key to the successful placement of recruitment advertising.

2. Providing O*Net Codes: Ensuring Proper Classification
When requesting a job order, it is extremely useful to provide the O*Net Code (Occupations Information Network). By providing the O*Net Code, you ensure that USADWEB can correctly categorize your job in accordance with the Prevailing Wage Determination for that particular Occupation Category. The code is also helpful for determining proper newspaper classification.

Most State Workforce Agencies (SWAs) require the Occupation Category in order to submit a job order, and now America’s Job Exchange (AJE) requires it as well.

The following links are helpful for determining the O*Net Code. These links can also be found in the Links section at www.usadweb.com.

O*Net Online: Primary search site for O*Net Codes http://online.onetcenter.org/

O*Net Connector: Guide list of occupations to help you search for codes; affiliate of O*Net Online http://www.onetcodeconnector.org/

US Department of Labor: Please refer here for questions about O*Net Codes http://www.doleta.gov/programs/ONet/

3. State of Texas Prevailing Wage Determinations (PWDs) as of August 29th, 2008
General Information
The Texas State Workforce Agency (SWA) processes Prevailing Wage Determinations (PWDs) in a way similar to many other states. Their forms must be completed and faxed to 512-463-3055. You can obtain a copy of the form from a link at this site: http://www.twc.state.tx.us/svcs/alc/prevail.html

Additionally, because the form has a limited amount of space for a job description, the description may be continued on an attachment as long as the description begins in the space provided. Please note that the Texas Workforce asks for specific job location information to better determine the wage.

The Texas Workforce makes their determination by selecting from one of four wage levels available for each occupation. The selection is based upon job requirements and the education, training, and experience required for acceptable performance for which the PWD is sought.

Jurisdiction Specific Information
Texas allows employers to submit published surveys from alternative sources, which may even include employer-conducted surveys. Such surveys are acceptable without providing four skill-based wage levels, as long as they contain an arithmetic mean or a median wage salary figure.

Processing Times
The current standard processing time is within 3 business days. The Texas Workforce may take up to 2 weeks during peak processing seasons.

About USADWEB
USADWEB, LLC. is an innovative advertising agency that understands the immigration needs of companies placing recruitment advertising for labor certification cases in PERM and regular processes. For more than half a decade, we have helped law offices and companies all over the United States meet the Department of Labor’s recruiting requirements. Take advantage of our expertise and relationships with publications throughout the country. Our knowledgeable staff has experience placing all forms of recruitment: newspapers, periodicals, journals, internet job search postings, campus recruitment, radio ads, and more. Contact a representative for more information on placing your ads today!

As always, USADWEB welcomes your feedback.
If you have suggestions for content, please click here.
If you have suggestions on how we can better serve you, please click here.
Finally, if you have any questions or comments regarding anything you read in a NewsBlast, or if you have additional information that you would like to share, please feel free to contact us.

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USADWEB Newsblast Vol. II, Issue 7

USADWEB NEWSBLAST Vol. II, Issue 7

In This Issue

1. USADWEB Meets Evolving Needs of Clients
2. Statement of Compliance Posted on Website
3. State of California Prevailing Wage Determinations (PWDs) as of July 31st, 2008

1. USADWEB Meets Evolving Needs of Clients

USADWEB is continually expanding our goals and services to meet the new challenges facing our clients in the field of immigration law. With the increased scrutiny of recruitment advertising, USADWEB makes every effort to ensure that your ads are placed accurately and in compliance with Department of Labor (DOL) legal requirements.

We recently revised the Ad Quote and Confirmation forms so that no attorney information appears on any quotes or confirmation communications from our office. As always, attorney information is not provided to any newspapers/electronic media or other publications. We do this to ensure that no attorney information appears in any media’s advertisement or online posting, to further substantiate the ethical standards to which our clients hold themselves.

USADWEB also prints online postings on the first available weekday of publication to inspect them for accuracy. Any errors in the posting information are corrected immediately, and new proofs are printed. In the event that USADWEB discovers unauthorized postings that have been scraped from other websites, we contact that site and request that they remove the posting.

