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PERM: Can I bring in my babysitter?

Question: I understand that PERM applications are greatly expediting the Labor Certification process. Could you let me know if I can bring my babysitter and domestic helper into the United States under the PERM program?

Answer: Yes, it is possible under PERM. It does require a significant amount of detailed documentation to be successfully file a PERM application for a domestic helper. Employers filing applications on behalf of live-in household domestic service workers must provide the following documentation:

First, a statement describing the household living accommodations which must include the following: (i) Whether the residence is a house or apartment; (ii) The number of rooms in the residence;(iii) The number of adults and children, and ages of the children residing in the household; and (iv) That free board and a private room not shared with any other person will be provided to the alien.

Next, thee should be two copies of the employment contract, each signed and dated prior to the filing of the application by both the employer and the alien (not by their attorneys or agents). The contract must clearly state: (i) The wages to be paid on an hourly and weekly basis; (ii) Total hours of employment per week, and exact hours of daily employment; (iii) That the alien is free to leave the employer’s premises during all non-work hours except the alien may work overtime if paid for the overtime at no less than the legally required hourly rate; (iv) That the alien will reside on the employer’s premises; (v) Complete details of the duties to be performed by the alien; (vi) The total amount of any money to be advanced by the employer with details of specific items, and the terms of repayment by the alien of any such advance by the employer; (vii) That in no event may the alien be required to give more than two weeks’ notice of intent to leave the employment contracted for and the employer must give the alien at least two weeks’ notice before terminating employment; (viii) That a duplicate contract has been furnished to the alien; (ix) That a private room and board will be provided at no cost to the worker; and (x) Any other agreement or conditions not specified on the Application for Permanent Employment Certification form.

Question: Does my domestic employee have to have past experience?

Answer: Yes. There should be documentation of the alien’s paid experience in the form of statements from past or present employers setting forth the dates (month and year) employment started and ended, hours of work per day, number of days worked per week, place where the alien worked, detailed statement of duties performed on the job, equipment and appliances used, and the amount of wages paid per week or month. The total paid experience must be equal to one full year’s employment on a full-time basis.

Question: Once the PERM would be certified and approved, can I then proceed to do the final processing for my domestic helper?

Answer: Unfortunately, the answer is no. Very recently, the visa priority charts from the Department of State made the ‘other worker’ category (which includes unskilled labor) backlogged for every country around the world. The typical wait looks like it will be around three years for the visa number to become current. Thus, you could not begin final processing until that time. However, to be able to file PERM application for a household worker is a great improvement over past practices. Thus, while it is not perfect, it is a great deal better than in the past.

PERM: It is the same process to see if a candidate is not qualified for the position?

 Question: I understand that PERM applications will be able to be filed starting at the end of March. Also, I understand that there has to be pre-recruitment prior to the filing of the PERM application. My question is whether the process to see whether an applicant is qualified or not qualified for the position is the same. What must be done and what must be documented?

Answer: Prior to PERM, the applicant had to meet any and all requirements for the position. If they did not meet any requirement in particular, then they were not qualified for the position and the employer would be able to disqualify the applicant.

However, there is a new provision in the PERM requirements that do make it more difficult to show that a potential employee is disqualified for the position. Under PERM, if the potential applicant does not have each and every one of the requirements of the position, he or she cannot immediately be disqualified. The PERM regulations state that if the potential employee could be trained on the job in a reasonable amount of time that he or she cannot be disqualified and they must be considered to be eligible for the position.

Question: If they are eligible for the position, what exactly does that mean?

Answer: It means that the PERM labor certification is over and that the position cannot be certified because there are available U.S. workers for the position.

Question: What can be done to avoid this happening?

