Modernizing Recruitment Requirements for the Temporary Employment of H-2B Foreign Workers in the United States, 62431-62447 [2019-24832]

Agencies

• Employment and Training Administration
• Wage and Hour Division
• DEPARTMENT OF HOMELAND SECURITY
• DEPARTMENT OF LABOR

[Federal Register Volume 84, Number 221 (Friday, November 15, 2019)]
[Rules and Regulations]
[Pages 62431-62447]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2019-24832]



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Rules and Regulations
                                                Federal Register
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under 50 titles pursuant to 44 U.S.C. 1510.

The Code of Federal Regulations is sold by the Superintendent of Documents. 

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Federal Register / Vol. 84, No. 221 / Friday, November 15, 2019 / 
Rules and Regulations

[[Page 62431]]



DEPARTMENT OF HOMELAND SECURITY

RIN 1615-AC33

DEPARTMENT OF LABOR

Employment and Training Administration

20 CFR Part 655

Wage and Hour Division

29 CFR Part 503

[DOL Docket No. ETA-2018-0003]
RIN 1205-AB91


Modernizing Recruitment Requirements for the Temporary Employment 
of H-2B Foreign Workers in the United States

AGENCY: U.S. Citizenship and Immigration Services, Department of 
Homeland Security and Employment and Training Administration and Wage 
and Hour Division, Department of Labor.

ACTION: Final rule.

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SUMMARY: The Department of Homeland Security (DHS) and the Department 
of Labor (DOL) (collectively, the Departments), are jointly issuing 
this final rule to amend the regulations governing DOL's certification 
of nonagricultural labor or services to be performed by temporary 
foreign workers in H-2B nonimmigrant status (H-2B workers). Pursuant to 
Section 214(c)(1) of the Immigration and Nationality Act (INA), this 
certification serves as DHS's consultation with DOL regarding whether a 
qualified United States (U.S.) worker is available to fill the 
petitioning H-2B employer's job opportunity, and whether a foreign 
worker's employment in the job opportunity will adversely affect the 
wages or working conditions of similarly employed U.S. workers. This 
final rule modernizes and improves the labor market test that DOL uses 
to assess whether qualified U.S. workers are available by: Rescinding 
the requirement that an employer advertise its job opportunity in a 
print newspaper of general circulation in the area of intended 
employment, and expanding and enhancing DOL's electronic job registry 
to disseminate available job opportunities to the widest audience 
possible.

DATES: This final rule is effective December 16, 2019.

FOR FURTHER INFORMATION CONTACT: Regarding the Department of Homeland 
Security: Charles L. Nimick, Chief, Business and Foreign Workers 
Division, Office of Policy and Strategy, U.S. Citizenship and 
Immigration Services, Department of Homeland Security, 20 Massachusetts 
Ave NW, Suite 1100, Washington, DC 20529-2120, telephone (202) 272-8377 
(not a toll-free call). Regarding the Department of Labor: Thomas M. 
Dowd, Deputy Assistant Secretary, Employment and Training 
Administration, Department of Labor, Box #12-200, 200 Constitution Ave 
NW, Washington, DC 20210, telephone (202) 513-7350 (this is not a toll-
free number). Regarding 29 CFR part 503: Mary Ziegler, Director, 
Division of Regulations, Legislation, and Interpretation, Wage and Hour 
Division, Department of Labor, 200 Constitution Avenue NW, Room S-3510, 
Washington, DC 20210; telephone (202) 693-0071 (this is not a toll-free 
number).
    Individuals with hearing or speech impairments may access the 
telephone numbers above via TTY by calling the toll-free Federal 
Information Relay Service at 1-877-889-5627 (TTY/TDD).

SUPPLEMENTARY INFORMATION: 

I. Executive Summary

A. Statutory and Regulatory Background

    The Immigration and Nationality Act (INA), as amended by the 
Immigration Reform and Control Act of 1986 (IRCA), establishes the H-2B 
nonimmigrant visa classification for a nonagricultural temporary worker 
``having a residence in a foreign country which he has no intention of 
abandoning who is coming temporarily to the United States to perform . 
. . temporary [nonagricultural] service or labor if unemployed persons 
capable of performing such service or labor cannot be found in this 
country.'' INA section 101(a)(15)(H)(ii)(b), 8 U.S.C. 
1101(a)(15)(H)(ii)(b). Employers must petition DHS for classification 
of prospective temporary workers as H-2B nonimmigrants. INA section 
214(c)(1), 8 U.S.C. 1184(c)(1). DHS must approve this petition before a 
beneficiary may be considered eligible for an H-2B visa. Finally, the 
INA requires that ``[t]he question of importing any alien as [an H-2B] 
nonimmigrant . . . in any specific case or specific cases shall be 
determined by [DHS],\1\ after consultation with appropriate agencies of 
the Government.'' Id.
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    \1\ As of March 1, 2003, in accordance with section 1517 of 
Title XV of the Homeland Security Act of 2002 (HSA), Public Law 107-
296, 116 Stat. 2135, any reference to the Attorney General in a 
provision of the Immigration and Nationality Act describing 
functions which were transferred from the Attorney General or other 
Department of Justice official to the DHS by the HSA ``shall be 
deemed to refer to the Secretary'' of Homeland Security. See 6 
U.S.C. 557 (2003) (codifying HSA, Title XV, sec. 1517); 6 U.S.C. 542 
note; 8 U.S.C. 1551 note.
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    DHS regulations provide that an H-2B petition for temporary 
employment in the United States must be accompanied by an approved 
temporary labor certification (TLC) from DOL issued pursuant to 
regulations established at 20 CFR part 655. See 8 CFR 
214.2(h)(6)(iii)(A), (C)-(E), (h)(6)(iv)(A); see also INA section 
103(a)(6), 8 U.S.C. 1103(a)(6), INA section 214(c)(1), 8 U.S.C. 
1184(c)(1). The TLC serves as DHS's consultation with DOL regarding 
whether: (i) A qualified U.S. worker is available to fill the 
petitioning H-2B employer's job opportunity, and (ii) whether a foreign 
worker's employment in the job opportunity will adversely affect the 
wages or working conditions of similarly employed U.S. workers. See INA 
section 214(c)(1), 8 U.S.C. 1184(c)(1); 8 CFR 214.2(h)(6)(iii)(A) and 
(D).
    Through the application process set forth in these regulations, DOL 
acquires the information necessary to make these factual 
determinations, including whether there are sufficient qualified U.S. 
workers available to perform the nonagricultural labor or services for 
which an employer seeks H-2B certification. 20 CFR 655.1. To that end, 
the regulations require an employer seeking H-2B temporary labor 
certification to test the labor market by recruiting U.S. workers for 
the position(s) in which it intends to employ H-2B workers. See, e.g., 
20 CFR 655.16, 655.40 through 655.46. The

[[Page 62432]]

outcome of this labor market test forms the basis of DOL's 
determination, through consultation with DHS before DHS makes the final 
determination on an H-2B petition, as to whether there are sufficient 
qualified U.S. workers available to fill the employer's job 
opportunity.
    The INA also authorizes DHS to impose appropriate remedies against 
an employer for a substantial failure to meet the terms and conditions 
of employing an H-2B nonimmigrant worker, or for a willful 
misrepresentation of a material fact in a petition for an H-2B 
nonimmigrant worker. INA section 214(c)(14)(A), 8 U.S.C. 
1184(c)(14)(A). The INA expressly authorizes DHS to delegate certain 
enforcement authority to DOL. INA section 214(c)(14)(B), 8 U.S.C. 
1184(c)(14)(B); see also INA section 103(a)(6), 8 U.S.C. 1103(a)(6). 
DHS has delegated its authority pursuant to INA section 214(c)(14)(B), 
8 U.S.C. 1184(c)(14)(B) and INA section 103(a)(6), 1103(a)(6), to DOL. 
See DHS, Delegation of Authority to DOL under Section 214(c)(14)(A) of 
the Immigration and Nationality Act (Jan. 16, 2009); INA section 
103(a)(6), 8 U.S.C. 1103(a)(6); 8 CFR 214.2(h)(6)(ix) (stating that DOL 
may investigate employers to enforce compliance with the conditions of, 
among other things, an H-2B petition and a DOL-approved TLC). Within 
DOL, this enforcement authority has been delegated to the Wage and Hour 
Division (WHD), and is governed by regulations at 29 CFR part 503.

B. Current Recruitment Requirements

    Under the regulations currently in effect, an employer seeking H-2B 
workers generally initiates the temporary labor certification process 
by filing the following with DOL: (1) An Application for Temporary 
Employment Certification, Form ETA-9142B (H-2B application) and (2) a 
copy of the job order submitted concurrently to the State Workforce 
Agency (SWA) serving the area of intended employment; and other 
documentation supporting the H-2B application. 20 CFR 655.15(a). Absent 
limited exceptions, an employer must file a completed H-2B application 
no more than 90 days, but no fewer than 75 days, before it seeks to 
employ H-2B workers. 20 CFR 655.15(b).
    An Office of Foreign Labor Certification (OFLC) Certifying Officer 
(CO) will review the H-2B application and job order for compliance with 
program requirements. 20 CFR 655.30. The SWA concurrently reviews the 
job order to confirm that the employer's job opportunity complies with 
applicable requirements and notifies the CO of any deficiencies within 
6 business days of receipt of the job order. 20 CFR 655.16(b). If the 
H-2B application and job order meet all applicable requirements, the CO 
will issue a Notice of Acceptance (NOA) within 7 business days from the 
date the H-2B application was received. 20 CFR 655.33. The NOA 
authorizes the next step in the temporary labor certification process--
the recruitment of U.S. workers--and specifies a date on which the 
employer must provide an initial written report of its recruitment 
efforts. See 20 CFR 655.33(b).
    The NOA directs the SWA to place the job order into intrastate 
clearance and circulate a copy of the job order to other states listed 
as anticipated worksites and designated by the CO for interstate 
clearance, where the job orders must remain active until 21 days before 
the date of need as set forth in 20 CFR 655.40(c). Id. Where the 
occupation or industry is traditionally or customarily unionized, the 
NOA instructs the SWA to circulate a copy of the job order to the 
central office of the State Federation of Labor and the office(s) of 
local union(s) representing employees in the same or a substantially 
equivalent job classification in the geographic area(s) where work will 
be performed. Id. Additionally, the NOA specifies the recruitment steps 
that the employer must conduct, within 14 calendar days from the date 
the NOA is issued, to complete the labor market test, unless the CO 
instructs otherwise. Id. Upon receipt of the employer's initial 
recruitment report, the CO will make a final determination whether to 
grant, partially grant, or deny the employer's H-2B application, based 
on the criteria for certification set forth in 20 CFR 655.50-655.51.
    Sections 655.40 through 655.48 outline the recruitment standards 
and procedures that the CO may order an employer to conduct. Under 
these regulations, an employer is generally required to: (1) Place two 
print advertisements in a newspaper of general circulation serving the 
area of intended employment, see 20 CFR 655.42; (2) contact U.S. 
workers the employer employed in the previous year to solicit their 
return, see 20 CFR 655.43; and (3) contact the bargaining unit, if one 
exists, to seek referrals of U.S. workers, or if a bargaining unit does 
not exist, post notice of the job opportunity at the place(s) of 
employment for at least 15 consecutive business days, see 20 CFR 
655.45. If relevant to the occupation and area of intended employment, 
the CO may also direct the employer to provide written notice of the 
job opportunity to a community-based organization, as provided in 20 
CFR 655.45(c). Both print newspaper advertisements and the notice of 
posting at the place(s) of employment must meet the minimum content 
requirements set forth in 20 CFR 655.41, and an employer must maintain 
documentation of all advertising and recruitment efforts in the event 
of an audit or other review, as required by 20 CFR 655.56.
    Finally, the CO may direct an employer to conduct additional 
recruitment where the CO determines there is a likelihood that 
qualified U.S. workers will be available to fill the employer's job 
opportunity. 20 CFR 655.46(a). The regulation provides the CO with 
flexibility to select the appropriate methods of recruitment on a case-
by-case basis to ensure an adequate test of the labor market and that 
U.S. workers are apprised of available job opportunities. 20 CFR 
655.46(b) leaves to the CO's discretion the precise nature of the 
additional recruitment an employer may need to conduct, and provides a 
non-exclusive list of advertising options. The flexibilities contained 
in this regulatory provision permit the CO to keep pace with labor 
market trends and changes in technology that may affect how information 
about job opportunities is disseminated and how many U.S. workers 
search for and find jobs. Equally important, when assessing the 
appropriateness of a particular recruitment method, the CO considers 
all options at his or her disposal, including relying on the SWA's 
experience and expertise with local labor markets, and where 
appropriate, selects the appropriate methods of recruitment on a case-
by-case basis.