USADWEB is committed to providing cutting edge service in the field of immigration advertising. We appreciate the feedback from our clients, which allows us to grow our services to meet our client’s developing needs.
2. Statement of Compliance Posted on Website

USADWEB is committed to assisting attorney clients and companies in making lawful recruitment efforts. Our statement of compliance, which outlines this commitment, is now posted on our website. Click here to read USADWEB’s Policy and Commitment to Legal and Regulatory Compliance in Recruitment Advertising.
3. State of California Prevailing Wage Determinations (PWDs) as of July 31st, 2008

General Information
California’s State Workforce Agency (SWA) processes Prevailing Wage Determinations (PWDs) in a way similar to many other states. The majority of their PWDs are done via facsimile using a special form that they provide. Although the form has a limited amount of space for a job description, you can continue the description on an attachment. The job description must include education and experience requirements, though alternative education and experience are not required to be listed. This policy appears to be consistent with the Department of Labor’s (DOL) published FAQs, which can be found at http://www.foreignlaborcert.doleta.gov/faqs.cfm, or by going to the Links section at www.usadweb.com and clicking DOL FAQs.

Jurisdiction Specific Information
What is interesting to note is that CA has published a list of many sources for acceptable alternate wage survey information. In the event that your client’s employer has a different opinion about the prevailing wage, acceptable vetted alternative surveys are available for consideration.

Processing Times
The standard processing time is within 2 weeks. They request that you contact them at 916-262-2321 if you do not receive a determination by that time. The current processing time is about 5-7 business days.
About USADWEB

USADWEB, LLC. is an innovative advertising agency that understands the immigration needs of companies placing recruitment advertising for labor certification cases in PERM and regular processes. For more than half a decade, we have helped law offices and companies all over the United States meet the Department of Labor’s recruiting requirements. Take advantage of our expertise and relationships with publications throughout the country. Our knowledgeable staff has experience placing all forms of recruitment: newspapers, periodicals, journals, internet job search postings, campus recruitment, radio ads, and more. Contact a representative for more information on placing your ads today!
As always, USADWEB welcomes your feedback.

If you have suggestions for content, please click here.
If you have suggestions on how we can better serve you, please click here.
Finally, if you have any questions or comments regarding anything you read in a NewsBlast, or if you have additional information that you would like to share, please feel free to contact us.

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USADWEB Newsblast Vol. II, Issue 6

USADWEB NEWSBLAST Vol. II, Issue 6

1. USADWEB Greets Old and New Clients at AILA
2. Congratulations to Wii Winner!
3. USADWEB Works Directly with Company Clients

1. USADWEB Greets Old and New Clients at AILA
USADWEB attended the AILA Conference in Vancouver last week. Vancouver was beautiful; a vibrant cosmopolitan city set against the pure backdrop of the mountains and the harbor. We enjoyed seeing familiar faces again, as well as meeting new clients. We hope that we were able to answer all your questions and to give you a better understanding of the many services we offer. Many attorneys were pleased to learn more about our different options for campus placements and our intimate knowledge of the job order posting process within each individual state. We were also proud to display past issues of our e-NewsBlast.We hope that everyone who attended enjoyed the seminars, the food, and the company. We look forward to seeing everyone next year in Las Vegas!

2. Congratulations to Wii Winner!
Congratulations to David Paruch from Troy, MI, who won the USADWEB drawing for the Nintendo Wii at the AILA Conference!

3. USADWEB Works Directly with Company Clients
Many attorneys inquire whether we can work directly with the employers to place advertisements for their recruitment process. The answer is an emphatic “YES!”

For years USADWEB has assisted all types of clients, both directly and through law firms. The companies range from sole proprietorships to large Fortune 500 companies. We have also worked directly with paralegals and attorneys at firms of all sizes. Contact your ad representative today to see how we can tailor a recruitment package to suit any employer’s needs!

About USADWEB
USADWEB, LLC. is an innovative advertising agency that understands the immigration needs of companies placing recruitment advertising for labor certification cases in PERM and regular processes. For more than half a decade, we have helped law offices and companies all over the United States meet the Department of Labor’s recruiting requirements. Take advantage of our expertise and relationships with publications throughout the country. Our knowledgeable staff has experience placing all forms of recruitment: newspapers, periodicals, journals, internet job search postings, campus recruitment, radio ads, and more. Contact a representative for more information on placing your ads today!

