Smlr_net April 2012

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NYTimes.com: Opinionator: Women's Work
by ciudadviejo＠yahoo.com 19 Apr '12

19 Apr '12

This page was sent to you by: ciudadviejo(a)yahoo.com. OPINION | April 18, 2012 Opinionator: Women's Work By LINDA GREENHOUSE For the first time since three female Supreme Court justices have been sitting together, the court considered a sex discrimination claim. They ended up on the losing side. http://opinionator.blogs.nytimes.com/2012/04/18/womens-work-2/?emc=eta1 ---------------------------------------------------------- ABOUT THIS E-MAIL This e-mail was sent to you by a friend through NYTimes.com's E-mail This Article service. For general information about NYTimes.com, write to help(a)nytimes.com. NYTimes.com 620 Eighth Avenue New York, NY 10018 Copyright 2012 The New York Times Company

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DoL: Equal Pay Day
by Eugene McElroy 18 Apr '12

18 Apr '12

"When the Equal Pay Act was signed into law by President Kennedy in 1963, women were earning an average of 59 cents on the dollar compared to men. While women hold nearly half of today's jobs, and their earnings account for a significant portion of the household income that sustains the financial well-being of their families, they are still experiencing a gap in pay compared to men's wages for similar work. Today, women earn about 80 cents on the dollar compared to men — a gap that results in the loss of about $380,000 over a woman's career. For African-American women and Latinas, the pay gap is even greater." "Each year, National Equal Pay Day reflects how far into the current year women must work to match what men earned in the previous year. On National Equal Pay Day, we rededicate ourselves to carrying forward the fight for true economic equality for all." For more on National Equal Pay Day, including tools, resources and recently announced Apps, click below for the Department of Labor's Equal Pay Day page: *http://www.dol.gov/equalpay/* -- Eugene McElroy Library Associate School of Management and Labor Relations SMLR Library Rutgers University 50 Labor Center Way New Brunswick, NJ 08901 (732) 932-9513

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AAUW: The Simple Truth About the Pay Gap
by Eugene McElroy 18 Apr '12

18 Apr '12

*The Simple Truth*, a 28 page paper from the American Association of University Women (AAUW) shows that the gulf between men and women’s wages differs greatly depending on the state where you live. The research, based on U.S. Census data, was released in time for Equal Pay Day (April 17)<http://www.pay-equity.org/day.html>, which symbolically marks the number of extra days women would have to work into 2012 in order to earn, on average, as much as their male counterparts did in 2011. In this guide about the gender pay gap, AAUW breaks down the latest research into key, straightforward facts, including: - state by state rankings of the pay gap - the pay gap by age, race/ethnicity, and education - guidance for women facing workplace discrimination - resources for fair pay advocates click below for the AAUW press release about *The Simple Truth. *This includes a links to the paper itself and to a Power Point presentation of the paper. *http://www.aauw.org/learn/research/simpleTruth.cfm* -- Eugene McElroy Library Associate School of Management and Labor Relations SMLR Library Rutgers University 50 Labor Center Way New Brunswick, NJ 08901 (732) 932-9513

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[IWS] Challenger: ANNUAL COLLEGE GRAD JOB OUTLOOK [18 April 2012]
by Eugene McElroy 18 Apr '12

