PERM - Labor Certification Sample Cases

We filed an ETA 9089 Labor Certification and included a requirement of a Master’s degree. The job required no employment experience, but did require hands-on work in a university research laboratory with particular equipment. DOL denied the application, stating that training and experience requirements were in place that exceeded the employer’s true minimum requirements. We responded with an MTR/Appeal asserting that this was not an appropriate ground for denial and that no formal training was required or available in these technologies. Hands-on work in a university research laboratory does not constitute formal training, but the deficient Form ETA 9089 does not accommodate any requirements other than training and/or employment experience. DOL reopened the application. 

A year and a half later, DOL issued an Audit Notification, to which we responded in full with all the required documentation. Immediately following our response, DOL denied the application for the second time, stating that the advertisements did not mention that the "employer will accept a suitable combination of education, training or experience." (i.e., “Kellogg” language). Our response, in the form of another MTR/Appeal, included arguments of the law and the PERM FAQ’s. Given that the denial reason was clearly an error on DOL’s part, we requested the case be put into the government error queue so the case would quickly be reopened and approved. In approximately one week, DOL certified the labor application.

It is HIGHLY unusual for a PERM case to have such a convoluted history, but here is one where success came after two denials.

We filed a PERM application under EB-2 for a Physicist’s position for which no formal training was required. The job also did not require employment experience, but did require hands-on work in a university research laboratory with a particular equipment.  DOL denied the application stating essentially that the job requires training.  According to them, “hands on work” is the same as formal training.

We responded with an MTR/Appeal asserting that this was not an appropriate ground for denial and that no formal training was required or available in these technologies. We submitted that hands-on work in a university research laboratory does not constitute formal training. Upon consideration, DOL agreed with us and reopened the application.

A year and a half later, DOL issued an Audit Notification. Immediately following our response, DOL denied the application for the second time, stating (incorrectly) that the advertisements were defective due to some technical reasons. Our response, in the form of another MTR/Appeal, included a clear exposition of the law. Given that the denial reason was clearly an error on DOL’s part, we requested the case be placed into an expedited review so the case would quickly be reopened and approved. To our relief and joy, within one week DOL certified the labor application.

The sponsoring employer was a small company (less than 20 employees) that was sponsoring the brother of the president.  The Labor Certification was audited due to the familial relationship, which is a significant issue in the PERM process. We successfully responded by proving that the relationship between the president and the applicant did not influence or affect the PERM Processing.  The I-140 petition and I-485 petitions were approved, and the applicant received his permanent residency. 

We had a Labor certification case filed for an IT professional. The requirements were Bachelor's degree and 5 years of experience. We filed I-140 under EB-2 category.  After approximately 8 months, USCIS sent us an RFE saying Bachelor's plus five years would not qualify under EB2 unless the experience required is progressive in nature.  We knew that USCIS was wrong under the circumstances of the case, but an argument with the government was unnecessary because the EB-3 priority dates were then current.  In the RFE, the employer was also given an option of changing the classification to EB3. After discussion it was decided that employer will accept EB-3 classification since the priority dates for EB-3 category were current.  Then the EB3 and EB2 priority dates slipped back.

Recently when the EB-2 PD became current for our client, we applied again for an EB-2 I-140 using the same labor certification.
The I-140 approval was received along with the I-485 approval notice.