As always, USADWEB welcomes your feedback.
If you have suggestions for content, please click here.
If you have suggestions on how we can better serve you, please click here.
Finally, if you have any questions or comments regarding anything you read in a NewsBlast, or if you have additional information that you would like to share, please feel free to contact us.

 

 

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USADWEBNewsblast Vol. II, Issue 4

USADWEB NEWSBLAST Vol. II, Issue 4

In This Issue

1. Convenient Link to Corporate Entity Database
2. Improved Campus Placement Recruitment Methods
3. Mid-Atlantic Prevailing Wage Determination (PWD)

1. Convenient Link to Corporate Entity Database

You can now conveniently link to the Corporate Entity Database through USADWEB.com. Occasionally, when a case is submitted to USCIS, the DOL fails to recognize the company name as listed on the forms. The Corporate Entity Database allows you to confirm the existence of corporations around the country. You can then present this documentation to the DOL to help prove the legitimacy of the company that is sponsoring the alien. Visit the Links section of USADWEB.com to link to the database.

2. Improved Campus Placement Recruitment Methods

For years, USADWEB has provided campus placements as an additional method of recruitment for PERM applications. We will endeavor to place your advertisement in a school that offers the educational background necessary for the recruitment advertising.

USADWEB can post your campus placement directly with the Campus Career Center at various schools. This allows employers to have an individualized account with a specific school. Features of this method vary by school. Jobs can be posted for an unlimited period of time and can include a company description. This method may also allow direct access to students and alumni of that particular school.

Additionally, USADWEB can post with MonsterTrak, an online college recruitment source that reaches many college campuses. Schools that subscribe to the service provide their students with the ability to access jobs targeted towards their school. The site is designed to link employers with current students. Jobs can be posted from 1 to 30 days, can be filtered by school, and can be grouped by industry as well as education classification. Please note that some campus centers post directly through MonsterTrak.

If you would like additional information on campus recruitment, or would like to request a campus placement, please contact your ad representative.

3. Mid-Atlantic Prevailing Wage Determination (PWD)

USADWEB will be running a monthly feature in the NewsBlast highlighting information regarding Prevailing Wage requests in specific states. In the previous issue, we focused on Maryland. Here are some helpful hints for PWD submissions in other Mid-Atlantic States:

Washington D.C. uses a fax form, and their current processing times are 3-5 business days. If the employer wishes to dispute the PWD, they must contact the Philadelphia regional office of the DOL to appeal.

Delaware allows for both fax and email submission, but may take up to 14 business days to have a determination. DE expects all fields of their form to be filled out, including writing the word “none” where applicable. In case of disagreement, you may resubmit. They will accept a reasonable argument with a justification.

Pennsylvania asks that no abbreviations or acronyms be used. They ask that you allow up to 30 days to process the information, but are currently completing them within about 3 business days. Preferred submission is via fax, and PA allows you to attach a job description. Appeals that are accompanied with a justification may be accepted. Actual work location of the position is critical for obtaining a correct PWD.

New Jersey also uses a fax form, but requests that all information submitted be written on their actual form. They do not accept attachments. Include a complete description for expedited processing. NJ says to allow up to 14 days for processing, especially during temporary peak load determination processing. Currently, requests are being completed within 10 business days.

As always, we believe it is best to fill out forms as completely as possible. The more complete your form is, the better off you’ll be!

About USADWEB

USADWEB, LLC. is an innovative advertising agency that understands the immigration needs of companies placing recruitment advertising for labor certification cases in PERM and regular processes. For more than half a decade, we have helped law offices and companies all over the United States meet the Department of Labor’s recruiting requirements. Take advantage of our expertise and relationships with publications throughout the country. Our knowledgeable staff has experience placing all forms of recruitment: newspapers, periodicals, journals, internet job search postings, campus recruitment, radio ads, and more. Contact a representative for more information on placing your ads today!

As always, USADWEB welcomes your feedback.

If you have suggestions for content, please click here.
If you have suggestions on how we can better serve you, please click here.
Finally, if you have any questions or comments regarding anything you read in a NewsBlast, or if you have additional information that you would like to share, please feel free to contact us.