18 Apr '12

*IWS Documented News Service* _______________________________**** Institute for Workplace Studies----------------- Professor Samuel B. Bacharach**** School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies**** Cornell University**** 16 East 34th Street, 4th floor---------------------- Stuart Basefsky**** New York, NY 10016 -------------------------------Director, IWS News Bureau* *** ________________________________________________________________________**** ** ** Challenger, Gray & Christmas, In c.**** ** ** CONTACTS **** James K. Pedderson, Director of Public Relations **** Office: 312-422-5078**** Mobile: 847-567-1463**** jamespedderson(a)challengergray.com**** ** ** Colleen Madden, Media Relations Manager **** Office: 312-422-5074**** colleenmadden(a)challengergray.com**** ** ** Press Release 18 April 2012**** *Annual College Grad Job Outlook* *GRADUATE JOB PROSPECTS SLIGHTLY BETTER THAN YEAR AGO *http://www.challengergray.com/press/press.aspx** * * *[see table at bottom of posting]* * * *CHICAGO, April 18, 2012* – As the economy continues to slowly improve, so do the prospects for entry-level job candidates who are expected to benefit from companies’ need to rebuild “bench strength” after cutting millions of workers during the recession. However, while this year’s crop of 1.7 million college graduates should fare slightly better than last year’s, the job market will remain fiercely competitive, according to a new outlook from global outplacement consultancy Challenger, Gray & Christmas, Inc.**** The college graduates who are likely to have the most success are those with the flexibility to go wherever the jobs are and those seeking positions in the occupations expected to see the most growth over the next decade. Among the top fields are accounting and finance, engineering, computer science, sales and marketing, education, and health care and social services.**** “Job creation has been stronger in some months than others, but the general trend has been upward. The private sector has seen positive employment gains for 25 consecutive months. The job market still has a long way to go before full recovery, but the good news is that young job seekers with four-year degrees are in growing demand,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas. **** Indeed, job gains have come in fits and starts. Last year, hiring was strong through early spring, only to drop off in the summer and fall. The private sector averaged 248,000 new payroll jobs from last December through February 2012, but then dropped to just 121,000 new jobs in March, according to the latest data from the Bureau of Labor Statistics (BLS). While the pace of hiring has been volatile throughout the recovery, every month since February 2010 has experienced positive job growth for a total of 4,051,000 new jobs.**** Further analysis of BLS data reveals that 20- to 24-year-olds were among the biggest benefactors during the 25 months of consecutive job gains. While the BLS data does not break out employment by age and education level, the 20 to 24 age group is most likely to contain recent graduates. According to the data, the number of employed 20- to 24-year-olds increased by 939,000 from March 2010 through March 2012. The only group to experience larger employment gains was at the opposite end of the age spectrum; the number of workers 55 and older increased by 2,851,000 during the same period.**** **** Age Group**** Net Employment Change, March 2010 – March 2012**** 20 – 24**** 939,000**** 25 - 34**** 528,000**** 35 - 44**** 199,000**** 45 - 54**** -258,000**** 55+**** 2,851,000**** ** ** Source: U.S. Bureau of Labor Statistics **** ** ** “Companies want experienced people who can hit the ground running with little to no training, hence the impressive gains among older job seekers. However, employers are also thinking about the future the need to replace an aging workforce that will not continue to work forever,” said Challenger. **** “Each year, we continue to see improvement in the college graduate job market. Last year, was slightly better than 2010 and this year should be slightly better than 2011. Unfortunately, those expecting a rapid turnaround and sudden burst in hiring will be disappointed,” he added.**** In fact, two surveys show that while college graduate hiring is expected to be better than last year, the rate of improvement has slowed. A recent survey by the National Association of Colleges and Employers ( www.naceweb.org) found that employers plan to increase hiring of spring graduates by 10 percent over last year. That is down from last year, when the same survey found employers were expecting to increase college graduate hiring by 21 percent compared to the class of 2010.**** Similarly, a survey of 4,600 employers, the Collegiate Employment Research Institute at Michigan State University (www.ceri.msu.edu) found that hiring of 2011-2012 graduates earning bachelor’s degrees will increase about 7 percent from last year. That is down from a 10-percent increase in hiring reported for the class of 2010-2011. **** “While the job market for graduates is slightly better than a year ago, entry-level hiring is nowhere near pre-recession levels. Most graduates will find the job search fiercely competitive, as they vie for positions against their fellow classmates but also against graduates from the previous two years. Many of the graduates from 2010 and 2011 are still seeking employment in their field of choice after settling for less desirable positions simply to earn a living,” said Challenger.**** “One advantage recent graduates may have over their older competitors is that they significantly more flexible in terms of where they work and when they work. They are not tied down by an underwater mortgage or a family, so they can go wherever a company needs them to go. And, because many don’t have the family commitments that many 30-something and older workers do, they are more willing to work longer and/or non-traditional hours,” he noted.