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Temporary and Seasonal Visas (H-2A and H-2B)

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Harris Beach PLLC maintains one of the largest temporary and seasonal visa practices in the country. L.J. D’Arrigo, co-leader of the firm’s Immigration Practice Group, is a nationally recognized leader in processing seasonal visas. Our immigration attorneys work across New York state in our Syracuse, Buffalo, Ithaca, Rochester, Long Island, Albany and New York City offices and provide guidance to agricultural employers, the landscaping industry and the thoroughbred racing industry on compliance issues. Our immigration lawyers have assisted in the drafting of legislation affecting seasonal businesses and currently represent the largest commercial landscaping company in the nation. We facilitate the processing of more than 5,000 temporary workers through the H-2B and H-2A programs each season.

The H-2A Visa

The H-2A visa allows United States agricultural employers who anticipate a shortage of domestic workers to bring nonimmigrant foreign workers to the country to perform agricultural labor or services of a temporary or seasonal nature on a farm. This visa, like many other employment visas, requires employer sponsorship. The employer must meet several requirements before actually bringing nonimmigrant workers to the United States. If the employer meets the requirements, they may bring a nonimmigrant worker into the country for a period of up to 10 months. During that time, the nonimmigrant worker is guaranteed certain rights, which are outlined below.

Requirements for an H-2A Employer

  • The position must be “agricultural” – this means work performed on a farm
  • The job must be for less than one year (usually no more than 10 months) and tied to a crop or commodity
  • There must be no qualified and willing American workers (U.S. citizens or permanent residents/green card holders) available for the position
  • Employer must agree to pay H-2A workers and U.S. workers in H-2A positions in accordance with the U.S. Government’s Adverse Effect Wage Rate, which varies by state
  • Employer must provide free housing to H-2A workers and those American workers who are not reasonably able to return to their residence at the end of the day
  • Employer must pay inbound transportation and subsistence expenses, as well as return transportation in some cases, set by the Federal Government each year
  • Employer must guarantee its H-2A and U.S. workers corresponding employment work for 75 percent of the contract period
  • Employer must provide three meals per day (chargeable to workers) or provide kitchen facilities
  • Employer must provide Workers’ Compensation Insurance

Before employing H-2A workers, an employer must make an active effort to recruit U.S. workers. This includes placing a job order with the applicable state Department of Labor (DOL) and two newspaper advertisements in the area of intended employment, among other steps.

Requirements for an H-2A Employee:

Almost every admissible alien is eligible to become an H-2A worker if they are on the “eligible country list.” To be eligible, an alien must meet two requirements:

  • The foreign national must have a valid job offer from an eligible H-2A employer
  • The foreign national must intend to return to his or her home country at the expiration of the H-2A visa

Filing procedure

Generally, three things must be done before a nonimmigrant worker can begin employment.

  • Labor certification:

The first step in the H-2A visa application process is filing a labor certification application (Form ETA-9142) with the DOL. In filing this, the employer must demonstrate that qualified workers are not available in the United States and that the foreign worker’s employment will not adversely affect wages and working conditions of similarly employed U.S. workers. The state DOL will inspect worker housing. The U.S. DOL will either grant or deny the labor certification.

  • Employer’s Visa application:

The second step is petitioning United States Citizenship and Immigration Services (USCIS) for the actual H-2A visa with form I-129. If an application is approved, the USCIS will notify the consulate in the alien’s home country.

  • Employee’s Visa application with the U.S. Consulate:

Finally, the worker has to file their own visa application with the consulate in their home country. It is important to note that the employer’s petition approval does not guarantee the visa approval of the alien.

The H-2B Visa

The H-2B visa allows United States seasonal employers who anticipate a shortage of domestic workers to bring nonimmigrant foreign workers to the United States to perform non-agricultural labor or services of a temporary or seasonal nature. This visa, like many other employment visas, requires employer sponsorship. The employer must meet several requirements before actually bringing nonimmigrant workers to the United States. If the employer meets the requirements, they may bring a nonimmigrant worker into the country for a maximum of 10 months (in practice, however, the DOL has recently been imposing a 9-month limit). During that time, the nonimmigrant worker is guaranteed certain rights, which are outlined below.

