BALCA Determines that Additional Recruitment Steps are not Bound by the Content Requi
BALCA Determines that Additional Recruitment Steps are not Bound by the Content Requirements of the Mandatory Recruitment Steps
The Board of Alien Labor Certification Appeals (“BALCA”) recently issued a decision in which it considered whether the additional recruitment steps that are completed as part of a PERM recruitment effort must meet the content requirements that are imposed on the mandatory recruitment steps. In Matter of Computer Sciences Corporation, the employer submitted a labor certification for the position of “Program Office Senior Manager.” The case was selected for audit and the employer provided documentation of advertisements placed on its website and on a job search website. These advertisements constituted additional recruitment steps for this case and contained the language “willingness to travel; may require work from home office.” The labor certification filed for this position did not list any travel requirement or the opportunity to work from home. The Certifying Officer (“CO”) denied the case on the basis that these additional recruitment steps violated 20 C.F.R. § 656.17(f)(6) because they contained a requirement “which exceed[s] the job requirements or duties listed on the ETA From 9089.” BALCA reviewed the case and stated that “additional recruitment steps include advertisements placed on the employer’s website and on job search websites and, unlike mandatory advertisements, are not bound by the restrictions of [20 C.F.R. §] 656.17(f)(6).” Consequently, BALCA reversed the decision of CO. This case provides welcome clarification that demonstrates that the additional recruitment steps do not have the same content requirements as the mandatory recruitment steps. Nonetheless, the Hammond Law Group suggests that advertisements that are conducted as part of the PERM recruitment effort should not contain requirements or opportunities that are not listed on the Form ETA 9089. This post originally appeared on HLG's Views blog by Cadence Moore. http://www.hammondlawgroup.com/blog/.