C. Summary of Proposed Changes to the Recruitment Requirements and the 
Changes Adopted in This Final Rule

    On November 9, 2018, the Departments issued a notice of proposed 
rulemaking (NPRM) announcing their intent to modernize the recruitment 
that an employer must conduct in conjunction with an H-2B application. 
See 83 FR 55977, 55979 (Nov. 9, 2018). Specifically, the Departments 
proposed to eliminate the general requirement that an employer 
advertise its job opportunity in a print newspaper and replace it with 
a requirement to post an electronic advertisement on a qualifying 
website. The Departments invited interested parties to submit written 
comments on all aspects of this proposal, including a variety of issues 
related to the electronic advertising requirement. The Departments 
specifically solicited comments as to

[[Page 62433]]

whether there were alternative methods of recruitment that would more 
broadly and effectively disseminate information about temporary 
nonagricultural job opportunities to U.S. workers. The Departments 
originally stated that they would accept comments through December 10, 
2018, but in response to a request for an extension, they subsequently 
extended this period through December 28, 2018. The public may review 
all comments that the Departments received in response to the NPRM in 
the Federal Docket Management System (FDMS) at https://www.regulations.gov, docket number ETA-2018-0003.
    Upon careful consideration of the comments received, the 
Departments have decided to adopt their proposal to transition to 
electronic advertising with several changes. Specifically, this final 
rule adopts the NPRM's proposal to eliminate the existing requirement 
for most employers seeking H-2B labor certification to advertise their 
job opportunities in print newspapers of general circulation in the 
area of intended employment. The Departments' transition to electronic 
advertising will not require an employer to place an electronic 
advertisement on the internet in the manner proposed in the NPRM. As 
explained in detail below, DOL will instead advertise all H-2B job 
opportunities by posting them on SeasonalJobs.dol.gov, the expanded and 
improved version of DOL's existing electronic job registry.

D. Joint Issuance of This Final Rule

    In order to effectuate DHS's requirement for DOL consultation 
pursuant to 8 U.S.C. 1184(c)(1), which is provided in the form of 
temporary labor certifications, DOL must issue regulations to structure 
procedures and standards for its issuance of labor certifications, as 
DOL has done for almost 50 years. On April 29, 2015, following a 
court's vacatur of nearly all of DOL's H-2B regulations, the 
Departments jointly promulgated an interim final rule (IFR) governing 
DOL's role in issuing temporary labor certifications and in enforcing 
the statutory and regulatory rights and obligations applicable to 
employment under the H-2B program. See Temporary Non-Agricultural 
Employment of H-2B Aliens in the United States, 80 FR 24042 (Apr. 29, 
2015) (``2015 H-2B IFR'').
    As explained in the 2015 H-2B IFR, following conflicting legal 
decisions about DOL's authority to independently issue legislative 
rules to carry out its duties for the H-2B program under the INA, the 
Departments jointly issued the 2015 H-2B IFR to ensure that there can 
be no question about the authority for and validity of the regulations 
in this area. 80 FR at 24045; see also 80 FR at 24044-47.\2\
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    \2\ The Departments' authority to jointly regulate has not been 
found invalid, and nothing otherwise precludes joint action in the 
H-2B program. While the same district court twice issued an 
injunction against DOL's unilaterally-issued H-2B rules, see Bayou 
Lawn & Landscape Servs. v. Solis, 2012 WL 12887385 (N.D. Fla. Apr. 
26, 2012) and Bayou Lawn v. Perez, 81 F. Supp. 3d 1291, 1300 (N.D. 
Fla. 2014) (Bayou II), the court has since upheld the joint rules, 
Bayou Lawn v. Johnson, 173 F. Supp. 3d 1271, 1277, 1289-91 (N.D. 
Fla. 2016) (Bayou III), noting that the primary difference between 
the enjoined 2012 rules and the 2015 rules was their joint 
promulgation. Id. at 1277 n.2.
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    Specifically, DHS's participation in the rulemaking is pursuant to 
its broad authority to issue rules in the H-2B program under 8 U.S.C. 
1103(a)(3) and 1184(a), and, as referenced above, DOL--which has the 
institutional expertise on all matters relating to the domestic labor 
market and has for decades issued temporary labor certifications and 
legislative rules governing them in the nonagricultural foreign worker 
program--is necessarily authorized to promulgate rules governing its 
issuance of temporary labor certifications pursuant to 8 U.S.C. 
1184(c). See also 8 U.S.C. 1103(a). The Departments further explained 
in the 2015 H-2B IFR that by jointly issuing that rule, ``the 
Departments affirm that [it] is fully consistent with the INA and 
implementing DHS regulations and is vital to DHS's ability to 
faithfully implement the statutory labor protections attendant to the 
program.'' 80 FR at 24045-46. Litigation on these and related matters 
is ongoing. Accordingly, notwithstanding that DOL has the authority to 
independently issue this Final Rule, DHS is joining DOL in this 
rulemaking to ensure that there can be no question about the authority 
underlying this action.

E. Severability

    To the extent that any portion of this final rule is declared 
invalid by a court, the Departments intend for all other parts of the 
final rule that are capable of operating in the absence of the specific 
portion that has been invalidated to remain in effect. Thus, even if a 
court decision invalidating a portion of this final rule results in a 
partial reversion to the current regulations or to the statutory 
language itself, the Departments intend that the rest of the final rule 
continues to operate, if at all possible, in tandem with the reverted 
provisions.

II. Revisions to 20 CFR Part 655, Subpart A

A. The Departments are Rescinding the Regulation Generally Requiring 
Employers to Place Print Newspaper Advertisements in the Area of 
Intended Employment

1. Background
    In the NPRM, the Departments proposed to revise 20 CFR 655.42 to 
replace the requirement for an employer to place print newspaper 
advertisements with a requirement to post an electronic advertisement 
on a website that is widely viewed and appropriate for use by workers 
who are likely to apply for the job opportunity in the area of intended 
employment. The Departments based this proposal on data indicating that 
print newspaper circulation continues to decline and that U.S. workers 
are increasingly turning to the internet in their job searches. The 
Departments also relied on DOL's experience in administering temporary 
and permanent labor certification programs, as well as anecdotal 
evidence received from stakeholders, who reported that advertisements 
in print newspapers were not an effective means of recruiting 
prospective U.S. workers for temporary nonagricultural job 
opportunities. In light of this data, experience, and stakeholder 
feedback, the Departments asserted that classified advertisements in 
print editions were becoming a less effective means of recruiting U.S. 
workers, and proposed to replace 20 CFR 655.42's current requirement to 
place a print newspaper advertisement with a requirement to post an 
electronic advertisement on the internet.
    Many of the H-2B employers and employer associations that submitted 
comments in response to the NPRM applauded the Departments' efforts to 
modernize the recruitment process and confirmed, based on their 
experience, print newspaper advertising is expensive and ineffective in 
attracting U.S. workers who are likely to apply for temporary 
nonagricultural job opportunities in most cases. For example, one 
commenter stated that most of the H-2B petitioner employers it 
represents ``almost never . . . receive U.S. applicants as a result of 
the print advertisements,'' and asserted, based on its experience, that 
print newspaper advertisements are not a meaningful source for 
recruiting workers for temporary nonagricultural job opportunities. 
Similarly, a commenter representing an employer stated it prefers to 
advertise electronically, on social media and online job boards,

[[Page 62434]]

because it never receives applications in response to print newspaper 
advertisements. Another commenter agreed that print advertising is 
ineffective and asserted that advertising costs are rising due to 
decreasing competition in the newspaper industry.
    Nevertheless, a number of these commenters disagreed with the 
Departments' proposal to completely eliminate print newspaper 
advertisements. Some expressed concern that the proposed rule would 
have a significant adverse impact on the newspaper industry. One of 
these commenters acknowledged online advertising would be more 
effective but expressed concern only with the financial impact of the 
proposed rule.
    One commenter associated with the newspaper industry asserted that 
the Departments' proposal to eliminate the print newspaper advertising 
requirement overlooked certain factors. This commenter stated that 
newspapers are more effective than the internet in disseminating 
information to relevant viewers. The same commenter also opined that 
many local newspapers reach a larger audience than their subscribership 
indicates because a single newspaper is read by multiple people, and 
the content in these newspapers is often available online. According to 
this commenter, the distribution and readership of a local newspaper, 
in all of its formats (print and electronic), can easily exceed the 
number of visits to a third-party job search website. Finally, this 
commenter maintained that newspapers play an essential role in placing 
electronic advertisements and noted that some newspapers use services 
that will not only post an employer's advertisement to large internet 
job boards, but also distribute the advertisements to other job search 
websites.
    A number of commenters urged that the Departments provide an 
individual employer with the option to choose whether to post two print 
newspaper advertisements in accordance with the requirement in the 
existing rule or to post an electronic advertisement in accordance with 
the requirement in the proposed rule. These commenters provided varied 
reasons to justify their request. For instance, some were concerned 
about internet accessibility issues for employers. Others were 
concerned that mandating electronic advertisements would unfairly 
exclude U.S. workers who are uncomfortable with certain technology or 
live in areas without ready access to the internet. Some pointed to the 
studies cited in the NPRM as evidence that the Departments did not 
adequately consider whether online advertisements would be effective in 
reaching the types of U.S. workers who typically work in jobs filled by 
H-2B workers. One commenter asserted that the Departments' proposal 
would violate the Equal Protection Clause of the Fourteenth Amendment 
of the United States Constitution because the Government would 
``restrict access to potential jobs'' to people who have internet 
access.
    Other commenters suggested that the Departments require employers 
to post advertisements both in print and electronic formats. Most of 
these commenters expressed general support for electronic advertising, 
but also noted that the Departments provided insufficient or incomplete 
evidence to demonstrate that electronic advertising would be any more 
effective in recruiting U.S. workers most likely to apply for temporary 
nonagricultural job opportunities. Some of these commenters expressed 
concerns that the Departments relied on information and data trends 
focusing on U.S. job seekers generally, and failed to consider more 
specific information regarding how job seekers located in rural 
communities and, more specifically, temporary nonagricultural workers 
obtain employment, as well as how employers recruit for temporary 
nonagricultural workers. These commenters cited data suggesting that 
many U.S. workers who might be interested in filling temporary 
nonagricultural job opportunities may not have reliable high speed 
internet access, which would impede U.S. workers from viewing and 
responding to advertisements for H-2B job opportunities.
    Some commenters cited Pew Research Center data suggesting that the 
internet was used in job searches much less frequently by job seekers 
possessing less than a high school education, earning less than $30,000 
per year, and residing in rural community areas, characteristics they 
asserted are often shared by workers in temporary nonagricultural 
employment.\3\ A commenter representing a newspaper industry 
association cited a recent study conducted by the Federal 
Communications Commission (FCC) indicating that nearly 40 percent of 
Americans, or approximately 24 million people, living in rural areas 
lack access to fixed broadband internet service, 30 percent of rural 
Americans lack access to mobile LTE broadband, and cellular reception 
is generally poorer in these areas. Some of these commenters urged the 
Departments to engage in additional consultation with the stakeholder 
community and State Workforce Agencies, and conduct a more formal 
assessment of internet access and usage by U.S. workers most likely to 
apply for temporary nonagricultural jobs.
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    \3\ Aaron Smith, Searching for Work in the Digital Era, Pew 
Research Center, Nov. 19, 2015, https://www.pewinternet.org/2015/11/19/searching-for-work-in-the-digital-era.
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    At times citing reasons similar to those who advocated for giving 
employers the option to use either method (for example, pointing to 
data suggesting that some workers still use print sources to search for 
jobs and may have limited access to the internet), some commenters 
generally questioned whether electronic advertisements alone would be 
effective in reaching U.S. workers interested in temporary 
nonagricultural employment. They suggested the dual requirement would 
ensure the broadest possible exposure to U.S. applicants. One commenter 
recommended leaving the print requirement in place until the new DOL 
platform discussed in the NPRM was fully operational, opining that the 
online advertising the NRPM described was unlikely to have sufficient 
oversight or consistency.
    Finally, a commenter representing a newspaper industry association 
stated that electronic advertising would be less effective in 
recruiting temporary nonagricultural workers than the currently 
required newspaper advertisements. Citing the FCC report and the Pew 
Research Center report noted above, this commenter asserted that the 
proposed rule would make it more difficult for U.S. workers to apply 
for H-2B job opportunities because such jobs attract job seekers less 
likely to search for employment online, including those with a low 
income, low level of educational attainment, minorities, and job 
seekers residing in rural areas. The commenter stated that the Pew 
Research Center data showed rural Americans are less likely to use the 
internet to search for work than suburban or urban Americans. Despite 
these concerns, this commenter supported placement of advertisements on 
online job boards operated by newspapers or websites that partner with 
newspapers, such as Careerbuilder.com and Monster.com, but urged the 
Department to require both print and online advertising.
2. Discussion
    After carefully considering the comments received, the Departments 
have decided to rescind 20 CFR 655.42. The regulations will no longer 
generally require a prospective H-2B employer to advertise its job 
opportunity in a newspaper serving the area of intended