Explanation of “Fiscal Year” (FY) for purposes of H-2B Cap Count

Click the following links to download H-2B Employer Resources:

Employer H-2B Visa Questionnaire

2022 H-2B Audit Compliance Requirements

Requirements for an H-2B Employer

The H-2B annual numerical cap is set at 66,000, which is split between 2 seasons:

  • October 1 (1st Half of FY)
  • April 1 (2nd Half of FY)

The fiscal year is designated by the calendar year in which it ends:

  • 1st Half of FY = October 1 to March 31 (October 1, 2019 = FY2020 [1st half])
  • 2nd Half of FY = April 1 to September 30 (April 1, 2020 = FY2020  [2nd half])

What is a "Temporary Need?"

  • The job offer must be for a temporary/seasonal position (seasonal, intermittent, peak load, one-time occurrence, etc.) in which the employer anticipates a shortage of domestic workers
  • The job must be for less than one year (usually no more than 9 or 10 months)
  • There must be no qualified and willing American workers (U.S. citizens or permanent residents/green card holders) available for the position
  • Employer must agree to pay H-2B workers and U.S. workers in H-2B positions in accordance with the U.S. Government’s Adverse Effect Wage Rate, which varies by state
  • Employer must pay inbound transportation and subsistence expenses, as well as return transportation in some cases, set by the Federal Government each year
  • Employer must reimburse workers for visa-related expenses at the U.S. Consulate in their home country, including recruiter/agent fees and consular processing visa fees. These expenses should be reimbursed within the first week of work
  • Employer must provide Workers’ Compensation Insurance
  • Employer must pay all workers the required Prevailing Wage Rate, plus overtime for hours worked over 40 hours in a week, and guarantee full-time employment, which is defined as at least 35 hours per week
  • While the employer is not required to provide housing to H-2B workers, the employer should make arrangements for housing in advance of the workers’ arrival. The workers are responsible for all housing costs and related expenses
  • Employer must withhold tax and pay all applicable state, federal and social security taxes for H-2B workers

Before employing H-2B workers, an employer must make an active effort to recruit U.S. workers. This includes placing a job order with the applicable state DOL and two newspaper advertisements in the area of intended employment, among other steps.

What is a "Temporary Need?"

The DOL defines “temporary need” as “Services where the petitioner’s need for the duties to be performed, rather than the job itself, is temporary. It is the nature of the employer’s need, not the nature of the duties, that is controlling.”
The nature of the employer’s temporary need for H-2B employment must be seasonal, peak load, intermittent, or a one-time occurrence as defined in 8 CFR 214.2(h)(6)(ii).

One-Time Occurrence
The petitioner must establish that the employer:

  • Has not employed workers to perform the services or labor in the past and that it will not need workers to perform the services or labor in the future; or
  • Has an employment situation that is otherwise permanent, but a temporary event of short duration has created the need for a temporary worker

Seasonal Need
The petitioner must establish that the services or labor are:

  • Traditionally tied to a season of the year by an event or pattern; and
  • Of a recurring nature

Peak Load Need
The petitioner must establish that:

  • The employer regularly employs permanent workers to perform the services or labor at the place of employment;
  • The employer needs to supplement its permanent staff at the place of employment on a temporary basis due to a seasonal or short-term demand; and
  • The temporary additions to staff will not become part of the petitioner’s regular operation

Intermittent Need
The petitioner must establish that it has not employed permanent or full-time workers to perform the services or labor, but occasionally or intermittently needs temporary workers to perform services or labor for short periods.

  • Manage the largest H-2A/H-2B seasonal visa practice in the U.S., from leading horse trainers to landscape, construction and hospitality clients across the U.S., assisting seasonal businesses in navigating the complex maze of government regulation.
  • Assist seasonal and agricultural employers in defending against DOL, USCIS, and ICE (I-9) audits and enforcement actions.
  • Employer compliance and sanctions avoidance: assist employers in complying with employment verification and record-keeping requirements (I-9), including self-audits and I-9 training.
  • Assist seasonal businesses in achieving year-round staffing through the PERM Labor Certification Program for unskilled workers (EB-3)

Leader(s)

