CGFNS International and AHED Global Healthcare, Inc., a global continuing education provider, recently announced the rollout of a pilot project in India for the CGFNS Assessment of General Knowledge (CGFNS-AGNK) Examination.

The CGFNS-AGNK test is an internationally validated exam developed to determine nurses’ capacity to apply their knowledge in the delivery of effective patient care. The test will be used by schools of nursing and healthcare systems in India as a screening mechanism for measuring fundamental nursing knowledge and predicting work success for pre or post-licensed nurses.

The CGFNS-AGNK is a new global program that can be customized to meet the specific requirements by various user groups. The pilot rollout in India focuses on enhancing the employability of nurses within India and in other non-US countries. The test does NOT substitute for the State Nursing Council Examination required for licensure in India.

For more information about the new pilot project:
Read this press release from CGFNS International

UPDATE: VisaScreen Renewal Application Updated

The VisaScreen Certificate holders who have not adjusted their status or obtained a permanent US visa are required to renew their certificates within five years of the date it was issued.  Applicants need to begin processing their application six months prior to the expiration of their VisaScreen Certificate.  The cost for renewal is $250 USD.

To download an updated application:
Click here & read the updated Qualifying Exam dates here

Update in Congress

Over the next few weeks, there are several immigration bills up for consideration in Congress, including the recapture of 500,000 unused family and employment visa numbers.

With Congress adjourning, the next two weeks are key in pending matters, including the recent markup of HR 5924, the Emergency Nursing Supply Relief Act. Also, several other measures will be marked up, including HR 5882, Congresswoman Lofgren’s recapture legislation, HR 6020 (military), and HR 5950, which will provide medical care for immigration detainees.  If the House Judiciary Committee passes the measure, it will allow the full House to act on HR 5924, possibly allowing this measure to pass in 2008.

Contact Your Senator Today!

Immigration Solutions is pleased to announce its new package of Employer Compliance Solutions and Services

Why wait until —

• The government notifies your company that it is to produce all of its I-9 forms and related documents for audit …
• Or, the government notifies your company that it is to produce all of its H-1B public access files and related documents for audit …
• Or, your company receives a Social Security No-Match Letter,

Consider the following:

Hiring managers and human resource professionals know the value of degreed skilled worker foreign nationals, especially in the science, technology, engineering and healthcare occupations.  As the workforce becomes more global in scope, employers are increasingly learning that it is essential to understand and effectively adhere to immigration compliance laws and regulations.

The trend toward increased scrutiny of immigration employment practices will likely continue in the foreseeable future. So for now, it’s imperative that employers place their attention on several important areas that require knowledge, training and compliance:

I-9 Employment Eligibility Verification Form. The mechanism for employment verification compliance is the I-9 Employment Verification Form which every worker must complete on the day of hire or earlier.

The employee must complete the first section of the I-9 form and must provide the required supporting documents within three days of the date of hire. If the documents are not presented by that point, the employee must be removed from the payroll (though it is permissible to suspend the worker rather than terminating the worker all together).

SSN No-Match Letters. A Social Security “no-match letter” is a notice sent by the Social Security Administration (“SSA”) to employers and employees to inform them that the employee name or Social Security number listed on an employee’s W-2 does not match the SSA records.

The no-match letter is not a notice that the employer or employee has done anything wrong. SSA mismatches may have many root causes, including failure to inform the SSA that a name change has occurred, typographical errors, an error within the SSA database, and individuals who present false social security numbers or use another person’s social security number when completing hiring paperwork.

E-Verify. E-Verify is an Internet-based system operated by the DHS in partnership with the SSA that allows participating employers to electronically verify the employment eligibility of their newly hired employees. E-Verify virtually eliminates SSA mismatch letters, improves the accuracy of wage and tax reporting, protects jobs for authorized U.S. workers, and helps U.S. employers maintain a legal workforce. E-Verify is free and voluntary and is the best means available for determining employment eligibility of new hires and the validity of their Social Security Numbers.

H-1B / LCA Compliance. The American Competitiveness and Workforce Improvement Act (“ACWIA”) requires all employers that employ foreign workers in H-1B nonimmigrant visa status, to post an approved Labor Condition Application (“LCA”) for ten days in two “conspicuous” locations at the worksite where the H-1B worker will be employed. The employer must attest that the wage offered to the applicant is at least as high as that paid by the employer to current employees for the same type of job, and the number equals or exceeds the prevailing wage for the job in the same geographical area; that working conditions will not adversely affect those workers similarly employed; that there is no strike or lockout at the employer’s premises; and that the notice of the LCA has been given to current employees.

Additionally, employers which employ foreign workers in H-1B nonimmigrant visa status are also required to maintain a “public access file” containing certain information regarding the employee’s wages and the employer’s compliance with the LCA. Maintaining a public access file is an integral part of complying with H-1B laws.

Pre-Merger & Acquisition Due Diligence. While a closing may be a cause for celebration at a company, it can also be the cause of a nightmare for a company since it can instantly render all completed
I-9s for an acquired company invalid.  If the acquiring company does not assume all the assets and liabilities, then the I-9s will likely not transfer.

In a merger case where the acquiring entity is a successor-in-interest, new I-9s will not be needed. However, I-9s should be checked in the due diligence process to ensure the acquired I-9s are in good shape.