[[Page 62435]]

employment. This decision is grounded in the Departments' determination 
that the newspaper advertisements required under this section do not 
generally contribute in a significant way to the labor market test that 
DOL administers to assess the availability of qualified U.S. workers, 
as compared to the electronic advertising as described in this rule.
    This determination is supported by the lack of data indicating 
newspaper advertisements are an effective means of recruiting U.S. 
workers for temporary nonagricultural positions. Specifically, as noted 
in the NPRM, available data indicates that U.S. workers are now much 
more likely to turn to the internet to search for work, and classified 
advertisements in print newspaper editions are becoming a less 
effective means of notifying potential applicants about available job 
opportunities. See 83 FR 55877, 55979. The data available to the 
Departments and the supportive comments reviewed in preparation of this 
final rule lead DOL to conclude that electronic advertising is a more 
effective means of reaching U.S. workers seeking temporary 
nonagricultural job opportunities, and of achieving the goals of the H-
2B labor certification program.\4\ In addition, the Departments 
considered anecdotal accounts in comments from employers and employer 
associations, who reported that the newspaper advertisements they have 
placed in connection with this requirement have yielded very few, if 
any, applications from qualified U.S. workers.
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    \4\ See Aaron Smith, Searching for Work in the Digital Era, Pew 
Research Center, Nov. 19, 2015, https://www.pewinternet.org/2015/11/19/searching-forwork-in-the-digital-era (only 32 percent of 
Americans use ``ads in print publications'' when searching for 
employment and only four percent found ads in print publications to 
be the most useful tool in obtaining their recent employment); 
Elaine C. Kamarck and Ashley Gabriele, The News Today: Trends in Old 
and New Media, The Brookings Institution (Nov. 10, 2015)(Stating 
there are now only 400 newspapers for every 100 million Americans, 
and that only 15 percent of Americans receive a daily newspaper). 
https://www.brookings.edu/research/the-news-today-7-trends-in-old-and-new-media.
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    In arriving at this determination, the Departments carefully 
considered the arguments that some commenters raised in support of 
retaining the requirement to place print newspaper advertisements. As 
explained below, however, none of these arguments contradict the 
findings discussed above that newspaper advertisements as a general 
requirement of prospective H-2B employers are a less effective means of 
recruiting U.S. workers for temporary nonagricultural positions. 
Accordingly, these arguments have not persuaded the Departments that 
the regulations must require every employer seeking H-2B workers to 
place print advertisements in order to effectively test the labor 
market for able, willing, qualified, and available U.S. workers. As is 
currently the case, to the extent DOL determines that an advertisement 
in a particular print publication is likely to reach qualified and 
available U.S. workers in specific areas or across certain populations, 
the CO retains the discretion to direct an employer to place such an 
advertisement on a case-by-case basis, under his or her authority to 
order additional positive recruitment. See 20 CFR 655.46.
    Significantly, the commenters who urged the Departments to retain a 
general print newspaper-advertising requirement did not point to data 
that showed such advertisements are effective in recruiting U.S. 
workers for temporary nonagricultural positions. Rather, these 
commenters asserted advantages of newspaper advertisements in general 
terms or pointed to their importance in certain communities, compared 
to the advantage of electronic advertisements proposed in the NPRM, 
without specifically addressing the efficacy of requiring all 
prospective H-2B employers to post newspaper advertisements when 
recruiting U.S. workers for temporary or seasonal nonagricultural job 
opportunities. For instance, some commenters cited data indicating 
certain populations and demographics are less likely to use the 
internet when searching for jobs and one commenter asserted that 
Americans in some communities are more likely to turn to community 
newspapers than the internet to obtain local news and information. 
However, the referenced non-public data only purports to show newspaper 
readership; it does not address individual job search habits, so the 
conclusion drawn is not supported by the data on which it is based and 
the Departments are unable to determine whether it offers any useful 
information with respect to this rulemaking. The arguments that 
commenters raised regarding the circulation and distribution of 
newspapers similarly do not refute the Departments' observation in the 
NPRM that job seekers rarely learn about job opportunities using print 
newspaper advertisements, nor do the assertions and anecdotes received 
in response to the NPRM. Similarly, the fact that DOL can easily verify 
whether an employer has placed a newspaper advertisement is irrelevant 
to whether the placement of such advertisements is an effective means 
of testing the labor market.
    The Departments acknowledge that the rates of internet access and 
use of the internet to search for job opportunities vary among cross-
sections of the population based on factors like age, location of 
residence, income, education level, and ethnicity. However, as noted in 
the NPRM, data indicates that the internet is an increasingly popular 
method that job seekers among all demographics use most often and find 
most reliable. For example, the Pew Research Center report cited in the 
NPRM and by the newspaper industry commenter concluded that the 
internet ``is a near-universal resource among those who have looked for 
work recently.'' \5\ The report noted that the data was ``based on the 
entire public--many of whom are retired, not in the job market, or have 
simply not had a reason to look for a job recently'' and while it is 
not possible to parse the data to determine precise rates of online job 
searching among all populations, it is clear that the internet is, by 
an increasing margin, the most widely used job search tool among job 
seekers across demographics. The Pew Research Center report ultimately 
found that when ``[n]arrowing the focus to the 34% of Americans who 
have actually looked for a new job in the last two years, fully 90% of 
these recent job seekers have ever used the internet to research jobs, 
and 84% have applied to a job online.'' \6\ Importantly, while the Pew 
Research Center data indicates rural Americans are less likely to use 
the internet to search for job opportunities than urban or suburban 
Americans, the data does not support the conclusion that rural 
Americans are more likely to use print newspapers than the internet 
when searching for job opportunities.
---------------------------------------------------------------------------

    \5\ Aaron Smith, Searching for Work in the Digital Era, Pew 
Research Center, Nov. 19, 2015, https://www.pewinternet.org/2015/11/19/1-the-internet-and-job-seeking/.
    \6\ Aaron Smith, Searching for Work in the Digital Era, Pew 
Research Center, Nov. 19, 2015, https://www.pewinternet.org/2015/11/19/searching-for-work-in-the-digital-era/.
---------------------------------------------------------------------------

    Similarly, while the Departments also acknowledge that some job 
seekers may lack reliable access to advertisements on the internet, 
such access limitations are true of advertisements in any form, and the 
Departments believe the data supports the conclusion that electronic 
advertisements are currently, and will be increasingly, accessible to 
an overwhelming majority of job seekers across a much broader 
geographic area than print advertisements. The Departments understand 
the concerns of some commenters that job seekers,

[[Page 62436]]

particularly in rural areas, are less likely to have access to reliable 
internet service. However, as noted in the FCC report cited by the 
newspaper industry association commenter, the number of Americans that 
lack access is declining, including Americans living in rural areas.\7\ 
Importantly, while the FCC report indicated a number of rural areas 
still lag behind the rest of the country in access to fixed-site, 
terrestrial broadband internet, the report also noted that the number 
of Americans with access to broadband internet is much higher when 
additionally considering sources like satellite internet service 
providers and mobile LTE.\8\ In contrast to increasing access to 
internet, the data cited in the NPRM shows that access to print 
newspapers continues to decline, there are now only 400 newspapers for 
every 100 million Americans, and only 15 percent of Americans receive a 
daily newspaper.\9\ In addition, print newspaper advertisements are 
often accessible only to persons in the areas where that newspaper is 
circulated, while electronic advertisements can reach job seekers in a 
much larger geographic area.
---------------------------------------------------------------------------

    \7\ Inquiry Concerning Deployment of Advanced Telecommunications 
Capability to All Americans in a Reasonable and Timely Fashion, GN 
Docket No. 17-199, FCC 18-10 (Feb. 2, 2018), https://docs.fcc.gov/public/attachments/FCC-18-10A1.pdf (``2018 Broadband Deployment 
Report'') (noting that between 2012 and 2016, mobile and fixed 
terrestrial broadband access was deployed to 43.4 million Americans 
and the number of Americans without mobile or fixed terrestrial 
broadband access fell from 72.1 million to 20.6 million. When taking 
into account fixed terrestrial, satellite, and mobile internet 
access, the report also notes that ``approximately 99.9 percent of 
Americans have access to one of these services, including 99.3 
percent in rural areas and nearly all Americans in urban areas.'')
    \8\ 2018 Broadband Deployment Report at 26, 87 (stating 99.9 
percent of all Americans and 99.3 percent of those in rural areas 
have access to either fixed broadband or mobile LTE, indicating 99 
percent have access to mobile LTE and 95.6 percent have access to 
broadband at speeds of 25/3 Mbps).
    \9\ See Elaine C. Kamarck and Ashley Gabriele, The News Today: 7 
Trends in Old and New Media, The Brookings Institution, Nov. 10, 
2015, https://www.brookings.edu/research/the-news-today-7-trends-in-old-and-new-media.
_____________________________________-

    The Departments agree that no single recruitment method will reach 
all job seekers and do not disagree with comments asserting that other 
forms of advertising, such as print newspaper advertisements, may be 
effective in some limited circumstances. The move to electronic 
advertisements_and to SeasonalJobs.dol.gov in particular--is simply 
one important step in the Departments' broader effort to modernize the 
H-2B program, which has for many years been hampered by the tools of 
another era. As explained further below, COs will retain their 
discretion under 20 CFR 655.46(a) to evaluate, on a case-by-case basis, 
whether additional recruitment is necessary to ensure an adequate test 
of the labor market for the employer's job opportunity. And, in some 
limited circumstances where newspaper print advertisements would be 
effective, the CO has the authority to direct such advertising.
    Moreover, as discussed in detail below, the Departments have 
decided not to adopt the proposal to replace the requirement to place 
newspaper advertisements with a requirement for an employer to post an 
electronic advertisement on the internet. Instead, DOL will post an 
electronic advertisement on an employer's behalf on 
SeasonalJobs.dol.gov, an improved and expanded version of the 
electronic job registry that DOL is required to maintain under its 
existing regulations. See 20 CFR 655.34. This addresses concerns that 
some commenters expressed regarding the effect of the proposed rule on 
those employers who have limited or no access to the internet, because 
such employers will not need to access the internet in order to 
participate in the H-2B program. Accordingly, employers who lack access 
to the internet will not need to acquire access to the internet in 
order for SeasonalJobs.dol.gov to advertise their job opportunities or 
for them to respond to any applications received from U.S. workers in 
response to these advertisements. Likewise, employers will not need to 
determine whether a particular website meets applicable regulatory 
criteria or retain evidence of this posting. Rather, DOL will use 
information that an employer provides on its job order and H-2B 
application to generate the advertisement that DOL posts on the 
employer's behalf on SeasonalJobs.dol.gov, and U.S. workers interested 
in a particular job opportunity can apply to the employer directly 
using the contact information that the employer provided to DOL.
    While the Departments are aware that the final rule may have an 
impact on members of the newspaper industry, the Departments are also 
obligated to carry out the statutory mandate in a manner that ensures 
the methods and locations in which employers conduct positive 
recruitment are effective. As a general requirement for all employers, 
the Departments have determined that newspaper advertisements do not 
generally contribute in a significant way to the labor market test, 
which must be carried out by prospective employers to determine the 
availability of able, willing, and qualified U.S. workers. Therefore, 
the impact the newspaper industry experiences as a result of this final 
rule, to the extent that it is relevant at all, is outweighed by the 
Departments' needs to more effectively carry out the statutory mandate 
to ensure an adequate test of the U.S. labor market.
    The relevant question is whether this requirement is an effective 
component of the labor market test that DOL conducts in connection with 
an H-2B application. Given the absence of evidence suggesting print 
newspaper advertisements are comparably effective in recruiting U.S. 
workers for temporary or seasonal nonagricultural job opportunities, 
the Departments have decided not to continue requiring most employers 
seeking an H-2B labor certification to place print newspaper 
advertisements. Accordingly, DOL is rescinding 20 CFR 655.42, the 
regulation that generally requires employers to place such 
advertisements.