**** “Even other young job seekers who graduated within the last few years are less flexible when it comes to going where the jobs are. They are less likely to have mortgages and families, but if they have been in one place for a year or more, they probably have established friendships and other ties, including professional relationships, which make it more difficult to relocate,” Challenger added.**** ** ** Recent graduates may not have to move far to find the best job markets, as several of the metropolitan areas enjoying the lowest unemployment rates in the country also home to major colleges and universities. The unemployment rate in Ames, Iowa, where more than 28,000 students attend Iowa State University, was 4.0 percent in February. The unemployment rate is also 4.0 percent in Lincoln, Nebraska, where the main campus of the University of Nebraska is found. Students graduating this spring from the University of Iowa in Iowa City can enter a local job market with an unemployment rate of 4.2 percent.**** “As of February, there were 41 metropolitan areas with unemployment rates under six percent. There were another 49 with a jobless rate between 6.0 percent and 7.0 percent, still well below the national average of 8.7 percent. These are definitely places, soon-to-be graduates should be considering when casting their job-search nets. **** “While the New York City borough of Manhattan is more glamorous than Manhattan, Kansas, the hometown of the University of Kansas currently has an unemployment rate of 5.8 percent. That is considerably lower than the 10.2 percent unemployment rate found in New York City,” said Challenger.**** “Regardless of where one searches for employment, the competitive nature of the job market requires an aggressive approach to the job search. Soon-to-be graduates cannot expect to hand out a few resumes at job fairs and reply to some online postings and simply wait for a phone call or email. Make no mistake, job fairs and online job boards have their place in the job search, but to be successful a well-rounded strategy is required. **** “One of the most important elements of a successful job search, for both entry-level job seekers and their more-experienced counterparts, is networking and meeting face-to-face with people who can help advance the job search. College graduates who believe they are too young to have an effective network are simply wrong. Parents, professors, former internship supervisors and even college and former high school classmates can be valuable sources when it comes to building and expanding one’s network,” said Challenger.**** ** ** “Finally, graduates should not confine their searches to a specific industry or occupation. The job market is not robust enough to provide the ideal job situation for every individual. It seldom is. So, someone may come out of college with the plan to find a marketing position with a consumer products company. There’s nothing wrong with having a specific goal like that, but don’t make the mistake of adhering to it so closely that you overlook opportunities in marketing for a chemical company or health care provider, for example,” he said.**** The graduates who may enjoy the most success are those seeking employment in occupations expected to experience the largest job growth over the next decade. According to projections by the Bureau of Labor Statistics, job categories where demand for workers with four-year degrees will continue to be strong through 2020 include accounting, engineering, information technology, financial services, sales and marketing, and human resources, to name just a few. **** “Again, the key is to avoid setting to many limitations on your search. Just because you studied accounting does not mean you have to work for an accounting firm. Home health agencies and hospitals are adding hundreds of thousands of workers over the next decade, some of whom will be accountants. These health care organizations also need information technology workers, marketing specialists, industry analysts, risk managers, grant writers, etc. Do not hesitate to look outside of your comfort zone,” Challenger advised.**** ** ** # # #**** ** ** April 18, 2012**** ** ** *OCCUPATIONS REQUIRING 4-YEAR DEGREE AND * *ADDING 50,000+ NEW JOBS BETWEEN 2010 AND 2020* *Occupation* *Projected Growth Rate* *2010 Median Pay* *Accountants and Auditors* 10 to 19 percent**** $55,000 to $74,999**** *Child, Family, and Social Workers* 20 to 28 percent**** $35,000 to $54,999**** *Civil Engineers* 10 to 19 percent**** $75,000 or more**** *Computer and Information Systems Managers* 10 to 19 percent**** $75,000 or more**** *Computer Systems Analysts* 20 to 28 percent**** $75,000 or more**** *Cost Estimators* 29 percent or faster**** $55,000 to $74,999**** *Elementary School Teachers* 10 to 19 percent**** $35,000 to $54,999**** *Financial Analysts* 20 to 28 percent**** $55,000 to $74,999**** *Human Resources, Training and Labor Specialists* 20 to 28 percent**** $35,000 to $54,999**** *Information Security Analysts, Web Developers and Computer Network Architects* 20 to 28 percent**** $75,000 or more**** *Management Analysts* 20 to 28 percent**** $75,000 or more**** *Market Research Analysts and Marketing Specialists* 29 percent or faster**** $55,000 to $74,999**** *Sales Representatives, Wholesale and Manufacturing, Technical and Scientific Products* 10 to 19 percent**** $55,000 to $74,999**** ** ** *Source: U.S. Bureau of Labor Statistics* -- Eugene McElroy Library Associate School of Management and Labor Relations SMLR Library Rutgers University 50 Labor Center Way New Brunswick, NJ 08901 (732) 932-9513

