Department of Labor April 1, 2005 – Federal Register Recent Federal Regulation Documents
Results 1 - 14 of 14
Subpart A (“General Provisions”) and Subpart B (“Confined and Enclosed Spaces and Other Dangerous Atmospheres in Shipyard Employment”) of 29 CFR Part 1915; Extension of the Office of Management and Budget's (OMB) Approval of Information Collection (Paperwork) Requirements
OSHA solicits public comment concerning its request for an extension of the information collection requirements contained in 29 CFR part 1915, subpart A (``General Provisions'') and subpart B (``Confined and Enclosed Spaces and Other Dangerous Atmospheres in Shipyard Employment'').
Workforce Investment Act-Demonstration Grants; Solicitation for Grant Applications-Prisoner Re-Entry Initiative
The President's Prisoner Re-entry Initiative seeks to strengthen urban communities characterized by large numbers of returning prisoners through an employment-centered program that incorporates mentoring, job training, and other comprehensive transitional services. This program, which involves several Federal agencies, is designed to reduce recidivism by helping inmates find work when they return to their communities, as part of an effort to build a life in the community for everyone. DOL will be awarding grants under this competition to faith-based and community organizations (FBCOs) to be the agencies carrying out this demonstration. The Department of Justice will subsequently award competitive grants to State agencies to provide pre-release services to prisoners who will be returning to the communities served by the DOL grants. The Department of Housing and Urban Development may in future years provide funds under this initiative for housing services and the Department of Health and Human Services is also assisting in the design and implementation of the initiative regarding substance abuse and mental health treatment. We hope to serve 6,250 released prisoners during the first year of this initiative with projects operating in 30 communities across the country. Each lead local agency awarded a DOL grant may choose to directly provide services to released prisoners; provide sub-grants to other FBCOs to provide these services; or use a mixed approach of providing some direct services themselves while using other FBCOs to also provide services. We expect that most lead local agencies will need to sub-grant some portion of their award to other FBCOs. If the lead local agency is using sub-grantees, it will be responsible for providing technical assistance and oversight to these other FBCOs. Lead local FBCOs applying for these grants will identify as part of their application the need in the community that they plan to serve; their proposed FBCO sub-grantees; their plan for serving released prisoners; and their partnerships with the criminal justice system, Workforce Investment Board, housing authority, and mental health and substance abuse treatment providers.
Labor Condition Applications and Requirements for Employers Using Nonimmigrants on H-1B Visas in Specialty Occupations and as Fashion Models, and Labor Attestation Requirements for Employers Using Nonimmigrants on H-1B1 Visas in Specialty Occupations; Filing Procedures
The Employment and Training Administration (ETA) of the Department of Labor (the Department or DOL) is proposing to amend its regulations related to the H-1B and H-1B1 programs to generally require employers to use Web-based electronic filing of labor condition applications (LCAs). The H-1B program allows an employer in the United States to temporarily employ a foreign worker on a nonimmigrant basis in a specialty occupation or as a fashion model of distinguished merit and ability. For its part, the H-1B1 program allows a U.S. employer to temporarily employ on a nonimmigrant basis in a specialty occupation a foreign worker from a country with which the U.S. has reached trade or other agreements listed in the Immigration and Nationality Act (now Chile and Singapore). ETA anticipates that increasing e-filing of H-1B and H-1B1 labor condition applications, and reducing U.S. Mail and fax- based filings, will enhance the effectiveness of the H-1B and H-1B1 programs, reduce costs and delays, and will match a U.S. employer with a qualified H-1B or H-1B1 worker in a more timely fashion. This notice of proposed rulemaking (NPRM) also proposes technical and clarifying amendments to ETA's H-1B and H-1B1 regulations to correct terminology and addresses, update internal agency procedures, and clarify text. Among these amendments are provisions to reflect Congressional reinstatement of certain attestation obligations applicable to employers who are H-1B dependent or who have committed willful violations of H-1B requirements.
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