Answer: There will be several ways to try to avoid this. However, most clearly would be the attempt to make the position more difficult and to make the position so that it had more qualifications necessary. The employer would have to try to show that the potential employee could not be trained in a reasonable amount of time. While it is still somewhat early to determine what may and may not work, it would seem that if the employer was a smaller employer, that they may not have the time or resources to train a person for the position. It is entirely plausible that if a small employer has to train a new person, that by time that person is up and running that the business of the employer may be suffering. Also, the higher the qualifications needed in order to perform the positions, the harder it will be to show that they can be immediately trained or trained within a reasonable time. There should be more specificity in the job. For example, instead of stating that there should be a chef. It should state that there should be a chef with Middle Eastern or Asian experience. It should state the type of dishes necessary for the person to accurately perform the duties of the position.

While we are in new territory here, if the PERM is prepared carefully, it still appears to be a much better alternative than the old RIR Labor Certification system.

PERM: I can get my Green Card much faster!

 Question: I have heard a great deal about the new PERM program. Specifically, that it will take only 60 days or less to rule on the PERM application once it is submitted to the Department of Labor. Does this mean that I can immediately apply for a Green Card after receiving an approved Labor Certification?

Answer: The answer would be yes and no depending on your particular case. The normal procedure for a typical Labor Certification (which is what the new PERM is) would be for the employer to file what is known as the I-140 or employer petition once the Labor Certification is certified or approved. This petition is filed to the USCIS and basically would prove that the person is qualified for the position. If the visa number is available at the time the I-140 petition is filed, then the Adjustment of Status application could be filed at the same time as the I-140. In these types of cases, both subsequent applications to the labor certification could be filed at the same time and things would move very quickly. Of course, this also assumes that you are qualified to adjust your status in the United States to that of Lawful Permanent Residency.

However, in the last month, the EB-3 category for some countries has been backlogged and now has a significant wait before the visa number will become current. There are several categories that people fall under when applying for the Green Card. If the position requires less than two years experience, then it is considered unskilled labor. If the position requires more than two years experience, but does not require a college degree of at least a bachelor, then it is considered skilled labor. If the position requires a bachelor degree, but no type of higher degree, then it is considered a professional position. Thus, unskilled labor, skilled labor and professional positions all fall under the EB-3 category. If the visa number is backlogged, then you must await until the visa number becomes current in order to apply to adjust your status to that of a Lawful Permanent Resident.

Question: Which countries have backlogged EB-3 categories and how long do they have to wait?

Answer: There are three countries that are backlogged. They are China, India and the Philippines. If you happen to be from one of those countries, you must wait until the visa number becomes current in order to process the adjustment application after the visa number becomes current. At the present time, the current processing date is January 2002. Therefore, only if the priority date on the Labor Certification that you filed is on or before January 2002 will you actually be able to file the adjustment application at the present time. It does appear (although this could certainly change) that the wait for people in the EB-3 category would have to wait approximately 3 years for the visa number to be current for any new PERM application that is filed. Of course, it could be more or less depending on how fast the visa numbers are processed.

Question: What if I am from one of those countries, but my job requires a Masters or Doctorate degree?

Answer: In that case, you would not be in the EB-3 category, but rather, you would be in the EB-2 category for positions that require advanced degrees. If this were the case, there is no backlog and you would be able to file the adjustment application right away after the Labor Certification is approved.

PERM: What to do about the Prevailing Wage?

Question: I know that PERM is the new way for Labor Certifications to be done. However, I am unclear how to determine what type of wage should be paid for the position. Can you clarify?

Answer: This would be known as the prevailing wage. This is typically the same wage that someone of similar type experience in a similar type job receives. The way of doing the prevailing wage is considerably different from the previous method of doing a Labor Certification. State Workforce Agencies (SWAs) will provide prevailing wage determinations to employers, but will no longer receive or process applications as they do under the current system. Each State has its own methods, but they will send back to the requester a written confirmation of what is the prevailing wage for this type of position.

One difference is that in the past, the employer could pay 95% of the prevailing wage. Now, the employer must pay 100% of the prevailing wage.

Question: I heard that in the past, the typical surveys from the government have only two levels of wages that were paid. First, was the no experience and next was the completely experienced. There was nothing in between these levels. Is that system still in place?