 

 

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USADWEB Newsblast Vol. II, Issue 3

USADWEB NEWSBLAST Vol. II, Issue 3

In This Issue

1. Prevailing Wage Determinations in Maryland
2. Share Your Filing Experiences
3. Updates to America’s Job Exchange

1. Prevailing Wage Determinations in Maryland

The state of Maryland allows agencies and attorneys to create and manage employer accounts at http://mwe.dllr.state.md.us. By using the employer’s information to enroll, you have full access to all employer functions on the site. For years USADWEB has used this site to submit MD Job Orders.

Now, you will also be able to request Prevailing Wage Determinations (PWD) by creating an account at the state website https://www.dllr.state.md.us/pw/. The online process of requesting a PWD allows you to file and to track your request. It also reduces response time and gives you a 24-7 status.

The request must contain an accurate job description and requirements. It is best to avoid using acronyms or abbreviations and to make sure the work tools and fields of research are clearly described. Duties that fall under multiple occupations will have the prevailing wage determined based on the highest paying one. If an expertise listed is not common to the occupation or if there are special requirements, Maryland will categorize the occupation at a skill level higher than Level I.

When a PWD is submitted, it is assigned to an analyst. If additional information is needed, the analyst will request it. If the employer’s agent/attorney wants to dispute the determination, a review must be requested in writing within 30 days. If a review is denied, an appeal can be filed online with the US DOL. At that point, Maryland would no longer have jurisdiction over the determination.

2. Share Your Filing Experiences

With the audit rate currently above 40%, USADWEB is constantly asked about filing experiences with postings and publications. The answers we give our clients are largely based on the feedback we receive from our client base.

Because our level of service to clients depends so much on your experiences, we need you to share as much feedback as possible with us. Please let us know what type of audit concerns arise so that we can employ pre-emptive measures for your future cases.

A dynamic field like immigration law requires a dynamic agency that can adapt to the ever-changing needs of the advertising marketplace.

3. Updates to America’s Job Exchange

Recently, America’s Job Exchange (AJE) made some changes to their positing process. Since the New York DOL posts Job Orders directly to AJE, they have experienced delays in posting times as they adjust to system changes and process updates. In the meanwhile, please allow additional time for NY Job Orders to post.

Jobs posted to AJE remain online automatically for 30 days. Jobs that USADWEB posts directly to AJE are removed and archived according to your request.

To help you to select the appropriate recruitment methods, please make note of the states that post Job Orders on AJE.

Automatically Post to AJE: Option to Post to AJE:
New York South Carolina
Kentucky Massachusetts
Delaware
Nevada

While this does not affect Job Orders or other recruitment steps, we have also found that the following newspapers post to AJE as well:

San Jose Mercury News
Denver Post
Palm Beach Post

We will continue to share various experiences with you as we encounter them. We know how valuable this information is for the recruitment campaign!

About USADWEB

USADWEB, LLC. is an innovative advertising agency that understands the immigration needs of companies placing recruitment advertising for labor certification cases in PERM and regular processes. For more than half a decade, we have helped law offices and companies all over the United States meet the Department of Labor’s recruiting requirements. Take advantage of our expertise and relationships with publications throughout the country. Our knowledgeable staff has experience placing all forms of recruitment: newspapers, periodicals, journals, internet job search postings, campus recruitment, radio ads, and more. Contact a representative for more information on placing your ads today!

As always, USADWEB welcomes your feedback.

If you have suggestions for content, please click here.
If you have suggestions on how we can better serve you, please click here.
Finally, if you have any questions or comments regarding anything you read in a NewsBlast, or if you have additional information that you would like to share, please feel free to contact us.

 

 

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USADWEB Newsblast Vol. II, Issue 2

USADWEB NEWSBLAST Vol. II, Issue 2

In This Issue

1. Digital Age: Using Electronic Journals
2. New and Improved Advertising Order Forms
3. Making Sure Your Ad Text is Complete

1. Digital Age: Using Electronic Journals

USADWEB is occasionally asked whether electronic journals are acceptable as an additional recruitment method. Clients are concerned that if a posting on a trade association website is used to satisfy the trade publication method, that it will be considered a duplication of the online job search website and will not qualify as an additional step.