B. Instead of Requiring a Prospective H-2B Employer To Post Its Own 
Electronic Advertisement, as Originally Proposed, DOL Will Advertise 
the Employer's Job Opportunity on SeasonalJobs.dol.gov, an Improved and 
Expanded Version of the DOL's Electronic Job Registry

1. Background
    In the NPRM, the Departments proposed to amend 20 CFR 655.42 to 
require that an employer post an advertisement on a website meeting 
certain criteria, namely a website that is widely viewed and 
appropriate for use by workers who are likely to apply for the job 
opportunity in the area of intended employment. The Departments 
suggested that such job search websites might include those that 
specialize in advertising job opportunities for the specific industry 
or occupation, and other classified advertisement websites with 
sections focused on local jobs. The Departments requested comments on 
whether they should establish additional qualifying criteria (e.g., 
minimum number of unique visitors per month) or more specifically 
define the types of websites that an employer may use.
    Under the Departments' proposed revision to 20 CFR 655.42, an 
employer's advertisement would need to be clearly visible on the 
website's homepage or easily retrievable using the search tools on the 
website, posted for a period of no less than 14 consecutive calendar 
days, and publicly accessible to U.S. workers at no cost using the 
latest browser technologies and mobile devices. The proposed rule also 
required employers to use commonly-

[[Page 62437]]

understood terms and keywords to describe their job opportunities, so 
that U.S. workers likely to apply could easily retrieve advertisements 
using the website's search function. Moreover, in an attempt to ensure 
the advertisement would be readily available to U.S. workers at no 
cost, the proposed rule prohibited employers from placing it on a 
website that required U.S. workers to establish personal accounts or 
make payments of any kind to view the advertisement. For the same 
reason, the proposed rule also required the website to be functionally 
compatible with the latest commercial web browser platforms and easily 
viewable on mobile smartphones and similar portable devices. To ensure 
employers retained the documentation necessary to demonstrate their 
compliance with these requirements, the proposed rule required 
employers to print and retain screen shots of the web pages on which 
their advertisements appeared, as well as screen shots of the web pages 
establishing the path used to access their advertisements.
    Separately, in the NPRM, the Departments provided notice that DOL 
was evaluating the development of a centralized online platform to 
automate the advertising of H-2B job opportunities in order to assist 
employers in complying with the proposed electronic advertising 
requirement. Specifically, DOL envisioned that this electronic 
advertising platform would maintain a standard set of data on each job 
opportunity for integration with a wide array of job search website 
technologies. As envisioned in the NPRM, employers who elected to use 
this electronic advertising platform would consent to have DOL transmit 
information about their H-2B job opportunities to companies offering to 
provide advertising services. These companies would, in turn, advertise 
the employers' job opportunities on their respective job search 
websites.
2. Discussion
    The Departments received comments both in support and in opposition 
to the proposal to replace the print newspaper-advertising requirement 
in 20 CFR 655.42 with a requirement to post an electronic advertisement 
on the internet. Some commenters fully supported the Departments' 
proposed transition to electronic advertising, agreed it was a 
necessary modernization of the H-2B program, and expressed a belief 
that online advertisements would permit employers to recruit labor more 
quickly and reliably than print newspaper advertisements.
    However, the Departments also received a number of comments that 
raised significant concerns with various aspects of the proposal. For 
instance, some commenters cited data indicating people in rural 
communities are less likely to have reliable high-speed internet access 
than those in urban areas, which could impede employers' ability to 
post--and U.S. workers' ability to view--electronic advertisements. 
These commenters raised concerns that workers in particular demographic 
groups, such as lower income workers or workers with low levels of 
education, are less likely to use the internet to search for job 
opportunities. Other commenters raised significant issues with the 
proposed criteria for websites, the minimum required duration of the 
posting, and the documentation that employers would be required to 
retain to establish compliance.
    After considering these comments, the Departments continue to 
believe that electronic advertising is an effective medium through 
which to reach U.S. workers. However, upon further consideration of how 
an electronic posting requirement can be effective in testing the U.S. 
labor market, how it can be effectively administered and enforced, and 
by whom, the Departments have decided to rescind, rather than revise, 
the advertising requirement in 20 CFR 655.42. Instead, the Departments 
have decided that DOL will carry out the electronic advertising itself 
by posting H-2B job opportunities on SeasonalJobs.dol.gov, an improved 
and expanded version of the electronic job registry that DOL is 
required to maintain under its existing regulations. See 20 CFR 655.34. 
To accomplish this, in addition to placing copies of all approved H-2B 
job orders on its publicly accessible electronic job registry, 20 CFR 
655.34, DOL will continue to enhance the functional capabilities of the 
registry so that it also serves as a job search website that broadly 
advertises and disseminates H-2B job opportunities to U.S. workers. As 
discussed in detail below, the Departments believe this approach 
strikes an appropriate balance between addressing the concerns that 
stakeholders have raised with the proposed electronic advertising 
requirement and realizing the Departments' goal of modernizing and 
improving the labor market test conducted in connection with an H-2B 
application.
    Having DOL facilitate the electronic advertising of H-2B job 
opportunities will have several salutary effects. First, it addresses 
concerns raised in public comments regarding the effect that this rule 
will have on employers who lack internet access and/or who have 
religious objections to using the internet. The employer will not need 
internet access to advertise job opportunities because DOL will be 
placing advertisements on SeasonalJobs.dol.gov on behalf of all 
employers using the information that employers provide to DOL in their 
H-2B applications. U.S. workers interested in a particular job 
opportunity can apply by directly contacting the employer, using the 
contact information--regardless of whether that is an email or physical 
address--that the employer provided to DOL. Second, it eliminates the 
need to establish regulatory criteria for the websites on which 
employers may place advertisements or the documentation employers must 
retain to establish compliance with those criteria. It also reduces 
burden on prospective H-2B employers--who historically have been the 
parties tasked with placing advertisements--by effectively transferring 
the responsibility (and cost) for this activity from prospective H-2B 
employers to DOL. Finally, and most importantly, it strengthens the 
integrity and efficiency of the labor market test that is conducted in 
connection with an H-2B application by leveraging the latest job search 
technologies to more broadly disseminate information about H-2B job 
opportunities through a centralized website. The enhancements that DOL 
is making to its electronic H-2B job registry, as well as each of these 
salutary effects, are discussed in further detail below.
(a) DOL Will Improve and Expand Its Electronic H-2B Job Registry 
Instead of Creating a Separate DOL-Assisted Advertising Platform
    As previously mentioned, after considering the comments received in 
response to the NPRM, the Departments have decided that the best 
approach is for DOL to assume the responsibility for posting an 
electronic advertisement through its own website. Accordingly, this 
final rule provides notice that DOL intends to continue to improve and 
enhance the electronic job registry that it maintains under its 
existing regulations. See 20 CFR 655.34 (generally requiring the CO to 
place a copy of an employer's job order on an electronic job registry 
once the employer's H-2B application has been accepted for processing, 
and generally requiring that this job order remain posted on the 
electronic job registry until 21 calendar days before the certified 
start date of work).

[[Page 62438]]

    DOL initially implemented the job registry to accommodate the 
posting of H-2A job orders for two reasons. See 75 FR 6884, 6927 (Feb. 
12, 2010) (2010 H-2A Final Rule). One was to promote public disclosure 
and transparency and the other was to have an additional tool through 
which U.S. workers and other intermediaries providing services to 
agricultural employers could more easily identify available job 
opportunities. DOL later expanded use of the job registry to include H-
2B job orders to disseminate temporary nonagricultural job 
opportunities to the widest audience possible. See 80 FR at 24074. DOL 
has used the same technology platform to host its electronic job 
registry--the iCERT Visa Portal System (iCERT System)--since July 2010, 
shortly after Sec.  655.144 as promulgated in its 2010 H-2A Final Rule 
went into effect.
    Under the current H-2B program, once an employer's application has 
been accepted for processing, the CO will redact any confidential 
information on the employer's job order and upload a redacted image of 
the job order onto the iCERT System, where it will generally remain 
posted until 21 calendar days before the certified start date of work. 
See 20 CFR 655.40(c). At the conclusion of this period, the CO will 
change the job order to inactive status, so that the information on the 
job order will still be available for public research and access. The 
iCERT System currently allows the public to search and retrieve H-2B 
job orders using several common data points--including the H-2B 
application number, employer name, area of intended employment, work 
contract period, and job title. Stakeholder feedback suggests that many 
stakeholders value the transparency of a publicly available job 
registry and consistently use the current job registry to locate H-2B 
job orders.
    Currently, however, the technology supporting the job registry is 
more than 10 years old, lacks compatibility with the latest mobile 
devices, and provides limited search options for the public to retrieve 
H-2B job orders. It also serves as a static repository of H-2B job 
orders and lacks functionality that can facilitate the dissemination of 
these job opportunities to the widest audience. Finally, the manual 
process of scanning, redacting, and uploading scanned images of job 
orders increases the risk of error, incomplete information, and delays 
in posting, especially during the winter months when employers are 
filing large numbers of applications for the upcoming spring and summer 
seasons.
    To address these limitations and expand U.S. worker awareness and 
access to temporary and seasonal job opportunities, DOL is in the 
process of transitioning its electronic job registry to a new platform, 
SeasonalJobs.dol.gov, and it plans to decommission the public job 
registry on the iCERT System in the fall of 2019.\10\ 
SeasonalJobs.dol.gov is a mobile-friendly website that leverages the 
latest technologies to automate the electronic advertising of H-2B job 
opportunities and ensures copies of H-2B job orders are promptly 
available for public examination.
---------------------------------------------------------------------------

    \10\ DOL first announced that it would be launching 
SeasonalJobs.dol.gov on December 21, 2018. See https://www.dol.gov/newsroom/releases/eta/eta20181221.
_____________________________________-

    SeasonalJobs.dol.gov is currently operational. Once a CO has 
accepted an employer's H-2B application for further processing, DOL 
posts a brief description of the employer's job opportunity on 
SeasonalJobs.dol.gov that includes a link to a full copy of the 
employer's job order. The employer's job opportunity appears on the 
website in a concise and easy-to-read format, using information that 
the employer reports to DOL on its H-2B application and job order. 
While currently functional, DOL continues to enhance the functionality 
of SeasonalJobs.dol.gov to make information about H-2B job 
opportunities more accessible to U.S. workers. For instance, the search 
options available in the iCERT System are limited to job title, 
employer name, job order posting date, and the state where work will be 
performed. Users will be able to create and save customizable job 
search profiles and request email notifications informing them when DOL 
posts positions that match their search criteria. In addition, a 
geolocation Application Programming Interface will connect a user's 
current geographic location (when available) to the website's automated 
search tool, so that search results favor job opportunities near the 
user's current location. Location history will also help DOL identify 
how many users are searching for work in certain areas of the country 
and more effectively steer H-2B job opportunities to groups of job 
seekers located in certain regional areas and/or seeking different 
types of temporary nonagricultural work.
    In addition, SeasonalJobs.dol.gov will make information about H-2B 
job opportunities more accessible to U.S. workers with limited English 
proficiency by posting the jobs in a format that allows language 
translation services to access and translate both the general web 
content on SeasonalJobs.dol.gov and specific terms and conditions of 
the job opportunities presented on job orders through the site. It will 
also facilitate broader dissemination of available job opportunities by 
making a standard set of job data available to third-party job search 
websites, which will allow job search websites to execute web-scraping 
protocols that extract new H-2B job opportunities from 
SeasonalJobs.dol.gov and index them for advertising to U.S. workers. In 
fact, Jobs on Google and LinkedIn job search features index the H-2B 
job opportunities currently advertised on SeasonalJobs.dol.gov, and DOL 
is evaluating additional integrations with other commonly used job 
search and social media websites to cast as wide a net as possible to 
help Americans find jobs. Finally, DOL will be further enhancing the 
RSS feed capability to allow interested U.S. workers and stakeholders 
to tailor notifications of relevant job opportunities.
    The Departments believe that the enhancements DOL has and will 
continue to make to the electronic job registry will improve the 
existing labor market test and resolve many of the concerns that 
commenters raised in response to the NPRM.
    This approach is also consistent with suggestions that the 
Departments received from commenters who urged DOL to either allow 
postings on its electronic job registry to fulfill the proposed 
electronic advertisement requirement or to implement a DOL-assisted 
electronic advertising platform. In fact, most of these comments 
expressed support for a DOL-administered-advertising platform, noting 
it would reduce regulatory burdens on employers, assist employers in 
complying with advertising requirements, and enhance U.S. worker access 
to employers' job opportunities in a centralized location and 
standardized format. A labor union commenting on the proposal urged DOL 
to ensure that the platform would be compatible with smart phone 
technology, and that the platform provide notice of job opportunities 
to unions and worker advocacy organizations. It also urged the 
Departments to permit those organizations time to review the 
advertisements and provide input to DOL regarding the appropriateness 
of the occupational classification and designated prevailing wage. In 
contrast, one commenter believed it would be unnecessary for DOL to 
create a new or updated platform because it could use commercial 
applicant tracking systems