Answer: No. The new regulations have realized that it is not realistic to have only 2 levels of wages. Therefore, where a governmental survey is used to determine prevailing wage, such survey shall provide at least 4 levels of wages commensurate with experience, education, and the level of supervision. Where an existing government survey has only 2 levels as do most of the actual surveys at this point, 2 intermediate levels may be created by dividing by 3 the difference between the two levels offered, adding the quotient thus obtained to the first level, and subtracting that quotient from the second level.

This certainly sounds somewhat complicated. However, let us take an example. Suppose the position is for a computer programmer and the wage for the two levels is as follows: No experience is $30,000 per year and completely experienced is $70,000 per year. Under the approach stated above, we would take the difference between the two levels ($70,000 – $30,000) which would be $40,000 and divide that amount by 3. Thus, $40,000 divided by 3 would be about $13,333. Thus, the first level would remain $30,000. The second level would now be $30,000 plus $13,333 which would be $43,333. The third level would now be $70,000 less $13,333 which would be $57,666 and the fourth level would remain the same at $70,000. Therefore, now with the same government survey, it is now possible to have four different levels of wages which is much more realistic to correlate experience with pay.

Question: What if an employer does not want to use the SWA analysis of the prevailing wage?

Answer: It is possible to submit another private wage survey. However, it has several requirements and can be quite labor intensive to determine if it satisfies what is necessary to show the prevailing wage.

Question: What if I disagree with the prevailing wage given by the SWA?

Answer: You can appeal that determination. However, that will most likely considerably delay your PERM application. Therefore, you should strongly consider going with the SWA determination of the wage if it is in the ‘ballpark’ of what the wage should be.

Question: When must the employer start paying the prevailing wage?

Answer: It would be only after the Labor Certification has been certified and the prospective employee actually has his or her lawful permanent residence.

PERM: How to advertise?

Question: I know that PERM is now going to be the way that Labor Certifications are supposed to be done. However, I am very confused on how to do the advertising. Can you please let me know what must be done?

Answer: There are very specific rules for advertising. However, there are also requirements that are somewhat specific to the organization. First, notice of the job must be posted at the employer’s facility or location of the employment. The notice must be posted for at least 10 consecutive business days. The notice must be clearly visible and unobstructed while posted and must be posted in conspicuous places where the employer’s U.S. workers can readily read the posted notice on their way to or from their place of employment. Appropriate locations for posting notices of the job opportunity include locations in the immediate vicinity of where other required work documents are necessary to be posted.

Question: Other than the Job Posting is there other types of advertising the employer must do in their place of employment.

Answer: Yes. In addition to the Job Posting, the employer must publish the notice in any and all in-house media, whether electronic or printed, in accordance with the normal procedures used for the recruitment of similar positions in the employer’s organization. The documentation requirement may be satisfied by providing a copy of the posted notice and stating where it was posted and by providing copies of all the in-house media, whether electronic or print, that were used to distribute notice of the application in accordance with the procedures used for similar positions within the employer’s organization.

Thus, whatever the normal in-house procedures have been used for non PERM employees must be used for the prospective PERM employee.

Question: What other type of advertising must be done?

Answer: Each PERM application must be done through what is known as pre-filing recruitment. Therefore, the advertising must be done prior to the PERM being filed with the Department of Labor. There are two basic categories of advertising that must be done. First, is for the ‘Professional’ and the second is for the ‘Nonprofessional’. The Department of Labor defines a Professional as a position that requires at least a college degree.

The pre-advertising must be done no more than six months prior to the filing of the PERM application and at least 30 days. There must be two print-ads and one Job Order. A Job Order is placed with the State Workforce Agency or SWA. The start and end dates of the job order entered on the application serves as documentation that this step was done.

The advertisements must be in a newspaper or professional journals (if it is a Professional job.) The advertisement must be placed on two different Sundays in the newspaper of general circulation in the area of intended employment most appropriate to the occupation and the workers likely to apply for the job opportunity and most likely to bring responses from able, willing, qualified, and available U.S. workers.