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Michigan Graduate Research Assistants Challenge Law Barring Their Unionization
by mcelroy＠work.rutgers.edu 18 Apr '12

18 Apr '12

A blog-post from The Chronicle of Higher Education was forwarded to you by: mcelroy(a)work.rutgers.edu Message from the sender: April 17, 2012 Michigan Graduate Research Assistants Challenge Law Barring Their Unionization http://chronicle.com/blogs/ticker/michigan-graduate-research-assistants-cha… Most E-Mailed Is Psychology About to Come Undone? http://chronicle.com/blogs/percolator/is-psychology-about-to-come-undone/29… Why I Tossed Your Résumé http://chronicle.com/article/Why-I-Tossed-Your-R-sum-/131576/ Screening Out the Introverts http://chronicle.com/article/Screening-Out-the-Introverts/131520/ For Women to Think Mathematically, Colleges Should Think Creatively http://chronicle.com/article/For-Women-to-Think/131547/ The Chosen Genes http://chronicle.com/article/The-Chosen-Genes/131481/ Finding it hard to keep up with all that's happening in academe? The Chronicle keeps you up to date with award-winning reporting and analysis of current events in higher education. We offer daily and weekly e-mail newsletters that will keep you current. Go to http://chronicle.com/myaccount/newsletters http://chronicle.com/myaccount/newsletters to sign up. (c) The Chronicle of Higher Education 1255 23rd Street NW Washington, DC 20037

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[IWS] CRS: U.S. IMMIGRATION POLCIY ON PERMANENT ADMISSIONS [13 March 2012]
by Eugene McElroy 17 Apr '12