[[Page 62439]]

that post advertisements to all of the major online job boards and 
permit applicants to complete applications at any time from any device.
    The Departments have considered these comments, and while the 
Departments have decided not to go forward with the DOL-assisted 
advertising platform that was proposed in the NPRM, they anticipate 
that stakeholders will be pleased with the improvements DOL has--and 
continues--to make to the electronic job registry. DOL has administered 
this electronic job registry in some form for nearly a decade. 
Accordingly, employers have been and continue to be on notice that, as 
a condition of participating in the H-2B program, the CO will place a 
copy of their approved H-2B job order on an electronic job registry. As 
explained above, DOL created this job registry to promote greater 
public awareness of and access to H-2A and H-2B job opportunities. The 
enhancements DOL has made and continues to make to 
SeasonalJobs.dol.gov, including the capability for third-party websites 
to extract H-2B job opportunities for broader advertising, are designed 
to further this goal and increase the likelihood that U.S. workers 
interested in temporary nonagricultural opportunities, as well as 
intermediaries providing services to those workers, receive timely 
notice of H-2B job opportunities.
    Because the Departments are not implementing a separate DOL-
assisted advertising platform, but rather enhancing the electronic job 
registry that DOL is currently required to maintain, the Departments 
have decided that U.S. workers will be best served if DOL implements 
these enhancements as soon as practicable. Nevertheless, the 
Departments value all suggestions and ideas to improve the 
functionality of SeasonalJobs.dol.gov and invites public input on 
changes that DOL can make to attract U.S. workers who are likely to 
apply for seasonal or temporary nonagricultural jobs. To facilitate 
public input, DOL has made the site easily accessible and included a 
specific function to collect stakeholder feedback and questions. DOL 
will also continue--as is its practice--to solicit and incorporate 
informal feedback from program users and other stakeholders in the 
course of outreach and technical assistance activities (including DOL-
hosted stakeholder meetings and webinars) and at conferences, forums, 
and events hosted by interested stakeholders.
    The Departments have also considered issues that several commenters 
raised regarding technical difficulties with DOL's existing job 
registry and the iCERT System, and agree that it is critical for 
SeasonalJobs.dol.gov to function effectively and reliably. Although 
this is a goal of the Departments independent of public comments in 
response to the NPRM, the above-referenced steps that DOL is taking to 
meet this goal should address and allay the concerns of the stakeholder 
community.
(b) Posting H-2B Job Opportunities on SeasonalJobs.dol.gov Will Reduce 
Regulatory Burden and Address Concerns About the Proposed Criteria for 
Employer-Posted Electronic Advertisements
    The Departments received numerous comments addressing electronic 
advertisements, the criteria that would apply to these advertisements, 
and the documentation that an employer would be required to maintain. 
Many commenters generally agreed with the Departments' proposal to 
transition to electronic advertising, but a number of commenters urged 
the Departments to modify the proposal in various ways. For example, 
several commenters expressed concern that the proposed rule did not 
accommodate employers who had limited or no access to the internet, and 
they urged the Departments to provide employers the option of posting 
an electronic advertisement or print newspaper advertisements.
    The Departments also received many comments suggesting that the 
standard they proposed to define the websites on which an employer 
could place an electronic advertisement required clarification. A 
number of commenters felt the proposed standard was ambiguous and did 
not sufficiently identify the websites--or types of websites--that 
would be permissible under the proposed rule. One commenter explained 
that the approach announced in the NPRM was ``unworkable and 
unpredictable,'' given the sheer number of websites that would qualify 
under the proposed standard. These commenters expressed varying 
opinions about the types of websites they believed should qualify and, 
for differing reasons, urged the Departments to further clarify, 
define, or list the websites where it would be appropriate for an 
employer to advertise an H-2B job opportunity. For example, several 
commenters suggested the Departments should require advertising on 
specific websites, including social media websites, state and county 
employment websites, and the National Labor Exchange, an online 
advertising platform operated by SWAs in partnership with operators of 
private online job boards.
    Other commenters, by contrast, opposed the adoption of more 
specific qualifying criteria, which they argued would be cumbersome and 
make the regulation difficult to adapt to future changes in practices 
and technologies. Indeed, at least one commenter expressed concern that 
the proposed standard would require employers to monitor website 
platforms and technologies to ensure that they remain compliant with 
regulatory criteria.
    The Departments also received comments from stakeholders on whether 
the final rule should exclude advertisements placed on websites 
operated by employers or the employer-client of a job contractor. An 
association of attorneys and legal professionals, as well as several 
labor unions, asserted that placement of advertisements on websites 
operated by employers is insufficient to satisfy an employer's 
recruitment obligations. One commenter expressed concern that such 
advertising would require potential applicants to know that a specific 
employer is seeking to hire H-2B workers and permit unscrupulous 
employers to ``hide'' advertisements. A few of these commenters 
believed that employers should be required to post job advertisements 
on their websites as a supplement to advertisements on other websites, 
but did not believe advertising on these websites alone would be 
effective. In contrast, a commenter representing an employer 
association believed advertising on employer websites would be 
effective because these websites would be appropriate to both the 
industry and location of the job opportunity.
    In addition, some commenters sought clarification on the 
documentation that an employer would be required to retain under the 
proposed recordkeeping requirements. For example, one commenter 
expressed concern that the proposed rule did not clearly articulate 
what documentation an employer must retain. Another commenter suggested 
it would be overly burdensome to print and retain screen shots 
documenting compliance with this rule and suggested an employer's 
attestation should be sufficient to verify compliance. A labor union 
urged the Departments to require employers to include in their 
recruitment reports both the advertisements and the documentation of 
advertising. Another commenter believed the proposed screenshot 
documentation method was outdated, but did not suggest an alternative. 
Finally, commenters associated with the

[[Page 62440]]

newspaper industry additionally alleged that newspapers are a more 
reliable means of documenting compliance, because they are archived and 
available if an employer loses its copy of the tear sheet, whereas 
screen shots of websites can be easily lost, altered, or fabricated.
    The issues that these commenters raised have persuaded the 
Departments that it would be unduly difficult at this time to develop, 
interpret, and implement qualifying criteria to govern the types of 
websites on which employers should place an electronic advertisement, 
as well as the documentation that an employer should retain to 
demonstrate compliance with this requirement. In addition, it is 
unnecessary to impose such requirements upon employers, when DOL has 
the capacity to produce similar benefits through its own website. 
Accordingly, as explained above, the Departments have decided not to 
adopt their proposal to require that an employer post an electronic 
advertisement. Instead, DOL will advertise on an employer's behalf by 
posting its job opportunity on SeasonalJobs.dol.gov.
    Assuming control over the posting of the electronic advertisement 
and placing it on a centralized, DOL-administered platform addresses 
many, if not all, of the above-referenced concerns. As a preliminary 
matter, the Departments will no longer need to establish--and employers 
will no longer need to comply with--regulatory criteria limiting the 
types of websites on which employers must place an electronic 
advertisement or the documentation necessary to demonstrate compliance 
with this requirement. Moreover, the advertisement that DOL posts on 
SeasonalJobs.dol.gov will not create any additional regulatory burden 
for an employer because the employer will have already provided DOL 
with information about its job opportunity on its job order and H-2B 
application, which DOL will use to generate the advertisement it posts 
on SeasonalJobs.dol.gov. U.S. workers interested in a particular job 
opportunity can apply by directly contacting the employer, using the 
contact information that the employer provided on its job order and H-
2B application. As noted above, employers who lack access to the 
internet will not need to acquire access to the internet to post 
advertisements on SeasonalJobs.dol.gov or respond to any applications 
that they receive from U.S. workers in response to these 
advertisements, and employers will not need to determine whether a 
particular website meets applicable regulatory criteria or retain 
evidence of this posting.
    Finally, the Departments believe this approach leaves unscrupulous 
employers no leeway to ``hide'' their job opportunities on websites 
that they suspect are unlikely to attract qualified and available U.S. 
workers. SeasonalJobs.dol.gov will offer U.S. workers a free, publicly 
accessible, and easy-to-use job search platform that identifies all job 
opportunities for which employers are seeking to hire H-2B workers.
    Thus, the Departments' revisions to the labor market test in this 
final rule seeks to reduce the burden of applying for an H-2B labor 
certification, while simultaneously broadening the dissemination of all 
H-2B job opportunities in a more uniform format through a modernized 
technology platform.
(c) The Advertisements That DOL Places on SeasonalJobs.dol.gov Will 
Improve the Information That U.S. workers Receive About H-2B Job 
Opportunities
    The Departments also received several comments questioning whether 
U.S. workers would be able--or likely--to access the electronic 
advertisements required under the proposed rule. In addition to 
concerns over issues of internet accessibility, explained elsewhere, 
commenters expressed concerns that U.S. workers would encounter 
difficulty determining where to look for information about potential 
job opportunities. A labor union, for example, stated that it would be 
difficult for job seekers to know where to look for advertisements 
because a vast number of websites might be appropriate under the 
criteria proposed in the NPRM. As explained below, the Departments' 
decision for DOL to assume control over the posting of the electronic 
advertisement not only reduces the burden of applying for an H-2B labor 
certification, but also improves worker access to information about H-
2B job opportunities.
    First, it ensures that all H-2B job opportunities are advertised in 
a centralized location and in a uniform manner. This eliminates the 
concern raised by some commenters that U.S. workers would not know 
where to go to look for information about available H-2B job 
opportunities if employers were not posting advertisements in 
consistent locations or that unscrupulous employers could intentionally 
post advertisements on websites that are unlikely to yield applications 
from able, willing, and qualified U.S. workers.
    Second, DOL can assure broader dissemination of H-2B job 
opportunities without requiring an employer to ensure that the website 
on which it places its advertisement is functionally compatible with 
the latest commercial web browser platforms and easily viewable on 
mobile smartphones and similar portable devices. Under the Departments' 
approach, it is DOL (and not the employer) who will ensure compliance 
with these requirements. DOL will stay abreast of broader changes in 
technologies and implement appropriate upgrades to the usability and 
security of the SeasonalJobs.dol.gov. For example, unlike the iCERT 
System, SeasonalJobs.dol.gov uses Responsive Web Design (RWD), which 
allows DOL to optimize the design and content structure of the website 
to fit on the screen of the user's computer, smartphone, or other 
similar portable device, regardless of size. The RWD approach allows 
DOL to create a single website design that can reach users across a 
wide array of computing devices. DOL continuously tests the site's 
mobile device compatibility using a series of emulation tools and a 
wide array of actual mobile devices.
    Third, DOL will be able to improve the presentation of H-2B job 
opportunities to U.S. workers. While the Departments continue to 
believe that U.S. workers should have access to all of the information 
that is currently required by 20 CFR 655.41, they also understand that, 
in some situations, a concise summary of the job opportunity may be 
more attractive to U.S. workers, at least as a starting point. 
Accordingly, the advertisements that DOL places on SeasonalJobs.dol.gov 
provide a concise summary of the job opportunity, highlighting select 
information about an employer's job opportunity and including a link to 
the job order, so that U.S. workers can quickly review listings to 
assess whether they are interested in a particular job and, if 
interested, review the job order to access all of the terms and 
conditions of employment. Additionally, DOL intends to upgrade 
SeasonalJobs.dol.gov to allow users to create and manage customizable 
notifications for the H-2B job opportunities. Specifically, as noted 
above, DOL plans to enhance the site's current RSS feed capability, 
which includes a basic function that alerts users when DOL updates web-
based content, with more sophisticated options that will allow users to 
personalize these alerts so that they only receive notifications of new 
postings for specific types of temporary or seasonal

[[Page 62441]]

work and/or in predetermined frequencies (e.g., immediately, daily, 
weekly, monthly) tailored to their individual preferences. Users will 
be able to manage these notifications and turn them off when they are 
no longer needed or relevant.
    Fourth, DOL will be able to improve the accessibility of electronic 
advertisements to U.S. workers, especially those workers with limited 
English proficiency. The internet offers an abundance of content 
presented in languages other than English, and the Departments 
recognize there are already a number of free browser applications and 
extension technologies (e.g., Google Translate, Chrome Duolingo, 
Firefox's Flagfox) that provide users with translations, definitions, 
and other language assistance. To assist U.S. workers who search for 
jobs online but who have limited proficiency in English, jobs available 
on SeasonalJobs.dol.gov will be posted in a format that allows language 
translation services to access and translate both the general web 
content and specific terms and conditions of the job opportunities 
presented on job orders. DOL is further evaluating whether existing 
technologies and services can provide effective language translation 
services, and can be implemented through the site, to both general web 
content on SeasonalJobs.dol.gov and specific information about H-2B job 
opportunities presented on the site. The Departments understand the 
challenges (e.g., numerous language dialects, accurately applying 
grammatical rules) associated with language translation tools and 
services, but believe that it is important for the information on 
SeasonalJobs.dol.gov to be accessible and understandable to the widest 
possible audience of U.S. workers who are looking for employment. DOL 
will therefore work as expeditiously as possible within existing 
budgetary constraints to implement additional built-in language 
translation services for all job opportunities advertised on 
SeasonalJobs.dol.gov.
    Finally, the Departments acknowledge that some U.S. workers may 
lack reliable access to the internet and agree that no single 
recruitment method will reach all job seekers. The Departments likewise 
do not dispute that other methods of recruitment may be effective in 
limited circumstances. Nevertheless, the Departments' move to 
electronic advertising--and to SeasonalJobs.dol.gov in particular--is 
only one aspect of the labor market test conducted in connection with 
an H-2B application. The existing labor market test additionally 
includes the intrastate and interstate clearance process administered 
by the SWA, see 20 CFR 655.16(c), the requirement for an employer to 
contact former U.S. employees, see 20 CFR 655.43, the requirement to 
post notice of the job opportunity at the worksite, and, in certain 
circumstances, provide written notice of the job opportunity to a 
community-based organization, see 20 CFR 655.45.
    The Departments believe that the enhancements DOL has and continues 
to make to the electronic job registry will improve the existing labor 
market test by increasing awareness of H-2B job opportunities, which 
interested parties may then share with U.S. workers who do not have 
access to the internet or who may not use the internet to search for 
job opportunities. Moreover, as discussed in detail below, this final 
rule retains the option for DOL to require additional recruitment where 
the CO has determined that there is a likelihood there are qualified 
U.S. workers who will be available for the work, including where the 
job opportunity is located in an Area of Substantial Unemployment. See 
20 CFR 655.46. Accordingly, even if certain U.S. workers interested in 
temporary nonagricultural jobs are unlikely to view an advertisement on 
SeasonalJobs.dol.gov (e.g., workers who do not have internet access or 
who are otherwise unlikely to turn to the internet to search for 
available job opportunities), they may be identified through other 
steps in this labor market test.