The DOL specifically addresses this issue. Under “Acceptable Publications” on the FAQ page of their website, the DOL states that the electronic edition of a professional or trade organization may be used as a recruitment source to satisfy one of the three additional recruitment methods required for professionals. Dated copies of the posting may be used as proof of publication.

Electronic journals are not acceptable in lieu of a Sunday print ad, nor to satisfy the journal requirement under optional special recruitment procedures for college and university teachers.

For more information or to link to the DOL’s FAQ page, please visit USADWEB.com

2. New and Improved Advertising Order Forms

USADWEB is happy to announce that we have updated our Advertising Order Form! In the past, we had two separate forms; an Advertising Order Form with a PERM Check List and a SWA Order Form. While the forms were useful and proved successful for quite some time, we endeavored to create a single, more efficient form that would reduce redundancy of information and reduce space. Our new two-page form combines all of our old forms into one simple, easy to use format.

The PERM Check List is now much clearer, with much more detailed choices. Just place an X next to the options you require, and we’ll do the rest!

Here’s a sneak peek at our new Check List:

checklist2

The refreshed SWA Order Form is even more cohesive and detailed. You can now specify O*NET Codes, NAICS codes, number of positions, and much more information that closely matches the information that most states now require for job orders.

Another benefit is that our form allows for multiple ad texts. If you would like to use a shortened text for the newspaper ads, but prefer to use a longer, more detailed text for the SWA, you can submit your separate SWA text in the SWA Order Form section on the second page of our form.

You can begin using our new form right away! To obtain our new form, please email us and we will be happy to send the form to you. Please let us know if you have any questions or concerns about the new form.

3. Making Sure Your Ad Text is Complete

USADWEB always looks out for clients. Occasionally, we receive incomplete advertisement texts. Your ad representatives will always strive to review your ad text for completion, and in most cases will bring any missing information to your attention.

Ultimately, however, you are responsible for the ad text that you submit and approve for publication, so it is helpful to check that all pertinent information is included. Here’s a helpful list of information that you might want to make sure is included:

1. Name of Employer

2. Contact Information: Does the ad text provide “reply to” information for applicants? (i.e. street address, fax number, or email address)

3. Job Location: If different from the “reply to” address, did you indicate the geographic area of the worksite?

4. Description of Job Duties: Is the description specific enough to apprise US workers of the job opportunity?

5. Requirements (cannot exceed those on ETA form 9089): Are there any education/experience requirements that you wish to list? Are there any special requirements, such as travel?

6. Salary: Salary does not need to be disclosed, however if you wish to include it, it may not be lower than the prevailing wage.

As always, remember that your ad cannot contain terms or conditions that are less favorable than those offered to the beneficiary.

About USADWEB

USADWEB, LLC. is an innovative advertising agency that understands the immigration needs of companies placing recruitment advertising for labor certification cases in PERM and regular processes. For more than half a decade, we have helped law offices and companies all over the United States meet the Department of Labor’s recruiting requirements. Take advantage of our expertise and relationships with publications throughout the country. Our knowledgeable staff has experience placing all forms of recruitment: newspapers, periodicals, journals, internet job search postings, campus recruitment, radio ads, and more. Contact a representative for more information on placing your ads today!

As always, USADWEB welcomes your feedback.

If you have suggestions for content, please click here.
If you have suggestions on how we can better serve you, please click here.
Finally, if you have any questions or comments regarding anything you read in a NewsBlast, or if you have additional information that you would like to share, please feel free to contact us.

 

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USADWEB Newsblast Vol. III, Issue 2

USADWEB NEWSBLAST Vol. III, Issue 2

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In This Issue
1. Prevailing and Alternative Wage Surveys
2. Department of Labor (DOL) revises H-2A program
3. Electronic Tearsheets: PERM vs. H-2B

1. Prevailing and Alternative Wage Surveys

In the past few issues of USADNEWS, we have highlighted some important information about Prevailing Wage Determinations (PWDs) in various employment markets around the country.

We are pleased to announce that USADWEB now offers the convenient service of obtaining the Prevailing Wage Determinations for your cases! Call us at 866-USADWEB and ask us to email you our PWD request form. Simply fill it out and email it back, and we will obtain the wage information for you.