17 Apr '12

*IWS Documented News Service* _______________________________**** Institute for Workplace Studies----------------- Professor Samuel B. Bacharach**** School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies**** Cornell University**** 16 East 34th Street, 4th floor---------------------- Stuart Basefsky**** New York, NY 10016 -------------------------------Director, IWS News Bureau* *** ________________________________________________________________________**** ** ** Congressional Research Service (CRS)**** ** ** *U.S. Immigration Policy on Permanent Admissions* Ruth Ellen Wasem, Specialist in Immigration Policy**** March 13, 2012**** http://www.fas.org/sgp/crs/homesec/RL32235.pdf**** [full-text, 41 pages]**** ** ** *Summary* Four major principles underlie current U.S. policy on permanent immigration: the reunification of**** families, the admission of immigrants with needed skills, the protection of refugees, and the**** diversity of admissions by country of origin. These principles are embodied in the Immigration**** and Nationality Act (INA). The INA specifies a complex set of numerical limits and preference**** categories that give priorities for permanent immigration reflecting these principles. Legal**** permanent residents (LPRs) refer to foreign nationals who live permanently in the United States.**** During FY2010, a total of 1.0 million aliens became LPRs in the United States. Of this total,**** 66.3% entered on the basis of family ties. Immediate relatives of U.S. citizens made up the single**** largest group of immigrants—476,414—in FY2010. Other major categories in FY2010 were**** employment-based LPRs (including spouses and children) and refugees/asylees adjusting to LPR**** status—14.2% and 13.1%, respectively. About 13.3% all LPRs come from Mexico, which sent**** 139,120 LPRs in FY2010.**** ** ** Substantial efforts to reform legal immigration have failed in the recent past, prompting some to**** characterize the issue as a “zero-sum game” or a “third rail.” The challenge inherent in reforming**** legal immigration is balancing employers’ hopes to increase the supply of legally present foreign**** workers, families’ longing to re-unite and live together, and a widely shared wish among the**** various stakeholders to improve the policies governing legal immigration into the country.**** Whether the Congress will act to alter immigration policies—either in the form of comprehensive**** immigration reform or in the form of incremental revisions aimed at strategic changes—is at the**** crux of the debate. Addressing these contentious policy reforms against the backdrop of high**** unemployment sharpens the social and business cleavages and may narrow the range of options.**** ** ** Even as U.S. unemployment levels remain high, employers assert that they continue to need the**** “best and the brightest” workers, regardless of their country of birth, to remain competitive in a**** worldwide market and to keep their firms in the United States. While support for the option of**** increasing employment-based immigration may be dampened by the level of unemployment,**** proponents argue it is an essential ingredient for economic growth. Other possible options are to**** admit LPRs on the basis of a point system comprised of education and needed skills or to**** establish a independent agency or commission that would set the levels and types of employmentbased**** immigrants.**** ** ** Proponents of family-based migration alternatively point to the significant backlogs in family**** based immigration due to the sheer volume of aliens eligible to immigrate to the United States**** and maintain that any proposal to increase immigration levels should also include the option of**** family-based backlog reduction. Citizens and LPRs often wait years for their relatives’ petitions**** to be processed and visa numbers to become available. Possible options include treating the**** immediate relatives of LPRs as immediate relatives of U.S. citizens are treated under the INA,**** (i.e., not held to numerical limits or per-country ceilings).**** ** ** Against these competing priorities for increased immigration are those who offer options to scale**** back immigration levels, with options ranging from limiting family-based LPRs to the immediate**** relatives of U.S. citizens to confining employment-based LPRs exceptional, extraordinary, or**** outstanding individuals.**** ** ** *Contents* Overview.......................................................................................................................................... 1**** Current Law and Policy ................................................................................................................... 2**** Worldwide Immigration Levels................................................................................................. 2**** Per-Country Ceilings ................................................................................................................. 5**** Other Permanent Immigration Categories................................................................................. 5**** Admissions Trends........................................................................................................................... 6**** Immigration Patterns, 1900-2010.............................................................................................. 6**** FY2010 Admissions .................................................................................................................. 9**** Backlogs and Waiting Times ......................................................................................................... 11**** Visa Processing Dates.............................................................................................................. 11**** Family-Based Visa Priority Dates ..................................................................................... 12**** Employment-Based Visa Retrogression............................................................................ 12**** Petition Processing Backlogs .................................................................................................. 13**** Issues and Options in the 112th Congress....................................................................................... 14**** Family-Based Preferences ....................................................................................................... 15**** Effects of Current Economic Conditions on Legal Immigration............................................. 15**** Lifting Per-Country Ceilings ................................................................................................... 16**** Permanent Partners.................................................................................................................. 17**** Point System............................................................................................................................ 18**** Immigration Commission........................................................................................................ 18**** Interaction with Legalization Options ..................................................................................... 19**** ** ** *Figures* Figure 1. Statutory Numerical Ceilings on Legal Permanent Residents.......................................... 3**** Figure 2. Annual LPR Admissions and Status Adjustments, 1900-2010......................................... 7**** Figure 3. Legal Permanent Residents, New Arrivals and Adjustments of Status, FY1994-FY2010............................... 8**** Figure 4. Top Sending Countries (Comprising At least Half of All LPRs): Selected Periods ........................................... 9**** Figure 5. Legal Permanent Residents by Major Category, FY2010 .............................................. 10**** Figure 6. Top Ten LPR-Sending Countries, FY2010 .................................................................... 11**** Figure D-1. Projected Flow of LPRs under S. 2611, FY2007-FY2009......................................... 30**** ** ** *Tables* Table 1. Legal Immigration Preference System............................................................................... 4**** Table 2. Other Major Legal Immigration Categories....................................................................... 6**** Table 3. FY2010 Immigrants, by Category ................................................................................... 10**** Table 4. Priority Dates for Family Preference Visas...................................................................... 11**** Table 5. Priority Dates for Employment Preference Visas ............................................................ 13**** ** ** *Appendixes* Appendix A. Top 50 Sending Countries in FY2010, by Category of LPR.................................... 20**** Appendix B. Processing Dates for Immigrant Petitions ................................................................ 22**** Appendix C. FY2001-FY2010 Immigrants, by Preference Category ........................................... 23**** Appendix D. Recent Legislative History....................................................................................... 26**** ** ** -- Eugene McElroy Library Associate School of Management and Labor Relations SMLR Library Rutgers University 50 Labor Center Way New Brunswick, NJ 08901 (732) 932-9513