C. The Departments Are Retaining the Options To Require Additional 
Employer-Conducted Recruitment Under Sec.  655.46.

    In developing this final rule, the Departments have given careful 
consideration to the responses they received in response to their 
request for comments regarding whether there are alternative methods of 
recruitment that would more broadly and effectively disseminate 
information about available job opportunities to U.S. workers. A number 
of commenters suggested other methods of recruitment, such as placing 
advertisements on radio stations, making use of 24/7 job hotlines, and 
placing advertisements in community-based or other publications that 
target populations who may be interested in temporary or seasonal work.
    Two commenters representing worker advocacy organizations also 
urged the Departments to require more dissemination of H-2B job 
opportunities to unemployed U.S. workers through DOL-funded grantees 
under the Workforce Innovation and Opportunity Act and expand union 
notification requirements to those unions representing workers in the 
job opportunity on a nationwide scale. These commenters also 
recommended that the Departments expand the recruitment activities of 
the SWAs to ensure job seekers, particularly those who lack adequate 
access to the internet, are made aware of H-2B job opportunities. 
Specifically, one of these commenters suggested the Departments require 
the SWAs to consult with worker advocacy organizations to develop 
annual plans for recruiting U.S. workers on a nationwide scale 
targeting specific groups of unemployed U.S. workers using a variety of 
advertising methods.
    Some commenters were not opposed to the idea of internet 
advertising, but suggested strengthening the requirements in the rule, 
maintaining that a single advertisement would not account for the broad 
range of positions and geographic areas where H-2B workers are 
employed. They urged the Departments to require employers to further 
tailor their recruitment. One commenter asserted that modern-day 
recruitment of hourly workers demanded a targeted marketing strategy 
such as a 24/7 job hotline and applicant tracking system. Another 
argued for leaving the specific methods of recruitment to the SWAs, who 
could develop recruitment plans suited to the needs of each locality. 
Another thought it ``critically important'' that the CO maintain 
flexibility to require additional advertising in certain circumstances. 
This commenter also recommended that, in addition to any electronic 
means for applying to jobs, there should also be a variety of non-
electronic means, to account for the possibility that a U.S. worker 
will have limited or only short-term access to the internet.
    The Departments appreciate the ideas and suggestions that they 
received on alternative forms of recruitment. DOL has considered each 
of these suggestions but notes that many of these proposals--including 
advertising on local radio stations or in community-based and ethnic 
publications or using commercial recruitment services--are challenging 
to regulate and monitor. Because the Departments do not currently have 
sufficient information regarding the efficacy of these proposals in 
recruiting U.S. workers for temporary nonagricultural employment, the 
Departments have decided that a generally applicable requirement for 
every employer to use these methods is unwarranted at this time. 
However, to the extent that DOL receives information indicating that 
one or more

[[Page 62442]]

of these methods are effective in a particular area or among specific 
groups of U.S. workers, the CO retains the authority under 20 CFR 
655.46 to order an employer to use that method to recruit U.S. workers.
    The Departments continue to believe that this provision provides 
sufficient flexibility to design recruitment procedures--and the 
appropriate means of recruitment in those areas--on a case-by-case 
basis taking into account the occupation and current labor market 
conditions. This provision provides the CO with flexibility to keep 
pace with the ever-changing labor market trends and technologies and 
select the most appropriate method(s) of recruitment for a particular 
job opportunity. The Departments' intention in requiring additional 
recruitment under this provision, including in areas of substantial 
unemployment (ASU), is predicated on the belief that more recruitment 
will result in more opportunities for U.S. workers. ASUs by their 
nature have a higher likelihood of worker availability; DOL's 
recognition of worker availability in these areas is a strong indicator 
that these open job opportunities may have more receptive potential 
populations.
    Under 20 CFR 655.46 the CO has discretion to evaluate, on a case-
by-case basis, the appropriate locations and methods of recruiting 
where there may be qualified U.S. workers available for job 
opportunities. The types of additional recruitment the CO may require 
the employer to conduct include print advertising, advertising on the 
employer's or another website, and contacting community and faith-based 
organizations. Title 20 CFR 655.46 does not afford the CO unlimited 
discretion; rather, it authorizes the CO to order only the recruitment 
necessary to ensure an adequate test of the labor market for the 
employer's job opportunity.
    In determining whether and what additional recruitment is required 
for a position, the CO will continue to consider, among other 
information, information that DOL obtains from SWAs who are familiar 
with current labor market conditions and positioned to provide advice 
about the effective methods of recruiting U.S. workers for the job 
opportunity. The Departments acknowledge the comments they received 
suggested a wide array of alternative methods of advertising that, 
depending on the information provided to the CO, may effectively 
disseminate information about available job opportunities to U.S. 
workers. For example, based on the information DOL receives from SWAs, 
the CO may determine that a particular method of advertising (e.g., a 
community-based newspaper) covering a regional area may be effective in 
recruiting U.S. workers for a particular position, in a specific 
location, during certain periods of the year, or in response to local 
or regional events like natural disasters, layoffs, and plant closures. 
In requiring the use of a particular method of advertising, the CO will 
take into consideration all available information about whether that 
method has been, or is likely to be, effective in generating referrals 
of qualified U.S. workers.

D. Other Technical Amendments Related to the Final Rule

    This final rule also makes technical amendments to several 
regulatory provisions to ensure they conform with the substantive 
changes to the recruitment process discussed above. First, the rule 
amends 20 CFR 655.19(e)(1), 655.40(b), and 655.41(a) by replacing 
references to 20 CFR 655.42 with references to 20 CFR 655.43 to reflect 
the Departments' decision to eliminate the requirement for all 
employers to place print newspaper advertisements. For the same 
purpose, the final rule amends 20 CFR 655.56 by eliminating paragraph 
(c)(2)(ii), which references 20 CFR 655.42, and redesignating 
paragraphs (c)(2)(iii), (iv), and (v) as paragraphs (c)(2)(ii), (iii), 
and (iv), respectively. The final rule also amends 20 CFR 655.71 by 
removing the reference to ``newspapers and other publications'' to 
clarify that the CO has the discretion to order advertising in sources 
like newspapers and other publications, but 20 CFR 655.71(c) does not 
require the CO to order advertising in these sources.
    Finally, the final rule also makes a minor technical revision to 
WHD regulations at 29 CFR part 503 to ensure they conform with the 
substantive changes to the recruitment process discussed above. 
Specifically, the final rule eliminates 29 CFR 503.17(c)(2)(ii), which 
includes reference to 20 CFR 655.41 and 655.42, and redesignates 
paragraphs (c)(2)(iii), (iv), and (v) as (c)(2)(ii), (iii), and (iv), 
respectively.

E. Out of Scope Comments on the Proposed Rule

    The Departments received comments on several issues that were 
unrelated to their proposal to modernize the recruitment that an 
employer must conduct under the regulations by replacing print 
newspaper advertisements with electronic advertisements posted on the 
internet. The Departments recognize and appreciate the value of these 
comments and suggestions. However, they are outside the scope of this 
rulemaking and the Departments cannot adopt them without additional 
regulatory--and in some cases Congressional--action.

II. Administrative Information

A. Executive Orders 12866 (Regulatory Planning and Review), 13563 
(Improving Regulation and Regulatory Review), and 13771 (Reducing 
Regulation and Controlling Regulatory Costs)

    Under Executive Order (E.O.) 12866, the Office of Management and 
Budget (OMB)'s Office of Information and Regulatory Affairs determines 
whether a regulatory action is significant and, therefore, subject to 
the requirements of the E.O. and review by OMB. See 58 FR 51735 (Oct. 
4, 1993). Section 3(f) of E.O. 12866 defines a ``significant regulatory 
action'' as an action that is likely to result in a rule that: (1) Has 
an annual effect on the economy of $100 million or more, or adversely 
affects in a material way a sector of the economy, productivity, 
competition, jobs, the environment, public health or safety, or state, 
local or tribal governments or communities (also referred to as 
economically significant); (2) creates serious inconsistency or 
otherwise interferes with an action taken or planned by another agency; 
(3) materially alters the budgetary impacts of entitlement grants, user 
fees, or loan programs, or the rights and obligations of recipients 
thereof; or (4) raises novel legal or policy issues arising out of 
legal mandates, the President's priorities, or the principles set forth 
in the E.O. Id. OMB has determined that this final rule is a 
significant, but not economically significant, regulatory action under 
Sec. 3(f) of E.O. 12866. Consequently, OMB has reviewed this rule.
    E.O. 13563 directs agencies to propose or adopt a regulation only 
upon a reasoned determination that its benefits justify its costs; the 
regulation is tailored to impose the least burden on society, 
consistent with achieving the regulatory objectives; and in choosing 
among alternative regulatory approaches, the agency has selected those 
approaches that maximize net benefits. E.O. 13563 recognizes that some 
benefits are difficult to quantify and provides that, where appropriate 
and permitted by law, agencies may consider and discuss qualitatively 
values that are difficult or impossible to quantify, including equity, 
human dignity, fairness, and distributive impacts.
    This final rule is an E.O. 13771 deregulatory action because the 
cost savings to H-2B employers associated with the rule are larger than 
the costs.

[[Page 62443]]

The estimated cost savings associated with this regulatory action are 
derived from the rescission of Sec.  655.42 to remove the newspaper 
advertising requirement, and the revision of Sec.  655.56 to eliminate 
document retention requirements associated with print newspaper 
advertisements.
1. Discussion of Comments
    In response to the NPRM, which instituted an online advertising 
requirement in place of the current print advertising requirement, some 
commenters took issue with the Departments' assumption that the cost 
savings of the proposed rule outweighed its costs. One commenter stated 
that the analysis did not attempt to estimate what burdens the proposed 
rule or any alternative rules considered would impose on U.S. workers, 
relative to the current rule, in terms of their ability to search for 
and locate available jobs. Another commenter suggested that the 
Departments' estimates for the costs of online advertisements 
underestimated actual fees, stating that prices for advertising online 
are in some instances the same as, if not greater than, the cost of a 
single newspaper advertisement. The same commenter believed the 
proposed rule's use of advertising rates for the largest newspapers in 
the five states with the most H-2B temporary labor certifications 
inflated the NPRM's estimated costs. The commenter stated that the 
proposed rule's analysis did not specify the criteria used for 
developing the cost estimates and was not representative of the smaller 
newspapers employers may use to meet print advertising requirements, 
noting that print advertising costs vary based on a number of factors 
(e.g., advertisement size, number of lines, and geographic location). 
Additionally, the commenter asserted that the analysis inflated cost 
estimates because it failed to account for the fact that the 
advertising fee charged by many newspapers includes both digital and 
print advertising. Finally, the commenter asserted the analysis failed 
to account for the costs of compliance with the proposed rule for 
employers and the costs associated with DOL enforcement of the rule.
    The proposed rule based the cost estimates for two newspaper 
advertisements on advertising costs from newspapers with the widest 
circulation in the five states where H-2B certifications are most 
prevalent, as well as the advertising costs from the most widely 
circulating newspapers in the top feeder states that are adjacent to 
the primary H-2B prevalent states. The estimate of $1,606.16 
represents, on average, a reasonable estimate of cost savings of 
removing print newspaper requirements. As for the costs associated with 
online job posting, the Departments agree with the commenter's concern 
that DOL may have underestimated the cost of online advertising. As 
explained elsewhere in this preamble, the Departments have concluded 
that, to reduce this cost and burden, expand the reach of each ad, and 
leverage DOL's existing technology and infrastructure, it is 
appropriate for DOL rather than employers to place H-2B electronic 
advertisements. The final rule replaces the print newspaper-advertising 
requirement with employers' job opportunities posted on a DOL-
maintained website, SeasonalJobs.dol.gov, thus eliminating the cost to 
employers. Additionally, the enhancements DOL has and continues to make 
to SeasonalJobs.dol.gov are designed to further the Departments' goal 
to promote greater public awareness of and access to H-2B job 
opportunities in order to increase the likelihood that U.S. workers 
interested in nonagricultural opportunities, as well as intermediaries 
providing services to those workers, receive timely notice of H-2B job 
opportunities. Any costs or burden that an employer incurs reviewing 
increased applications from U.S. workers is a fundamental obligation 
for choosing to participate in the H-2B program and outweighed by the 
Departments' statutory obligation to ensure that able, willing, and 
qualified U.S. workers are not available. As explained above, DOL has 
also estimated the cost savings from eliminating the document retention 
requirement. In terms of cost impacts on job seekers, the costs of 
searching and applying for a job electronically are less than the cost 
associated with searching and applying for a job through a newspaper 
recruitment advertisement.\11\
---------------------------------------------------------------------------