Are you not satisfied with the determination that you received? We can provide you with an alternative wage survey from a reputable research company such as Watson Wyatt. Don’t worry if you obtained the PWD on your own. We can still get you the alternative one!

These are two new services we offer in addition to many others that help simplify your client’s labor certification process.
2. Department of Labor (DOL) revises H-2A program

The Department of Labor (DOL) recently revised the H-2A temporary agricultural program for the first time in over 20 years. According to the DOL FAQs, the H-2A program allows agricultural employers who anticipate a shortage of domestic workers “to bring non-immigrant foreign workers to the U.S. to perform agricultural labor or services of a temporary or seasonal nature.” The certification is valid for up to 364 days.

The updates are intended to make the H-2A program more efficient by reducing redundant filing steps, and ensuring that US workers are not adversely affected by the employment of temporary foreign workers. Consequently, there have been some changes to the required recruitment process.

The employer must submit a job order to the State Workforce Agency (SWA) that serves the area of employment no more than 75 days and no less than 60 days prior to the date of need for workers. The job order must remain posted throughout the entire recruitment period. If the job offered is located in more than one state, the employer may submit the job order to any one of the SWAs that has jurisdiction over the worksites.

Once the job order has been successfully submitted to the SWA, the employer must advertise in a newspaper of general circulation in the area of intended employment. They must place two advertisements, which may or may not be consecutive, one of which must run on a Sunday. The employer must advertise in all states that are designated by the Secretary of Labor as a state of traditional or expected labor supply at that time according to the area of intended employment.

If the job opportunity is located in a rural area with no Sunday paper, it is acceptable to advertise in the paper with a regularly published daily edition with the widest circulation. Furthermore, if the employer determines that a professional or trade publication would generate a better response from qualified and available US workers, they may use that publication in place of the second newspaper ad, but not as a substitution for the Sunday advertisement.

The employer must prepare and submit a full recruitment report with the application no more than 50 days before the date of need. All documentation of the recruitment process, including tearsheets and proof of the job order posting, must be retained for at least 3 years from the date of certification.

With the anticipated increase in H-2A applications, USADWEB is ready to assist your clients with this specialized recruitment.

3. Electronic Tearsheets: PERM vs. H-2B

In the November 2007 edition of USADNEWS, we outlined some information regarding the use of electronic tearsheets (e-sheets) in the digital age. We highlighted the fact that many newspapers and journals adopted the use of electronic versions in place of the actual tearsheet. In fact, many media outlets no longer provide originals, although they are occasionally available upon special request at an additional cost. For PERM cases, e-sheets are recognized as original proofs of publication.

However, according to a recent FAQ that the Department of Labor (DOL) published, e-sheets are not considered acceptable for H-2B cases. The FAQ, which can be found at http://www.foreignlaborcert.doleta.gov/faqsanswers.cfm#h2b27, states that e-sheets allow the potential for fraud. Therefore, for H-2B cases, the employer should obtain the original newspaper page or an affidavit from the media confirming the date and exact text of the advertisement. The DOL also mentions that photocopies are acceptable, as long as the date, newspaper name, and advertisement are clearly shown without folding the copy.

Given the strict timeline and advertising requirements for temporary labor certification cases, we suggest the use of affidavits as proofs of publication. Alternatively, the employer may pick up their own original newspaper copies, which would reduce the cost of expediting original tearsheets to you.
About USADWEB

USADWEB, LLC. is an innovative advertising agency that understands the immigration needs of companies placing recruitment advertising for labor certification cases in PERM processes. For more than half a decade, we have helped law offices and companies all over the United States meet the Department of Labor’s recruiting requirements. Take advantage of our expertise and relationships with publications throughout the country. Our knowledgeable staff has experience placing all forms of recruitment: newspapers, periodicals, journals, internet job search postings, campus recruitment, radio ads, and more. Contact a representative for more information on placing your ads today!
As always, USADWEB welcomes your feedback.

If you have suggestions for content, please click here.
If you have suggestions on how we can better serve you, please click here.
Finally, if you have any questions or comments regarding anything you read in a NewsBlast, or if you have additional information that you would like to share, please feel free to contact us.

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