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[IWS] CRS: IMMIGRATION OF TEMPORARY LOWER-SKILLED WORKERS: CURRENT POLICY AND RELATED ISSUES [20 March 2012]
by Eugene McElroy 17 Apr '12

17 Apr '12

*IWS Documented News Service* _______________________________**** Institute for Workplace Studies----------------- Professor Samuel B. Bacharach**** School of Industrial & Labor Relations-------- Director, Institute for Workplace Studies**** Cornell University**** 16 East 34th Street, 4th floor---------------------- Stuart Basefsky**** New York, NY 10016 -------------------------------Director, IWS News Bureau* *** ________________________________________________________________________**** ** ** Congressional Research Service (CRS)**** ** ** *Immigration of Temporary Lower-Skilled Workers: Current Policy and Related Issues* Andorra Bruno, Specialist in Immigration Policy**** March 20, 2012**** http://www.fas.org/sgp/crs/homesec/R42434.pdf**** [full-text, 42 pages]**** ** ** *Summary* U.S. employers in various industries argue that they need to hire foreign workers to perform**** lower-skilled jobs, while others maintain that many of these positions could be filled by U.S.**** workers. Under current law, certain lower-skilled foreign workers, sometimes referred to as guest**** workers, may be admitted to the United States to perform temporary service or labor under two**** temporary worker visas: the H-2A visa for agricultural workers and the H-2B visa for**** nonagricultural workers. Both programs are administered by the Department of Homeland**** Security’s U.S. Citizenship and Immigration Services (DHS/USCIS) and the Department of**** Labor’s Employment and Training Administration (DOL/ETA).**** ** ** The H-2A and H-2B programs—and guest worker programs broadly—strive to be both**** responsive to legitimate employer needs for labor and to provide adequate protections for U.S.**** and foreign temporary workers. There is much debate, however, about how to strike the**** appropriate balance between these twin goals. Under the George W. Bush Administration, both**** DHS and DOL issued regulations to streamline the H-2A and H-2B programs. The Obama**** Administration retained the DHS rules, but rewrote the DOL rules. Arguing that the latter**** provided inadequate protections for workers, it issued a new DOL final rule on H-2A employment**** in 2010 and a new DOL final rule on H-2B employment in 2012. The Obama Administration also**** issued a DOL final rule on H-2B wage rates in 2011.**** ** ** Bringing workers into the United States under either the H-2A program or H-2B program is a**** multi-agency process involving DOL, DHS, and the Department of State. As an initial step in the**** process, employers must apply for DOL labor certification to ensure that U.S. workers are not**** available for the jobs in question and that the hiring of foreign workers will not adversely affect**** U.S. workers. The labor certification process has long been criticized as ineffective, with**** agricultural employers complaining that it is burdensome and unresponsive to their labor needs**** and labor advocates arguing that it provides too few protections for workers.**** ** ** The H-2A program and foreign agricultural workers in general are a focus of congressional**** attention in the 112th Congress. Among the related legislative measures, some bills would amend**** current law on the H-2A visa, while others would establish new temporary agricultural worker**** programs as alternatives to the H-2A program. Still other proposals would couple a legalization**** program for agricultural workers with either H-2A or other agricultural labor-related reform.**** DOL’s 2011 rules on H-2B employment and wages also have been subjects of congressional**** interest.**** ** ** Guest worker proposals may contain provisions on a range of component policy issues. Key**** policy considerations include the labor market test to determine whether U.S. workers are**** available for the positions, wages, and enforcement. The issue of adjustment of status, which**** means the change to legal permanent resident (LPR) status in the United States, may also arise in**** connection with guest worker programs.**** ** ** While the discussion of current guest worker programs in this report focuses on the H-2A and H-**** 2B visas, it also covers the Summer Work Travel (SWT) program, the largest of several programs**** under the J-1 visa for participants in work- and study-based exchange visitor programs. The SWT**** program is particularly relevant because participants work largely in unskilled jobs, including H-**** 2B-like seasonal jobs at resorts and amusement parks.**** ** ** *Contents* Does the United States Need to Import Foreign Lower-Skilled Workers? ...................................... 1**** Current Guest Worker Visas ............................................................................................................ 2**** Overview of H-2A and H-2B Visas........................................................................................... 