    \11\ The Departments acknowledge that some job seekers may not 
have access to the internet. For this group of job seekers, it may 
not necessarily be less costly to search and apply for a job online. 
However, the Departments believe that the number of job seekers 
without internet access is a small portion of the population.
---------------------------------------------------------------------------

    Four commenters asserted that the analysis did not consider the 
effect the rule would have on the newspaper industry, though three of 
these commenters acknowledged that the proposed rule estimated that 
lost revenue would equal $9.45 million. While this rule may have an 
effect on the newspaper industry, the advertising revenue lost from 
employers who are no longer required to post job openings in print is 
expected to represent an insignificant portion of the industry's 
overall advertisement revenue.\12\
---------------------------------------------------------------------------

    \12\ The total estimated advertising revenue for the newspaper 
industry in 2018 was $14.3 billion (https://www.journalism.org/fact-sheet/ newspapers/).
---------------------------------------------------------------------------

2. Subject-by-Subject Analysis
    The Departments' analysis below considers the expected impacts of 
the following aspects of the final rule against the baseline (i.e., the 
2015 Interim Final Rule (80 FR 24042 (Apr. 29, 2015)): (a) Rescission 
of the requirement that an employer advertise its job opportunity in a 
print newspaper of general circulation in the area of intended 
employment; (b) elimination of the document retention requirement 
associated with print newspaper advertisements; and (c) the time it 
takes the regulated community to read and review the rule.
(a) Eliminating the Use of Print Newspaper Advertisements
    This final rule modernizes H-2B recruitment by rescinding the 
regulation at 20 CFR 655.42 imposing the requirement for print 
newspaper advertisements, and amending the regulation at 20 CFR 
655.41(a) to delete reference to the content of print advertisements. 
In conjunction with this rule, DOL will assume responsibility for these 
recruitment activities by advertising each employer's job opportunity 
on a DOL website designed to make the job opportunity more broadly 
available to U.S. workers.
    To estimate the cost savings to employers that would result from 
this final rule, the Departments multiplied the average number of H-2B 
labor certifications issued each fiscal year by the average cost to an 
employer of placing a print advertisement. First, the Departments used 
program data for FYs 2015-2017 to estimate that DOL approves, on 
average, 5,879 H-2B labor certifications each fiscal year.\13\ To 
estimate the average cost of a print ad, the Departments identified the 
top five states where prospective H-2B employers received temporary 
labor certifications,\14\ and researched the cost of placing a 
newspaper advertisement in the most populous city in each of these 
states (for several newspapers, including large and local papers), for 
advertisements satisfying the content requirements set forth in Sec.  
655.41. Based

[[Page 62444]]

on this data, the Departments estimated that, on average, it costs an 
employer $803.08 to place a single advertisement (one day) complying 
with Sec.  655.41's content requirements.
---------------------------------------------------------------------------

    \13\ The average is based on 5,106 H-2B certifications in FY 
2015; 5,933 certifications in FY 2016; and 6,599 certifications in 
FY 2017. See https://www.foreignlaborcert.doleta.gov/performancedata.cfm.
    \14\ The top five states where employers seek to place H-2B 
workers are Colorado, Florida, Louisiana, Texas, and Virginia.
---------------------------------------------------------------------------

    Thus, placing the advertisement on two separate days, as required 
by Sec.  655.42, costs an employer, on average, twice as much, or 
$1,606 ($803 for each advertisement).
    As mentioned above, employers can advertise using the DOL-
maintained website free of charge, so removing the requirement to 
advertise in a print newspaper would result in a cost savings equal to 
the cost of complying with the current regulation. Although Sec.  
655.42 currently requires that one of the advertising days be a Sunday, 
the Departments did not identify a significant difference in cost 
between advertisements placed on Sundays and weekdays. Therefore, the 
Departments did not distinguish between these two costs when 
calculating total advertising cost savings.
    To estimate the annual newspaper advertising costs that employers 
will avoid under the final rule, the Departments multiplied the 
estimated annual number of H-2B temporary labor certifications (5,879) 
by the average newspaper advertising cost of $1,606. This yielded 
annual cost savings of $9.44 million. The annualized cost savings over 
the 10-year period is $9.44 at both discount rates of 3 and 7 percent. 
The Departments believe that the cost to DOL of upgrading its database 
and posting an employer's job opportunity on its website would be de 
minimis on an annual basis.
(b) Eliminating Document Retention Requirements
    The final rule amends Sec.  655.56 to eliminate the document 
retention requirement at Sec.  655.56(c)(2)(ii) associated with print 
newspaper advertisements. To estimate the cost savings from this 
revision, the Departments calculated the average cost for each employer 
to retain print advertisements records for each H-2B certification. To 
do so, the Departments multiplied each employer's per-certification 
staff time by its per-certification staff cost. The Departments 
estimate that it takes a human resources (HR) specialist, on average, 
two minutes to store (print and file) proof of print advertisement. The 
Departments used the median hourly wage rate of an HR specialist at a 
nonagricultural business ($31.84) \15\ then adjusted the base wage rate 
using a loaded wage factor (1.63) \16\ to account for fringe benefits 
and overhead. The Departments then multiplied the resulting wage rate 
by the staff time (two minutes), which yielded a cost of $1.73 per 
certification. As explained above, the Departments estimate that DOL 
issues, on average, 5,879 H-2B labor certifications each fiscal year. 
By multiplying the estimated annual number of certifications by the 
cost per certification ($1.73), the Departments estimated an annual 
cost savings of $10,171. The annualized cost savings over the 10-year 
period is $10,171 at both discounts rates of 3 percent and 7 percent.
---------------------------------------------------------------------------

    \15\ Wage derived from Bureau of Labor Statistics median hourly 
wage for HR Specialists (occupational code 13-1071), May 2017.
    \16\ The loaded wage factor is calculated using a fringe benefit 
rate of 46 percent, which is based on the Bureau of Labor Statistics 
Employer Cost for Employee Compensation data. This fringe benefit 
rate was added to an overhead rate of 17 percent, which is based on 
DOL practices.
---------------------------------------------------------------------------

(c) Time To Review and Understand the Rule
    During the first year after this rule takes effect, employers 
seeking H-2B workers will need time to learn about the new 
requirements. The Departments assume that many employers participating 
in the H-2B program will learn about the requirements of the new rule 
from an industry newsletter or bulletin. The Departments estimate that 
an employer will require approximately 10 minutes to understand the 
rule change, as this final rule addresses only the job-advertising and 
document retention requirements for employers seeking H-2B workers, and 
eliminates those requirements without replacing them with new ones.
    The requirement to review and understand the rule represents a cost 
to employers participating in the H-2B program only in the first year 
of the rule. The Departments estimate this cost for each employer by 
multiplying the staff time required to read and review the new rule by 
the estimated staff cost. As above, the Departments estimated a wage 
rate by multiplying the median hourly wage of an HR specialist at a 
nonagricultural business ($31.84) by the loaded wage rate (1.63) to 
account for fringe benefits and overhead. The Departments then 
multiplied the resulting wage rate by the required staff time (10 
minutes), which yielded a cost of $8.65 per employer. The Departments 
estimated the total cost of reading and reviewing the rule by 
multiplying $8.64 by the average annual number of employers 
participating in the H-2B program over FY 2015-2017 (5,326).\17\ This 
calculation results in a cost of $46,069 in the first year the rule is 
in effect. The annualized cost over the 10-year period is $5,243 and 
$6,130 at the discount rates of 3 percent and 7 percent, respectively.
---------------------------------------------------------------------------

    \17\ The average is based on 4,764 unique H-2B employer 
applicants in FY 2015; 5,296 employers in FY 2016; and 5,917 
employers in FY 2017.
---------------------------------------------------------------------------

3. Summary of Impacts
    The Departments estimate the total first-year cost of the final 
rule to be $46,069. This cost results from the time required to read 
and review the final rule for the average annual number of unique H-2B 
employer applicants (based on FY 2015-2017 data). The Departments 
estimate total first-year cost savings of $9.45 million. This cost 
savings results from eliminating the requirement that employers place 
print newspaper advertisements and retain ad-related documents. Net 
first-year cost savings, therefore, amount to $9.41 million.
    Generally, annual cost savings are expected to be $9.45 million in 
every year following the first. The 10-year discounted net cost savings 
of the rule range from $80.59 million to $66.35 million (with 3 percent 
and 7 percent discount rates, respectively). The annualized net cost 
savings of the final rule is $9.45 at both the 3 percent and 7 percent 
discount rates. When the Departments use a perpetual time horizon to 
allow for cost comparisons under E.O. 13771, the annualized cost 
savings of this final rule are $7.57 million at a discount rate of 7 
percent.

B. Regulatory Flexibility Act

    The Regulatory Flexibility Act of 1980 (RFA), 5 U.S.C. 601 et seq., 
as amended by the Small Business Regulatory Enforcement Fairness Act of 
1996, Public Law 104-121 (March 29, 1996), requires federal agencies 
engaged in rulemaking to consider the impact of their proposals on 
small entities, consider alternatives to minimize that impact, and 
solicit public comment on their analyses. The RFA requires the 
assessment of the direct effects \18\ of a regulation on a wide range 
of small entities, including small businesses, not-for-profit 
organizations, and small governmental jurisdictions. Agencies must 
perform a review to determine whether a proposed or final rule would 
have a significant economic impact on a substantial number of small 
entities. 5 U.S.C. 603 and 604.
---------------------------------------------------------------------------

    \18\ Because this rule does not directly regulate newspapers, 
the rule's potential effects on newspaper revenue are outside the 
scope of this specific analysis. The Departments note, however, that 
these effects are discussed above.
---------------------------------------------------------------------------

    This final rule may impact small businesses that request H-2B 
temporary labor certification. The Departments

[[Page 62445]]

assume that the average number of H-2B certifications requested by any 
small business per year would be one. The Departments estimate that 
small businesses would incur a one-time cost of $8.65 to familiarize 
themselves with the rule and would incur annual cost savings of $1,606 
associated with advertising online rather than in print newspapers. In 
addition, the Departments estimate that a small business would incur 
annual cost savings of $1.63 related to the elimination of the document 
retention requirement. Over a 10-year analysis period, the net 
annualized cost savings for a small business would be $1,719 at a 7-
percent discount rate.
    The Departments reviewed the impacts of the proposed rule for two 
North American Industry Classification System (NAICS) Codes that 
frequently request H-2B certification: NAICS 561730: Landscaping 
Services, and NAICS 721110: Hotels (except Casino Hotels) and Motels. 
The Small Business Administration estimates that revenue for a small 
business with NAICS Code 561730 is $7.5 million and for NAICS Code 
721110 is $32.5 million.\19\ The impact of the final rule would be less 
than 1 percent of annual revenue for the smallest businesses in these 
industries with an employment size fewer than five ($197,491 for NAICS 
561730 and $321,239 for NAICS 721110).\20\ Based on this determination, 
the Departments certify that this final rule will not have a 
significant economic impact on a substantial number of small entities.
---------------------------------------------------------------------------

    \19\ U.S. Small Business Administration (2017), Table of Small 
Business Size Standards Matched to North American Industry 
Classification System Codes, retried from: https://www.naics.com/wp-content/uploads/2017/10/SBA_Size_Standards_Table.pdf.
    \20\ U.S. Census, 2012 SUSB Annual Data Tables by Establishment 
Industry, https://www.census.gov/data/tables/2012/econ/susb/2012-susb-annual.html.
---------------------------------------------------------------------------