Question: What exactly must be in the advertisement?

Answer: The advertisement must (1) name the employer; (2) Direct applicants to report or send resumes, as appropriate for the occupation, to the employer; (3) Provide a description of the vacancy specific enough to apprise the U.S. workers of the job opportunity for which certification is sought; 4) Indicate the geographic area of employment with enough specificity to apprise applicants of any travel requirements and where applicants will likely have to reside to perform the job opportunity; (5) Not contain a wage rate lower than the prevailing wage rate; (6) Not contain any job requirements or duties which exceed the job requirements or duties listed on the ETA Form 9089; and (7) Not contain wages or terms and conditions of employment that are less favorable than those offered to the alien.

Question: Must a professional advertise in the papers and a professional journal?

Answer: No. If the job requires an advanced degree and experience and a Professional Journal would normally be used to advertise the position, then one of the Sunday advertisements can be substituted in with a Professional Journal advertisement.

Question: Is there anything else needed for the advertising? If it is a professional position, then there must be further recruitment steps. The employer must pick three additional recruitment steps. Only one of the three can actually be within 30 days of filing the application. The rest must be no more than 180 days of filing the application. (A) Job fairs. Recruitment at job fairs for the occupation involved in the application, which can be documented by brochures advertising the fair and newspaper advertisements in which the employer is named as a participant in the job fair; (B) Employer’s Web site. The use of the employer’s Web site as a recruitment medium can be documented by providing dated copies of pages from the site that advertise the occupation involved in the application; (C) Job search Web site other than the employer’s. The use of a job search Web site other than the employer’s can be documented by providing dated copies of pages from one or more website(s) that advertise the occupation involved in the application. Copies of web pages generated in conjunction with the newspaper advertisements of this section can serve as documentation of the use of a Web site other than the employer’s; (D) On-campus recruiting. The employer’s on-campus recruiting can be documented by providing copies of the notification issued or posted by the college’s or university’s placement office naming the employer and the date it conducted interviews for employment in the occupation; (E) Trade or professional organizations. The use of professional or trade organizations as a recruitment source can be documented by providing copies of pages of newsletters or trade journals containing advertisements for the occupation involved in the application for alien employment certification; (F) Private employment firms; (G) Employee referral program with incentives; (H) Campus placement offices. (I) Local and ethnic newspapers. The use of local and ethnic newspapers can be documented by providing a copy of the page in the newspaper that contains the employer’s advertisement and/or (J) Radio and television advertisements.

Remember, that the other outside advertising needed for a nonprofessional would simply be the two advertisements in Sunday in a paper of general circulation and the SWA 30 day Job Order.

H-1B’s and a Holiday Greeting!

Question: I have heard that there are some new H-1B laws that have come out. Can you discuss what these changes are?

Answer: Changes in Certain USCIS Fees as a result of the approval of the FY05 Omnibus Appropriations Act The H-1B and L non-immigrant provisions of the Omnibus appropriations Act reinstate the American Competitiveness and Workforce Improvement Act (ACWIA) fees first put in place after the approval of the ACWIA in 1998. The requirements under the original ACWIA sunset on October 1, 2003. This was where the employer had to pay $1,000 fee for every H-1B petition filed.

For H-1B petitioners, the new fee for petitioners who employ 25 or more Full Time Equivalent employees is $1,500. Petitioners who employ no more than 25 Full Time Equivalent employees (including any affiliate or subsidiary) may submit a reduced fee of $750. The new $1,500 and $750 fees apply to any non-exempt petitions filed with USCIS after December 8, 2004. Certain types of petitions that were previously exempt from the fees remain exempt from the new $1,500 and $750 fees.

Question: I heard there was some type of fraud fee as well. Is that true?