Leonard J D'Arrigo

Leonard J. D'Arrigo

Member
(518) 701-2770
ldarrigo@harrisbeach.com
Brendan Venter

Brendan J. Venter

Member
(518) 701-2773
bventer@harrisbeach.com

Team

Leonard J D'Arrigo

Leonard J. D'Arrigo

Member
(518) 701-2770
ldarrigo@harrisbeach.com
Brendan Venter

Brendan J. Venter

Member
(518) 701-2773
bventer@harrisbeach.com
All Insights, All Blogs, Immigration Blog |
 October 17, 2022
Department of Labor Publishes Long-Awaited H-2A Final Rule
On October 12, 2022, the U.S. Department of Labor published a final rule governing the H-2A agricultural non-immigrant visa program....read more
All Insights, All Blogs, Immigration Blog |
 August 8, 2022
Foreign Labor Options: What Every Struggling Seasonal Business Needs to Know about H-2A, H-2B and Green Cards
It’s hard to believe, but it is already time to start planning for your labor needs for Spring 2023. As we know, finding, hiring, developing...read more
All Blogs, All Insights, Immigration Blog |
 May 3, 2022
USCIS Announces Temporary Increase to EAD Automatic Extension Periods
Today USCIS has released a Temporary Final Rule (TFR) that is scheduled to be published in the Federal Register tomorrow, May 4, 2022, and w...read more
All Blogs, All Insights, Covid-19, Immigration Blog |
 April 25, 2022
Jason Abrams, L.J. D’Arrigo, Danielle Rizzo to Lead Panels at American Immigration Lawyers Association Annual Conference
Three Harris Beach Partners have accepted invitations to speak at the American Immigration Lawyers Association’s Annual Conference in New Yo...read more
All Publications, All Insights, Legal Alert |
 March 9, 2022
DHS Announces Temporary Protected Status for Ukrainian Citizens in U.S.
On March 3, 2022, the Department of Homeland Security (DHS) announced that Ukraine will be designated for Temporary Protected Status (TPS) f...read more
All Insights, All Blogs, Immigration Blog |
 January 25, 2022
White House Takes Action to Attract and Retain STEM Talent in the United States
On January 21, 2022, the Department of State and the Department of Homeland Security jointly announced a flurry of new actions and policy ch...read more
All Insights, All Blogs, Immigration Blog |
 December 30, 2021
Department of State Expands Waivers of the Interview Requirement for Certain Nonimmigrant Visas
In a long-awaited effort to address delays and backlogs that have arisen due to consular closures and limited staffing over the last year-an...read more
All Blogs, All Insights, Immigration Blog |
 October 31, 2021
Reminder: H-1B Employers Must Withhold FICA
October 1 marks the beginning of the federal government’s fiscal year, as well as the H-1B employment start date for thousands of workers. M...read more
All Insights, All Blogs, Immigration Blog |
 October 13, 2021
The Elimination and Reinstatement of Administrative Closures
Over the course of the past few years, we have seen a number of limitations to both lawful and unlawful immigration. Some of these policy ch...read more
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Temporary and Seasonal Visas (H-2A and H-2B)

Service

Harris Beach PLLC maintains one of the largest temporary and seasonal visa practices in the country. L.J. D’Arrigo, co-leader of the firm’s Immigration Practice Group, is a nationally recognized leader in processing seasonal visas. Our immigration attorneys work across New York state in our Syracuse, Buffalo, Ithaca, Rochester, Long Island, Albany and New York City offices and provide guidance to agricultural employers, the landscaping industry and the thoroughbred racing industry on compliance issues. Our immigration lawyers have assisted in the drafting of legislation affecting seasonal businesses and currently represent the largest commercial landscaping company in the nation. We facilitate the processing of more than 5,000 temporary workers through the H-2B and H-2A programs each season.

■ All Services

The H-2A Visa

The H-2A visa allows United States agricultural employers who anticipate a shortage of domestic workers to bring nonimmigrant foreign workers to the country to perform agricultural labor or services of a temporary or seasonal nature on a farm. This visa, like many other employment visas, requires employer sponsorship. The employer must meet several requirements before actually bringing nonimmigrant workers to the United States. If the employer meets the requirements, they may bring a nonimmigrant worker into the country for a period of up to 10 months. During that time, the nonimmigrant worker is guaranteed certain rights, which are outlined below.