2**** Temporary Labor Certification............................................................................................ 3**** H-2A Program ........................................................................................................................... 4**** H-2A Visa Issuances............................................................................................................ 5**** Recent Regulatory Changes ................................................................................................ 6**** H-2B Program ........................................................................................................................... 8**** H-2B Visa Issuances and the Statutory Cap ........................................................................ 9** ** Recent Regulatory Changes .............................................................................................. 10**** Other Guest Worker-Related Visas.......................................................................................... 13**** J-1 Summer Work Travel Program.................................................................................... 13**** Unauthorized Employment ............................................................................................................ 16**** Employment Eligibility Verification........................................................................................ 16**** Legislative Reform Efforts ............................................................................................................ 17**** Temporary Agricultural Workers ............................................................................................. 17**** Temporary Nonagricultural Workers ....................................................................................... 18**** Policy Considerations .................................................................................................................... 19**** Program Administration .......................................................................................................... 19**** Labor Market Test ................................................................................................................... 20**** Wages ...................................................................................................................................... 21**** Seasonal or Temporary Nature of Work .................................................................................. 22**** Numerical Limits..................................................................................................................... 23**** Treatment of Family Members ................................................................................................ 24**** Adjustment of Status of Guest Workers .................................................................................. 24**** Enforcement ............................................................................................................................ 25**** Conclusion ..................................................................................................................................... 27**** ** ** *Figures* Figure 1. H-2A Visas Issued, FY1992-FY2011............................................................................... 5**** Figure 2. H-2B Visas Issued, FY1992-FY2011............................................................................. 10**** Figure 3. Participation in the J-1 Summer Work Travel Program.................................................. 16**** ** ** *Tables* Table 1. DOL H-2A and H-2B Labor Certification Determinations................................................ 4**** Table A-1. Top States Granted H-2A Labor Certifications: FY2009 and FY2010 ........................ 28**** Table A-2. Top States Granted H-2B Labor Certifications: FY2009............................................. 28**** Table B-1. Number of H-2B Workers Certified by the U.S. Department of Labor, FY2010 ........ 29**** Table C-1. Number of H-2A and H-2B Visas Issued, FY1992-FY2011........................................ 30**** Table E-1. Current and New Regulations for Determining the Prevailing Wage for H-2B Workers............. 37**** ** ** *Appendixes* Appendix A. DOL H-2A and H-2B Labor Certifications by State ................................................ 28**** Appendix B. DOL H-2B Labor Certifications by Occupation ...................................................... 29**** Appendix C. H-2A and H-2B Visa Issuances ................................................................................ 30**** Appendix D. DHS and DOL Regulations on H-2A and H-2B Nonimmigrants and their **** Employment in the United States ............................................................................................... 31**** Appendix E. H-2B Wage Requirements ........................................................................................ 35**** ** ** -- Eugene McElroy Library Associate School of Management and Labor Relations SMLR Library Rutgers University 50 Labor Center Way New Brunswick, NJ 08901 (732) 932-9513