Answer: Yes. The Act creates a new Fraud Prevention and Detection Fee of $500 which must be paid by petitioners seeking a beneficiary’s initial grant of H-1B or L nonimmigrant classification or those petitioners seeking to change a beneficiary’s employer within those classifications. The only petitions exempt from paying this fee are those that seek to amend or extend the stay of the beneficiary. This new $500 fee applies to petitions filed with the USCIS on or after March 8, 2005.

Each of these fees is in addition to the base processing fee of $185 to file a Petition for a Nonimmigrant Worker (Form I-129) and any premium processing fees, if applicable.

Question: Are there any more H-1B’s available?

Answer: Yes. For persons with a Masters degree or higher, there is now an additional 20,000 H-1B visas.

I would personally like to extend my wishes to all the readers and their families for a Merry Christmas and a Happy New Year and a Happy Holiday Season.

As an immigration attorney, I do see families of immigrants being torn apart because of unfair and ruthless immigration laws. I will continue to fight for all of the immigrants and their families so that they can be reunited and together once more.

I thought H-1B’s were dead!

Question: I have heard that H-1B’s were all used up for this fiscal year on the very first day. I have my Masters in Business Administration and was hoping to get an H-1B. Is there anything I can do?

Answer: Actually, there have been new H-1B provisions which have been passed by both the House and the Senate. It is simply awaiting signature by the President of the United States to make it law. It was actually passed inside of an Omnibus Budget Bill.

The new H-1B laws are entitled the ‘H-1B Visa Reform Act of 2004’. Now an employer must pay $1,500 to have an H-1B petition filed. If the employer has less than 25 employees, then the employer will only be required to pay $750.00. Additionally, there is a ‘Fraud Fee’ for both H’s and L’s of $500. Apparently, there is a big concern about fraudulently filed H’s and L’s and now everybody who files such applications must pay $500 which will go to a specific unit to investigate such fraud.

Next, the prevailing wage to be paid must be 100% (not 95%) of what is normal for the industry. However, the law now mandates that instead of the currently listed two tier wage for experience, there should be a four tier level of experience to determine the wage.

The Department of Labor will be able to conduct and initiate investigations into what it believes are employers violating the H-1B provisions.

In regards to your situation, now people who earn Master’s or higher degree from a U.S. institution are now exempt from the H-1B cap. There is a limitation of 20,000 per year for this exemption. Thus, assuming this is signed into law, it would help you for the next fiscal year. This is certainly a step in the right direction.

Question: There are certainly a lot of fees that have been added. Where are all of those fees going to go?

Answer: The distribution of money will be as follows: Job training- from 55% to 50%; Scholarship program- from 22% to 30%; National Science Foundation grant program for K-12 Math. Science and Technology education- from 15% to 10%; DHS processing from 4% to 5% and DOL processing maintained at 5%. The scholarships for computer science or other technology or science programs are increased from $3,125 to $10,000.

The most important provisions changing the H-1B program seem to be the exemption of persons with Master’s and higher education in the U.S. This will actually free up 20,000 more H-1B’s per year for everyone else. While this is not nearly enough, it is certainly a good start.

What is PERM?

Question: I am planning on filing a Labor Certification and have heard about a PERM program. Can you shed some light on what this is?

Answer: Actually, the PERM program is going to be a much faster route for the Labor Certification. However, it is not yet here. But, there has been some guidance from top government officials on the progress of PERM. The Department of Labor expects the regulations to be published before the end of 2004. Afterwards, they expect the regulations to take effect in 60 days. However, they have made contingency plans if the regulations do not get published by the end of 2004.

Normally, a Labor Certification goes to the State Workforce Agency (SWA) first for processing before it goes up to the federal Department of Labor. With the event of PERM, the SWA’s will be taken out of the picture and the Labor Certification will be filed directly with the Department of Labor.

Question: What is the contingency plan if the regulations are not published by the end of 2004?