Requirements for an H-2A Employer

  • The position must be “agricultural” – this means work performed on a farm
  • The job must be for less than one year (usually no more than 10 months) and tied to a crop or commodity
  • There must be no qualified and willing American workers (U.S. citizens or permanent residents/green card holders) available for the position
  • Employer must agree to pay H-2A workers and U.S. workers in H-2A positions in accordance with the U.S. Government’s Adverse Effect Wage Rate, which varies by state
  • Employer must provide free housing to H-2A workers and those American workers who are not reasonably able to return to their residence at the end of the day
  • Employer must pay inbound transportation and subsistence expenses, as well as return transportation in some cases, set by the Federal Government each year
  • Employer must guarantee its H-2A and U.S. workers corresponding employment work for 75 percent of the contract period
  • Employer must provide three meals per day (chargeable to workers) or provide kitchen facilities
  • Employer must provide Workers’ Compensation Insurance

Before employing H-2A workers, an employer must make an active effort to recruit U.S. workers. This includes placing a job order with the applicable state Department of Labor (DOL) and two newspaper advertisements in the area of intended employment, among other steps.

Requirements for an H-2A Employee:

Almost every admissible alien is eligible to become an H-2A worker if they are on the “eligible country list.” To be eligible, an alien must meet two requirements:

  • The foreign national must have a valid job offer from an eligible H-2A employer
  • The foreign national must intend to return to his or her home country at the expiration of the H-2A visa

Filing procedure

Generally, three things must be done before a nonimmigrant worker can begin employment.

  • Labor certification:

The first step in the H-2A visa application process is filing a labor certification application (Form ETA-9142) with the DOL. In filing this, the employer must demonstrate that qualified workers are not available in the United States and that the foreign worker’s employment will not adversely affect wages and working conditions of similarly employed U.S. workers. The state DOL will inspect worker housing. The U.S. DOL will either grant or deny the labor certification.

  • Employer’s Visa application:

The second step is petitioning United States Citizenship and Immigration Services (USCIS) for the actual H-2A visa with form I-129. If an application is approved, the USCIS will notify the consulate in the alien’s home country.

  • Employee’s Visa application with the U.S. Consulate:

Finally, the worker has to file their own visa application with the consulate in their home country. It is important to note that the employer’s petition approval does not guarantee the visa approval of the alien.

The H-2B Visa

The H-2B visa allows United States seasonal employers who anticipate a shortage of domestic workers to bring nonimmigrant foreign workers to the United States to perform non-agricultural labor or services of a temporary or seasonal nature. This visa, like many other employment visas, requires employer sponsorship. The employer must meet several requirements before actually bringing nonimmigrant workers to the United States. If the employer meets the requirements, they may bring a nonimmigrant worker into the country for a maximum of 10 months (in practice, however, the DOL has recently been imposing a 9-month limit). During that time, the nonimmigrant worker is guaranteed certain rights, which are outlined below.

Explanation of “Fiscal Year” (FY) for purposes of H-2B Cap Count

Click the following links to download H-2B Employer Resources:

Employer H-2B Visa Questionnaire

2022 H-2B Audit Compliance Requirements

Requirements for an H-2B Employer

The H-2B annual numerical cap is set at 66,000, which is split between 2 seasons:

  • October 1 (1st Half of FY)
  • April 1 (2nd Half of FY)

The fiscal year is designated by the calendar year in which it ends:

  • 1st Half of FY = October 1 to March 31 (October 1, 2019 = FY2020 [1st half])
  • 2nd Half of FY = April 1 to September 30 (April 1, 2020 = FY2020  [2nd half])

What is a "Temporary Need?"

  • The job offer must be for a temporary/seasonal position (seasonal, intermittent, peak load, one-time occurrence, etc.) in which the employer anticipates a shortage of domestic workers
  • The job must be for less than one year (usually no more than 9 or 10 months)
  • There must be no qualified and willing American workers (U.S. citizens or permanent residents/green card holders) available for the position
  • Employer must agree to pay H-2B workers and U.S. workers in H-2B positions in accordance with the U.S. Government’s Adverse Effect Wage Rate, which varies by state
  • Employer must pay inbound transportation and subsistence expenses, as well as return transportation in some cases, set by the Federal Government each year
  • Employer must reimburse workers for visa-related expenses at the U.S. Consulate in their home country, including recruiter/agent fees and consular processing visa fees. These expenses should be reimbursed within the first week of work
  • Employer must provide Workers’ Compensation Insurance
  • Employer must pay all workers the required Prevailing Wage Rate, plus overtime for hours worked over 40 hours in a week, and guarantee full-time employment, which is defined as at least 35 hours per week
  • While the employer is not required to provide housing to H-2B workers, the employer should make arrangements for housing in advance of the workers’ arrival. The workers are responsible for all housing costs and related expenses
  • Employer must withhold tax and pay all applicable state, federal and social security taxes for H-2B workers