Employers should consider adding I-9s to a merger checklist and have all employees of the combined company complete I-9 forms on the day of closing or beforehand.

…

Immigration Solutions works proactively with its clients to provide comprehensive assistance in developing and maintaining best practices necessary to assure compliance with USCIS, SSA and DOL regulations.

Employer compliance is becoming more complex and enforcement (investigations and audits) is increasing. In order to effectively deal with these issues and avoid the very severe consequences for non-compliance, employers must take the time to develop a strategy and be prepared in advance with an Immigration Compliance Program.

Immigration Solutions will customize such a program for you and will provide onsite or telephonic training, consulting, and document auditing in all of the areas mentioned above, as well as provide ongoing compliance updates. For more information on our services, please contact us at info@immigrationsolution.net

By Thomas J. Joy, Esq.

The national elections in November 2008 will result in a new President.  In addition, all of the seats in the House of Representatives and one-third of the seats in the Senate will be contested.  The focus is understandably on the race for President.  However, the elections in the House of Representatives and the Senate are just as important, if not more so, when considering the controversial issue of immigration.  As a general constitutional principle, neither the President nor the Congress can create new laws on their own.  Each needs the other in order for new laws involving controversial issues to be enacted.

At first glance on the major immigration issues being debated in the election, Barack Obama, the candidate of the Democratic Party, and John McCain, the candidate of the Republican Party, would seem to agree.  Both support securing the borders of the United States from illegal immigration.  Both support bringing the illegal immigrants already in the United States out of the shadows and into the mainstream.  Both support the implementation of an electronic employment eligibility verification system and enforcement against employers who hire illegal workers.  Both support reform of the immigration system to fill needed jobs in the United States while at the same time protecting the American labor market.  Finally, both support the need to reunite families.

Upon closer inspection, however, one can clearly see major differences in degree in their positions on the various issues.  Their political party affiliation has a major influence on how serious and committed they can and will be on the issues.  As members of the Senate, both supported the failed comprehensive immigration reform efforts in the recent past.  John McCain, however, has alienated the conservatives within the Republican Party for having co-sponsored a comprehensive immigration reform law with leading Democratic Party liberal Senator Edward Kennedy.

As a result of the conflict within his own party, John McCain has moved more to a “secure the borders first” position and away from a strong position on comprehensive immigration reform.  On the other hand, Barack Obama, while articulating a strong support for comprehensive immigration reform, must deal with a key group of conservative Democrats who tend to vote with the enforcement oriented Republicans on immigration issues.  At the far end of the Democratic Party spectrum are those few who want to focus only on legalization (otherwise called amnesty by some).  At the far end of the Republican spectrum are those few who want to change the 14th Amendment of the Constitution to deny United States citizenship to children born in the United States to illegal alien parents.

Meanwhile, there is presently proposed bipartisan legislation pending in Congress to increase the quotas for employment based immigrants and also to provide more immigrant visas in the healthcare industry.  If these proposed laws do not become law this year, they will almost certainly be reintroduced early in 2009 when the new President and Congress take office.

In summary, we must take a wait and see position concerning how successfully the new President will be able to bring together the different factions in his own party and work together with the other party to structure and pass a comprehensive immigration law.

On July 31, 2008, Robert Menendez (D-NJ), introduced in Congress S. 3414 that was referred to Senate Committee. This Bill would recapture all employment and family-based green cards lost between 1992 and 2007 and would protect employment-based and family-based visas from being lost in the future.

This bill is basically identical to the recapture bill that passed mark-up on 8/1/08 in the House (HR 5882).

The Senate bill additionally proposes to extend the Conrad State 30 Physician Programs to June 1, 21013 (5 years) that provides each of the 50 states with 30 J-1 physician waivers each fiscal year; extend the E-Verify program for the electronic employment verification of new employees (formerly known as the Basic Pilot Program); extend the non-minister R-1 program to 10/01/2011 and requires DHS to issue final regulations to reduce fraud by 2010; requires DHS to provide payment to SSA so that E-Verify doesn’t interfere with services provided to seniors, people with disabilities and survivors. Lastly, it requires the GAO to report to Congress on the cases of Erroneous Tentative Non-confirmations when using E-Verify, how they are resolved and the effect that it has on employers, individuals and federal agencies.

Co-sponsors of the bill include: Senators Patty Murray (D-WA), Ted Kennedy (D-MA) and Maria Cantwell (WA).

These are very positive signs that the candle is lit to push forward piecemeal comprehensive immigration legislation with both chambers now engaged in the process.

For more information on the bills:
Read this from Washington Watch

Both of these bills passed the sub-committee “mark-up” stage in the House Subcommittee last week – a 7:2 vote for H.R. 5924, and 8:1 for H.R. 5882.

This is an important first step forward that will be revisited by Congress following the 5-week “August Recess”. HR 5882 could recapture close to 500,000 green-cards that were lost due to bureaucratic delays for all employment-based categories which would moreover make them current. Family based categories would move forward considerably. HR 5924 would provide 20,000 green-cards per year to RNs and PTs, exempting from the quota dependent family members. We link to the bills below as well as information concerning how a bill becomes a law.

Make sure to sign up for our 8/13/08 teleconference on “Pending Legislation and Retrogression: Strategies and Solutions”. Sign up here!

• HR 5882
• HR 5924
• How a Bill becomes a Law