Answer: In 2005, the SWA’s will send their caseload to newly made centralized federal locations. Thus, the SWA’s can still accept cases (if the regulations are not published), but will not process them. They will only send them to the determined central federal locations for processing at the federal level. The backlog centers are in Philadelphia and Dallas. These centers are made for the sole purpose to reduce the backlog of Labor Certifications around the U.S. These backlog centers are temporary and are expected to be closed within two years. The goal is to get rid of the years of backlog cases by processing them through these backlog centers. As for permanent national centers, these will be located in Atlanta and Chicago and will be operational next year. These centers are expected to handle all future incoming Labor Certification cases.

Question: If the regulations do not go into effect on January 1, 2005, what must I do with my Labor Certification?

Answer: Remember that the SWA is the State Workforce Agency and this is the agency that normally would have done initial processing on the Labor Certification (which many times would last for several years before being sent to the Department of Labor.) The SWA will still accept the case. They will time-stamp the filing, but they will not process the case. They will then send the case to one of the two new regional processing centers in Atlanta or Chicago once they are up and running. As of now, there are basically DOL Labor Certification centers all across the nation. It appears these will all be consolidated into the two national centers mentioned.

In any event, there has already been one major shipment of backlogged cases to the temporary backlog centers and it is expected that the remainder will be shipped before March of 2005. It is certainly a new day for Labor Certifications. Hopefully, the years of waiting will come to a reasonable and happy end.

New BIA Policies Admonished by ABA

Question: I appealed to the Board of Immigration Appeals (BIA). The decision took only three months and there was no analysis. I read an article of yours last week on a similar subject. Is there anything being done about the way the BIA is making there decisions?

Answer: Actually, since last week, the American Bar Association (ABA) which is the organization that all attorneys in the United States must follow, issued a scathing report on how the new regulations of how the BIA makes it decisions violates the due process of the immigrants.

The American Bar Association today called on the Board of Immigration Appeals to discard procedures it adopted in 2002 or, failing that, to adopt a series of changes in order to unclog federal court dockets and achieve justice for immigrants and their families.

The findings of the study confirm concerns that the ABA has had from the time the changes were proposed, and about which the ABA has communicated with the Department of Justice.

“This study concludes that changes billed as simple procedural matters are having a serious and sweeping effect on the administration of justice,” said ABA President Dennis W. Archer. “After reviewing it, the ABA is recommending that the Department of Justice quickly discard the procedural changes and reinstate prior procedures.”

Question: What exactly does the study represent?

Answer: Its results demonstrate that: While 1 in 4 appeals were granted before the procedural changes, just 1 in 10 are now; The rate at which BIA decisions are being appealed to the federal courts tripled from 5 percent in 2001 to 15 percent in 2002. The 2nd, 9th, 5th and 3rd circuits have been particularly hard hit by higher rates of appeals; Reducing the number of BIA members who must review each case and imposing strict time periods for decision-making, measures purportedly aimed at eliminating the backlog, have backfired. Overworked board members have insufficient time to carefully consider the facts and legal arguments of each case;

Allowing affirmance without written decision creates a clear incentive for board members to meet case processing guidelines by affirming removal orders without regard to the merits of the appeal. Board members are not required to articulate the basis for their decisions. The lack of written decisions gives courts of appeal less guidance in reviewing decisions; and massive changes in immigration law, not lack of diligence or efficiency by individual board members, played a large part in the increased backlogs between 1996 and 2002.

Question: Are there any recommendations the ABA gives to the BIA.

Answer: Yes. The suggest the following: That each case have a written decision that addresses errors raised by the appellant, the basis for determining that the case was correctly decided below, specific legal precedents on which the decision is based, and the reason that the case was assigned to a single board member; Prohibit single-member review in cases where judicial review would be foreclosed; Prohibit single-member review for reversing an order of an immigration judge to terminate proceedings or grant relief to a non-citizen; Make available reconsideration of whether or not a case was appropriately decided whenever a removal order is affirmed by a single member; Ensure that time frames sufficiently accommodate the practical impediments many respondents face in preparing briefs or finding counsel; Expand board membership, rather than reduce it; Ensure decisional independence of board; and preserve access to judicial review of immigration decisions, as the federal courts provide important oversight.