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NYTimes.com: Disabilities Act Prompts Flood of Suits Some Cite as Unfair
by ciudadviejo＠yahoo.com 17 Apr '12

17 Apr '12

This page was sent to you by: ciudadviejo(a)yahoo.com. N.Y. / REGION | April 17, 2012 Disabilities Act Prompts Flood of Suits Some Cite as Unfair By MOSI SECRET Some lawyers are identifying New York City businesses where there are violations of the Americans With Disabilities Act, then finding disabled plaintiffs to develop lawsuits. http://www.nytimes.com/2012/04/17/nyregion/lawyers-find-obstacles-to-the-di… ---------------------------------------------------------- ABOUT THIS E-MAIL This e-mail was sent to you by a friend through NYTimes.com's E-mail This Article service. For general information about NYTimes.com, write to help(a)nytimes.com. NYTimes.com 620 Eighth Avenue New York, NY 10018 Copyright 2012 The New York Times Company

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NYTimes.com: Economix: Do Small Businesses Create Jobs?
by ciudadviejo＠yahoo.com 17 Apr '12

17 Apr '12

This page was sent to you by: ciudadviejo(a)yahoo.com. BUSINESS DAY | April 17, 2012 Economix: Do Small Businesses Create Jobs? By BRUCE BARTLETT A proposal to cut taxes for small businesses would largely benefit the well-off and would do little to create jobs, an economist writes. http://economix.blogs.nytimes.com/2012/04/17/do-small-businesses-create-job… ---------------------------------------------------------- ABOUT THIS E-MAIL This e-mail was sent to you by a friend through NYTimes.com's E-mail This Article service. For general information about NYTimes.com, write to help(a)nytimes.com. NYTimes.com 620 Eighth Avenue New York, NY 10018 Copyright 2012 The New York Times Company

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Key Labor Archive May Be Inaccessible After Labor College Sells Campus
by mcelroy＠work.rutgers.edu 17 Apr '12

17 Apr '12

A blog-post from The Chronicle of Higher Education was forwarded to you by: mcelroy(a)work.rutgers.edu Message from the sender: April 16, 2012 Key Labor Archive May Be Inaccessible After Labor College Sells Campus http://chronicle.com/blogs/ticker/key-labor-archive-may-be-inaccessible-aft… Most E-Mailed Can Colleges Manufacture Motivation? http://chronicle.com/article/Can-Colleges-Manufacture/131564/ Screening Out the Introverts http://chronicle.com/article/Screening-Out-the-Introverts/131520/ As Beef Cattle Become Behemoths, Who Are Animal Scientists Serving? http://chronicle.com/article/As-Beef-Cattle-Become/131480/ Unlocking Student Data Could Lead to 'App Economy' for Colleges http://chronicle.com/article/Unlocking-Student-Data-Could/131551/ For Women to Think Mathematically, Colleges Should Think Creatively http://chronicle.com/article/For-Women-to-Think/131547/ Finding it hard to keep up with all that's happening in academe? The Chronicle keeps you up to date with award-winning reporting and analysis of current events in higher education. We offer daily and weekly e-mail newsletters that will keep you current. Go to http://chronicle.com/myaccount/newsletters http://chronicle.com/myaccount/newsletters to sign up. (c) The Chronicle of Higher Education 1255 23rd Street NW Washington, DC 20037

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2014

2013

2012

2011

2010

2009

2008

2007

2006

Smlr_net April 2012