C. Paperwork Reduction Act

    The Paperwork Reduction Act (PRA), 44 U.S.C. 3501 et seq., provides 
that a Federal agency generally cannot conduct or sponsor a collection 
of information, and the public is generally not required to respond to 
an information collection, unless it is approved by OMB under the PRA 
and displays a currently valid OMB Control Number. In addition, 
notwithstanding any other provisions of law, no person shall generally 
be subject to penalty for failing to comply with a collection of 
information that does not display a valid Control Number. See 5 CFR 
1320.5(a) and 1320.6. DOL has submitted the Information Collection 
Request (ICR) contained in this final rule to OMB and obtained approval 
using emergency clearance procedures outlined at 5 CFR 1320.13.
    This final rule modernizes and improves the labor market test that 
DOL uses to assess whether qualified U.S. workers are available by: (1) 
Rescinding the requirement that an employer advertise its job 
opportunity in a print newspaper of general circulation in the area of 
intended employment; and (2) expanding and enhancing the Department's 
electronic job registry. More specifically, this final rule eliminates 
the general requirement for a prospective H-2B employer to advertise 
its job opportunity in a print newspaper of general circulation in the 
area of intended employment. However, in contrast to the NPRM, this 
final rule does not require the employer to place an electronic 
advertisement on a website that is widely viewed and appropriate for 
use by workers who are likely to apply for the job opportunity in the 
area of intended employment. Rather, as explained in detail in this 
final rule, DOL will advertise the employer's job opportunity on the 
employer's behalf on SeasonalJobs.dol.gov, an expanded and improved 
version of DOL's existing H-2B job registry website.
    During the NPRM stage of this rule, DOL requested the creation of a 
new OMB Control Number 1205-0534 to account for the time burden and 
cost associated with the online recruitment process. However, upon 
further consideration and in light of the revised requirements in the 
final rule, it is appropriate, instead, to revise the existing OMB 
Control Number 1205-0509 to account for the burden and costs associated 
with requiring online ads only, and for the transfer of this burden 
from employers to DOL. DOL is seeking OMB's approval under PRA 
emergency procedures to revise 1205-0509 to accommodate this change.
    The information collection requirements associated with OMB Control 
Number 1205-0509, are revised under this final rule as follows. This 
burden breakdown only reflects the updated burden with regard to the 
advertisement requirement:
    Agency: DOL-ETA.
    Type of Information Collection: Currently approved.
    Title of the Collection: Advertising Requirements for Employers 
Seeking to Employ H-2B Nonimmigrant Workers.
    Agency Form Number: ETA 9142B, instructions and accompanying 
appendixes.
    Affected Public: Private Sector--businesses or other for-profits.
    Total Estimated Number of Respondents: 5,879.
    Average Responses per Year per Respondent: 2.
    Total Estimated Number of Responses: 11,758.
    Average Time per Response: 7 minutes per application.
    Total Estimated Annual Time Burden: 0 hours. (Employers will not be 
burdened with the advertisement requirements.)
    Total Estimated Other Costs Burden: $0

D. Unfunded Mandates Reform Act of 1995

    The Unfunded Mandates Reform Act of 1995 (UMRA) is intended, among 
other things, to curb the practice of imposing unfunded Federal 
mandates on State, local, and tribal governments. Title II of the Act 
requires each Federal agency to prepare a written statement assessing 
the effects of any Federal mandate in a proposed or final agency rule 
that may result in $100 million or more expenditure (adjusted annually 
for inflation) in any one year by State, local, and tribal governments, 
in the aggregate, or by the private sector.
    This final rule does not exceed the $100 million expenditure in any 
1 year when adjusted for inflation, and this rulemaking does not 
contain such a mandate. The requirements of Title II of the Act, 
therefore, do not apply, and the Departments have not prepared a 
statement under the Act.

E. Small Business Regulatory Enforcement Fairness Act of 1996

    This final rule would not be a major rule as defined by section 804 
of the Small Business Regulatory Enforcement Act of 1996, Public Law 
104-121, 804, 110 Stat. 847, 872 (1996), 5 U.S.C. 804(2). The Office of 
Information and Regulatory Affairs has found that this final rule is 
not likely to result in an annual effect on the economy of $100 million 
or more; a major increase in costs or prices; or significant adverse 
effects on competition, employment, investment, productivity, 
innovation, or on the ability of United States-based companies to 
compete with foreign-based companies in domestic or export markets.

F. Executive Order 13132: Federalism

    This final rule does not have federalism implications because it 
would not have substantial direct effects on the States, on the 
relationship between the national government and the States, or on the 
distribution of power and responsibilities among the various levels of 
government.

[[Page 62446]]

Accordingly, Executive Order 13132, Federalism, requires no further 
agency action or analysis.

G. Executive Order 13175, Indian Tribal Governments

    This final rule does not have ``tribal implications'' because it 
would not have substantial direct effects on one or more Indian tribes, 
on the relationship between the Federal government and Indian tribes, 
or on the distribution of power and responsibilities between the 
Federal government and Indian tribes. Accordingly, Executive Order 
13175, Consultation and Coordination with Indian Tribal Governments, 
requires no further agency action or analysis.

H. The Treasury and General Government Appropriations Act of 1999: 
Assessment of Federal Regulations and Policies on Families

    This final rule would have no effect on family well-being or 
stability, marital commitment, parental rights or authority, or income 
or poverty of families and children. Accordingly, section 654 of the 
Treasury and General Government Appropriations Act of 1999 (5 U.S.C. 
601 note) requires no further agency action, analysis, or assessment.

I. Executive Order 13045: Protection of Children From Environmental 
Health Risks and Safety Risks

    This final rule would have no adverse impact on children. 
Accordingly, Executive Order 13045, Protection of Children from 
Environmental Health Risks and Safety Risks, as amended by Executive 
Orders 13229 and 13296, requires no further agency action or analysis.

J. Environmental Impact Assessment

    This final rule is one of a category of actions that do not 
individually or cumulatively have a significant effect on the human 
environment. This final rule is therefore categorically excluded from 
further review under the National Environmental Policy Act of 1969 
(NEPA), 42 U.S.C. 4321-4375.

K. Executive Order 13211, Energy Supply

    This final rule has not been identified to have impacts on energy 
supply. Accordingly, Executive Order 13211 requires no further agency 
action or analysis.

L. Executive Order 12630, Constitutionally Protected Property Rights

    This final rule will not implement a policy with takings 
implications. Accordingly, Executive Order 12630, Governmental Actions 
and Interference with Constitutionally Protected Property Rights, 
requires no further agency action or analysis.

M. Executive Order 12988, Civil Justice Reform Analysis

    This final rule was drafted and reviewed in accordance with 
Executive Order 12988, Civil Justice Reform. It was written to provide 
a clear legal standard for affected conduct and was carefully reviewed 
to eliminate drafting errors and ambiguities, so as to minimize 
litigation and undue burden on the Federal court system. It meets the 
applicable standards provided in section 3 of Executive Order 12988.

List of Subjects

20 CFR Part 655

    Administrative practice and procedure, Employment, Employment and 
training, Enforcement, Foreign workers, Forest and forest products, 
Fraud, Health professions, Immigration, Labor, Longshore and harbor 
work, Migrant workers, Nonimmigrant workers, Passports and visas, 
Penalties, Reporting and recordkeeping requirements, Unemployment, 
Wages, Working conditions.

29 CFR Part 503

    Administrative practice and procedure, Employment, Foreign Workers, 
Housing, Housing standards, Immigration, Labor, Nonimmigrant workers, 
Penalties, Transportation, Wages.

    Accordingly, part 655 of title 20 and part 503 of title 29 of the 
Code of Federal Regulations are amended as follows:

Title 20--Employees' Benefits

PART 655--TEMPORARY EMPLOYMENT OF FOREIGN WORKERS IN THE UNITED 
STATES

0
1. The authority citation for part 655 continues to read as follows:

    Authority:  Section 655.0 issued under 8 U.S.C. 
1101(a)(15)(E)(iii), 1101(a)(15)(H)(i) and (ii), 8 U.S.C. 
1103(a)(6), 1182(m), (n), and (t), 1184(c), (g), and (j), 1188, and 
1288(c) and (d); sec. 3(c)(1), Pub. L. 101-238, 103 Stat. 2099, 2102 
(8 U.S.C. 1182 note); sec. 221(a), Pub. L. 101-649, 104 Stat. 4978, 
5027 (8 U.S.C. 1184 note); sec. 303(a)(8), Pub. L. 102-232, 105 
Stat. 1733, 1748 (8 U.S.C. 1101 note); sec. 323(c), Pub. L. 103-206, 
107 Stat. 2428; sec. 412(e), Pub. L. 105-277, 112 Stat. 2681 (8 
U.S.C. 1182 note); sec. 2(d), Pub. L. 106-95, 113 Stat. 1312, 1316 
(8 U.S.C. 1182 note); 29 U.S.C. 49k; Pub. L. 107-296, 116 Stat. 
2135, as amended; Pub. L. 109-423, 120 Stat. 2900; 8 CFR 
214.2(h)(4)(i); 8 CFR 214.2(h)(6)(iii); and sec. 6, Pub. L. 115-218, 
132 Stat. 1547 (48 U.S.C. 1806).

    Subpart A issued under 8 CFR 214.2(h).
    Subpart B issued under 8 U.S.C. 1101(a)(15)(H)(ii)(a), 1184(c), 
and 1188; and 8 CFR 214.2(h).
    Subpart E issued under 48 U.S.C. 1806.
    Subparts F and G issued under 8 U.S.C. 1288(c) and (d); sec. 
323(c), Pub. L. 103-206, 107 Stat. 2428; and 28 U.S.C. 2461 note, 
Pub. L. 114-74 at section 701.
    Subparts H and I issued under 8 U.S.C. 1101(a)(15)(H)(i)(b) and 
(b)(1), 1182(n) and (t), and 1184(g) and (j); sec. 303(a)(8), Pub. 
L. 102-232, 105 Stat. 1733, 1748 (8 U.S.C. 1101 note); sec. 412(e), 
Pub. L. 105-277, 112 Stat. 2681; 8 CFR 214.2(h); and 28 U.S.C. 2461 
note, Pub. L. 114-74 at section 701.
    Subparts L and M issued under 8 U.S.C. 1101(a)(15)(H)(i)(c) and 
1182(m); sec. 2(d), Pub. L. 106-95, 113 Stat. 1312, 1316 (8 U.S.C. 
1182 note); Pub. L. 109-423, 120 Stat. 2900; and 8 CFR 214.2(h).

0
2. Amend Sec.  655.19 by revising paragraph (e)(1) to read as follows:


Sec.  655.19   Job contractor filing requirements.

* * * * *
    (e)(1) Either the job contractor or its employer-client may place 
the required job order and conduct recruitment as described in 
Sec. Sec.  655.16 and 655.43 through 655.46. Also, either one of the 
joint employers may assume responsibility for interviewing applicants. 
However, both of the joint employers must sign the recruitment report 
that is submitted to the NPC with the Application for Temporary 
Employment Certification, ETA Form 9142B.
* * * * *

0
3. Amend Sec.  655.40 by revising paragraph (b) to read as follows:


Sec.  655.40   Employer-conducted recruitment.

* * * * *
    (b) Employer-conducted recruitment period. Unless otherwise 
instructed by the CO, the employer must conduct the recruitment 
described in Sec. Sec.  655.43 through 655.46 within 14 calendar days 
from the date the Notice of Acceptance is issued. All employer-
conducted recruitment must be completed before the employer submits the 
recruitment report as required in Sec.  655.48.
* * * * *

0
4. Amend Sec.  655.41 by revising paragraph (a) to read as follows:


Sec.  655.41   Advertising requirements.

    (a) All recruitment conducted under Sec. Sec.  655.43 through 
655.46 must contain terms and conditions of employment that are not 
less favorable than those offered to the H-2B workers and, at a 
minimum, must comply with the assurances applicable to job orders as 
set forth in Sec.  655.18(a).
* * * * *

[[Page 62447]]

Sec.  655.42   [Removed and Reserved]

0
5. Remove and reserve Sec.  655.42.


Sec.  655.56   [Amended]

0
6. Amend Sec.  655.56 by removing paragraph (c)(2)(ii) and 
redesignating paragraphs (c)(2)(iii), (iv), and (v) as paragraphs 
(c)(2)(ii), (iii), and (iv), respectively.

0
7. Amend Sec.  655.71 by revising paragraph (c)(2) to read as follows:


Sec.  655.71   CO-ordered assisted recruitment.

* * * * *
    (c) * * *
    (2) Designating the sources where the employer must recruit for 
U.S. workers and directing the employer to place the advertisement(s) 
in such sources;
* * * * *

Title 29--Labor

PART 503--ENFORCEMENT OF OBLIGATIONS FOR TEMPORARY NONIMMIGRANT 
NON-AGRICULTURAL WORKERS DESCRIBED IN THE IMMIGRATION AND 
NATIONALITY ACT

0
8. The authority citation for part 503 continues to read as follows:

    Authority:  8 U.S.C. 1101(a)(15)(H)(ii)(b); 8 U.S.C. 1184; 8 CFR 
214.2(h); 28 U.S.C. 2461 note (Federal Civil Penalties Inflation 
Adjustment Act of 1990); Pub. L. 114-74 at Sec.  701.2.


Sec.  503.17   [Amended]

0
9. Amend Sec.  503.17 by removing paragraph (c)(2)(ii) and 
redesignating paragraphs (c)(2)(iii), (iv), and (v) as paragraphs 
(c)(2)(ii), (iii), and (iv), respectively.

Kevin K. McAleenan,
Acting Secretary of Homeland Security.
Eugene Scalia,
Secretary of Labor.
[FR Doc. 2019-24832 Filed 11-13-19; 4:15 pm]
 BILLING CODE P