Before employing H-2B workers, an employer must make an active effort to recruit U.S. workers. This includes placing a job order with the applicable state DOL and two newspaper advertisements in the area of intended employment, among other steps.

What is a "Temporary Need?"

The DOL defines “temporary need” as “Services where the petitioner’s need for the duties to be performed, rather than the job itself, is temporary. It is the nature of the employer’s need, not the nature of the duties, that is controlling.”
The nature of the employer’s temporary need for H-2B employment must be seasonal, peak load, intermittent, or a one-time occurrence as defined in 8 CFR 214.2(h)(6)(ii).

One-Time Occurrence
The petitioner must establish that the employer:

  • Has not employed workers to perform the services or labor in the past and that it will not need workers to perform the services or labor in the future; or
  • Has an employment situation that is otherwise permanent, but a temporary event of short duration has created the need for a temporary worker

Seasonal Need
The petitioner must establish that the services or labor are:

  • Traditionally tied to a season of the year by an event or pattern; and
  • Of a recurring nature

Peak Load Need
The petitioner must establish that:

  • The employer regularly employs permanent workers to perform the services or labor at the place of employment;
  • The employer needs to supplement its permanent staff at the place of employment on a temporary basis due to a seasonal or short-term demand; and
  • The temporary additions to staff will not become part of the petitioner’s regular operation

Intermittent Need
The petitioner must establish that it has not employed permanent or full-time workers to perform the services or labor, but occasionally or intermittently needs temporary workers to perform services or labor for short periods.

■ People

Leonard J. D'Arrigo

Member
(518) 701-2770
ldarrigo@harrisbeach.com

Brendan J. Venter

Member
(518) 701-2773
bventer@harrisbeach.com

Harris Beach and its subsidiaries provide a full range of legal and professional services for clients across New York state, as well as nationally and internationally. Harris Beach is among the country’s top law firms as ranked by The National Law Journal and is among the BTI Elite law firms based on in-depth interviews of more than 600 corporate counsel at the world’s largest and most influential companies. Our clients include Fortune 100 corporations, privately-held companies, emerging businesses, public sector entities, not-for-profit organizations and individuals. Principal industries we represent include education, energy, financial, food and beverage, health care, insurance, manufacturing, medical and life sciences, real estate developers, and state and local governments and authorities.

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Nanotechnology
Photonics
Racing and Gaming
Real Estate Developers
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Veterinary Medicine

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Insurance Coverage
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Mass Torts and Industry-Wide Litigation
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Offices throughout New York:

Albany
677 Broadway
Albany, NY 12207
518-427-9700

Buffalo
726 Exchange Street
Buffalo, NY 14210
716-200-5050

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119 East Seneca Street
Ithaca, NY 14850
607-273-6444

Long Island
333 Earle Ovington Boulevard
Uniondale, NY 11553
516-880-8484

New York City
100 Wall Street
New York, NY 10005
212-687-0100

Rochester
99 Garnsey Road
Pittsford, NY 14534
585-419-8800

Saratoga Springs
513 Broadway
Saratoga Springs, NY 12866
518-587-0551

Syracuse
333 West Washington Street
Syracuse, NY 13202
315-423-7100

White Plains
445 Hamilton Avenue
White Plains, NY 10601
914-683-1200

Offices also in:

New Haven, CT
195 Church Street
New Haven, CT 06510
203-784-3159

Newark, NJ
One Gateway Center
Newark, NJ 07102
973-848-1244

Washington, DC
800-685-1429

Attorney Advertising. Prior results do not guarantee a similar outcome.
© 2022 Harris Beach PLLC

Content current as of March 23, 2023 5:18 pm
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