As you can see, the way the BIA has been issuing decisions and the unfairness of those procedures has now reached much farther than the immigrant. If we keep fighting, eventually, we can get these matters overturned and make them fairer for the immigrant.

Victory for Due Process Rights of Aliens

 Question: I have heard that some new case just came down as a victory for a person filing for asylum. Is that true.

Answer: Yes. For years due process rights have been stripped away from aliens. These people who come into the United States are at the mercy of the laws of the United States. Many aliens apply for asylum in order to avoid having to return to their own countries which have persecuted them. They will leave everything behind and come to the United States with nothing else than the clothes on their backs. They are desperate people who are looking for refuge.

Once they come to the United States, they have one year to apply for asylum. First, the asylum will be processed and decided by the asylum officer. If that officer denies the case, it is immediately referred or sent to the Immigration Judge. In other words, when the alien loses at the asylum officer level, he or she is immediately put into deportation (now known as removal) proceedings.

The Immigration Judge will be able to hear the case de novo. Many times an alien will attempt the first try at asylum by themselves, and then, only after they lose at the asylum officer level will they secure counsel.

If the Immigration Judge denies the case, then it can be appealed to the Board of Immigration Appeals. Lately, the Board of Immigration Appeals has been issuing summary decisions which are basically two to three lines long. These decisions many times will not give any type of reasoning as to why the decision was issued and why the alien’s case was denied.

However, the Ninth Circuit Court of Appeals has just issued a decision which not only verifies certain due process rights still available for aliens, but criticizes the Board of Immigration Appeals on this particular decision.

In this case the Court had to decide whether the Board of Immigration Appeals erred in dismissing an appeal when the petitioner (the person applying for asylum) dutifully followed all regulations and procedures pertaining to filing his Notice of Appeal, but the Board of Immigration Appeals itself deprived him of the opportunity to timely file his brief by sending the briefing schedule and transcripts of proceedings to the wrong address.

The Immigration and Naturalization Service (“INS”) contended that the Board of Immigration Appeals decision, dismissing petitioner’s appeal from the denial of asylum solely on adverse credibility grounds, should be affirmed despite the Board of Immigration Appeals failure to provide any notice and any opportunity to be heard. In other words, the Immigration Judge denied the asylum claim only and solely because he had found the alien not to be credible.

The Court ruled that because these minimal due process requirements are clear and fundamental, and petitioner was prejudiced by an adverse credibility determination unsupported by substantial evidence, that they would grant the petition. However, the path they took to grant the petition was full of statements to the Board of Immigration Appeals which indicate they were not pleased with the decision making process in this case.

In this case, the alien had timely filed an appeal to the Board of Immigration Appeals. However, he had moved subsequent to filing the Notice of Appeal. Over one year later, the Board of Immigration Appeals had sent the briefing schedule to the alien’s old address. It stated when the opening brief needed to be filed. Once the alien had received notification of the briefing schedule the date for the filing of the brief had passed. He filed an unopposed motion to the Board of Immigration Appeals to be allowed to file a late brief based upon the fact he never received the briefing schedule. The Board of Immigration Appeals denied his request and ruled that his asylum will be denied because of the inconsistent testimony which they had refused to allow him to brief in order to explain why such inconsistencies might have occurred.

The Court stated that the alien provided a credible account of persecution on political and religious grounds. The alien, Singh fled his native India after suffering persecution due to his support of religious and political rights for the Sikh minority in the Punjab province of India. He entered the United States without inspection in November of 1995 and filed an application for asylum. On September 26, 1996, the Immigration and Naturalization Service commenced deportation proceedings against him.

In his asylum application, and during seven subsequent hearings before an Immigration Judge held over the course of more than four years, Singh described his activism on behalf of the Sikh separatist movement in Punjab, including his membership in the All India Sikh Student Federation (“AISSF”) and his support of the Akali Dal Party.

