kindle paperwhite有哪些中英文书的来源# PDA - 掌中宝
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刚刚看到这个文章，不是很清楚法案是一个想法，还没有通过呢还是要被审理。 大家
有什么想法。
We will raise the base cap of 65,000 to 110,000 (we amend the current 20,000
exemption for U.S. advanced degree holders to be a 25,000 exemption for
advanced degree graduates in science, technology, engineering, and
mathematics from U.S. Schools).
In future years, the cap can go as high as 180,000. The cap will increase/
decrease in the following way:
a. It will be based on two factors plugged into one formula known as the “
High Skilled Jobs Demand Index” (with each factor weighed at 50%):
i. The percentage by which cap-subject nonimmigrant visa petitions approved
under section 101(a)(15)(H)(i)(b) for a fiscal year exceeds/fails to meet
the cap (50%)
ii. The inverse of the percentage increase/decrease between the previous
fiscal year and the current fiscal year in the number of unemployed persons
in the “management, professional, and related occupations category” of BLS
data (50%).
b. The most the cap can increase/decrease by each year is 10,000 visas.
We prevent H-1B workers from undercutting the wages paid to American workers
by requiring employers to pay significantly higher wages for H-1B workers
than under current law (and to first advertise the jobs to American workers
at this higher wage before hiring an H-1B worker).
We will provide spouses of H-1B workers with work authorization if the
sending country of the worker provides reciprocal treatment to spouses of U.
S. workers.
We will establish a 60-day transition period for H-1B workers to change jobs.
We will provide dual intent visas for all students who come here on bachelor
’s degree programs or above.
We crack down on abusers of the H-1B system by requiring “H-1B dependent
employers” to pay significantly higher wages and fees than normal users of
the program.
If the employer has 50 or more employees, and more than 30% but less than 50
% are H-1B or L-1 employees (who do not have a green card petition pending),
the employer must pay a $5,000 fee per additional worker in either of these
two statuses.
If the employer has 50 or more employees, and more than 50% are H-1B or L-1
employees (who do not have a green card petition pending), the employer must
pay a $10,000 fee per additional worker in either of these two statuses.
We will also crack down on the use of the H-1B and L visas to outsource
American jobs by prohibiting companies whose U.S. workforce largely consists
of foreign guestworkers from obtaining additional H-1B and L visas.
In Fiscal Year 2014, companies will be banned from bringing in any
additional workers if more than 75% of their workers are H-1B or L-1
employees.
In Fiscal Year 2015, the ban applies to companies if more than 65% of their
workforce are H-1B and L-1 workers. In Fiscal Year 2016, the ban moves to 50%
We require recruiting of American workers prior to hiring an H-1B
nonimmigrant. The Secretary of Labor must establish a searchable website for
posting H1B positions. The site must be operational and online within 90
days of the passage of the new law. We require employers to post a detailed
job opening on the Department of Labor's website for at least 30 calendar
days before hiring an H1B applicant to fill that position.
We bar employers from recruiting or giving preference to H-1B or OPT workers
over American workers.
We establish significant new authorities and penalties to prevent, detect,
and deter
http://www.myvisajobs.com/Blog/post/CIR-Outline-H1B-Visa-Reform
有什么想法。
We will raise the base cap of 65,000 to 110,000 (we amend the current 20,000
exemption for U.S. advanced degree holders to be a 25,000 exemption for
advanced degree graduates in science, technology, engineering, and
mathematics from U.S. Schools).
In future years, the cap can go as high as 180,000. The cap will increase/
decrease in the following way:
a. It will be based on two factors plugged into one formula known as the “
High Skilled Jobs Demand Index” (with each factor weighed at 50%):
i. The percentage by which cap-subject nonimmigrant visa petitions approved
under section 101(a)(15)(H)(i)(b) for a fiscal year exceeds/fails to meet
the cap (50%)
ii. The inverse of the percentage increase/decrease between the previous
fiscal year and the current fiscal year in the number of unemployed persons
in the “management, professional, and related occupations category” of BLS
data (50%).
b. The most the cap can increase/decrease by each year is 10,000 visas.
We prevent H-1B workers from undercutting the wages paid to American workers
by requiring employers to pay significantly higher wages for H-1B workers
than under current law (and to first advertise the jobs to American workers
at this higher wage before hiring an H-1B worker).
We will provide spouses of H-1B workers with work authorization if the
sending country of the worker provides reciprocal treatment to spouses of U.
S. workers.
We will establish a 60-day transition period for H-1B workers to change jobs.
We will provide dual intent visas for all students who come here on bachelor
’s degree programs or above.
We crack down on abusers of the H-1B system by requiring “H-1B dependent
employers” to pay significantly higher wages and fees than normal users of
the program.
If the employer has 50 or more employees, and more than 30% but less than 50
% are H-1B or L-1 employees (who do not have a green card petition pending),
the employer must pay a $5,000 fee per additional worker in either of these
two statuses.
If the employer has 50 or more employees, and more than 50% are H-1B or L-1
employees (who do not have a green card petition pending), the employer must
pay a $10,000 fee per additional worker in either of these two statuses.
We will also crack down on the use of the H-1B and L visas to outsource
American jobs by prohibiting companies whose U.S. workforce largely consists
of foreign guestworkers from obtaining additional H-1B and L visas.
In Fiscal Year 2014, companies will be banned from bringing in any
additional workers if more than 75% of their workers are H-1B or L-1
employees.
In Fiscal Year 2015, the ban applies to companies if more than 65% of their
workforce are H-1B and L-1 workers. In Fiscal Year 2016, the ban moves to 50%
We require recruiting of American workers prior to hiring an H-1B
nonimmigrant. The Secretary of Labor must establish a searchable website for
posting H1B positions. The site must be operational and online within 90
days of the passage of the new law. We require employers to post a detailed
job opening on the Department of Labor's website for at least 30 calendar
days before hiring an H1B applicant to fill that position.
We bar employers from recruiting or giving preference to H-1B or OPT workers
over American workers.
We establish significant new authorities and penalties to prevent, detect,
and deter
http://www.myvisajobs.com/Blog/post/CIR-Outline-H1B-Visa-Reform