At the age of nineteen, Singh became involved with the AISSF after an attack on the Sikh Golden Temple, which was believed to be the work of Indian security forces. In 1988, Singh was arrested during an AISSF rally that he organized in Jallhandar. He was held in jail for fifteen days, while being beaten and tortured by the police. He was never charged with a crime nor brought before a judge.

In January of 1992, Indian police again arrested Singh without a warrant. He was held for twenty days, beaten with a bamboo stick, punched, kicked, and threatened with death if he did not end his affiliation with the AISSF. The police told him he was arrested because of his association with Sikh militants, even though he adamantly denied any such association.

In August 1993, Singh was arrested for a third time, along with three other AISSF members, while leaving the Sikh temple in his village. He was held by the police for thirteen days, during which time he was beaten until he lost consciousness. His head was shaved, an affront to Sikh religious practice, and he was then forced to stand for hours under the hot summer sun.

In April 1995, Singh testified that he was arrested for a fourth and final time while distributing party posters and collecting party funds. This time, he was held in jail for thirty-five days, again without being charged with a crime or taken before a judge. While in jail, he was tortured, humiliated, and threatened with death if he continued to support the AISSF.

The Board of Immigration Appeals ruled that they found three inconsistencies (even though they did not let the alien explain those inconsistencies.) The Court held that adverse credibility findings are reviewed for substantial evidence. The Court went on to rule that the Board of Immigration Appeals refusal to allow Singh to file a brief explaining his allegedly inconsistent testimony violated his right to due process. They ruled that the Board of Immigration Appeals must provide a petitioner with a reasonable opportunity to offer an explanation of any perceived inconsistencies that form the basis of a denial of asylum. Denying Singh the opportunity to file a brief plainly violates this well-established due process right.

In statements which the Board was reprimanded, the Court stated that the Board, after sending the briefing schedule and transcript to an incorrect address, justified denying Singh’s motion to file a late brief by asserting that the motion was untimely. However, to comport with due process requirements, the notice afforded aliens about deportation proceedings must be reasonably calculated to reach them. The Court stated that notice mailed to an address different from the one Singh provided could not have conceivably been reasonably calculated to reach him. As Singh was not afforded notice of the deadline, the Board of Immigration Appeals reasoning that his motion was untimely is patently insufficient.

Singh’s testimony took place over the course of seven hearings spread out over four years, during some of which he was so fatigued that the hearing had to be continued “in deference to the respondent’s condition.” After reviewing Singh’s testimony alongside his explanatory brief, the Court concluded that the testimony was remarkably consistent given the circumstances. The Board of Immigration Appeals decision to the contrary was not supported by substantial evidence, and could only be a result of its refusal to entertain Singh’s brief. The Court went on further to state that the Board of Immigration Appeals own words were revealing: it considered its conclusion bolstered by he fact that Singh failed to provide “any specific and detailed arguments about the contents of his testimony and why he should be deemed a credible witness.” Because the Board of Immigration Appeals denied him the opportunity to do just that, they reversed its determination that Singh is not credible.

In its final ruling, the Court held that because the adverse credibility decision was the sole basis for the denial of asylum, substantial evidence compelled them to find that Singh is eligible for asylum. They remanded the case back to the Board of Immigration Appeals to exercise its discretion, accepting Singh’s testimony as credible, to determine whether to grant asylum.

This case is a victory for aliens insofar as it shows that their due process rights cannot simply be trampled upon and that they must be afforded some level of due process in their asylum claims.

Brian D. Lerner is an Immigration Attorney Specialist. This firm does every aspect of immigration law including family and employment based petitions, deportation defense and criminal related immigration issues, asylum, naturalization, appeals, nonimmigrant visas, immigrant visas, and all other areas of immigration law. An appointment can be made by calling (866) 495-0554 or (562) 495-0554. The Firm website is www.californiaimmigration.us.