8 ms·

solution: - make it mandatory for H1-B visa holders who came to the US directly (i.e., didn't go to college here) to leave the US within 5 years. - enforce eq

solution: - make it mandatory for H1-B visa holders who came to the US directly (i.e., didn't go to college here) to leave the US within 5 years. - enforce equal pay: "if you hire an H1-B, you should pay them the same amount as you would a domestic worker." - allow H1-B visa holders to move between jobs; don't tie it to one company. - Obviously, put a cap on #H1-B approvals per year and make sure this number doesn't exceed the number who are leaving (see #1).

to11mtm 2y ago
> make it mandatory for H1-B visa holders who came to the US directly (i.e., didn't go to college here) to leave the US within 5 years. This kinda already exists. H1-B is is 3 years and can be extended to 6, but after that you can only get an extension for specific reasons (such as pending naturalization actions like a green card.) > enforce equal pay: "if you hire an H1-B, you should pay them the same amount as you would a domestic worker." That's how it's 'supposed' to work, that said I think that's part of why we see 'junior' software engineering roles wanting a decade of experience (since the H1-B will take the lower title/pay.) > allow H1-B visa holders to move between jobs; don't tie it to one company. IMO this is a big one and contributes a lot to H1-Bs getting abused by employers.
- sir0010010 2y ago
  I think H1Bs should not even be required to hold a job at all. The offer they initially receive from the "sponsoring" company is useful to prove high skill. At that point, they get a fixed amount of time in the US and if companies (whether original or other US companies) want them to work, they have to convince them to work with pay, benefits, working conditions, etc. This would put H1Bs on a closer to level playing field with US talent - there would no longer be a bargaining power advantage to hiring from India over Missouri.
toast0 2y ago
> allow H1-B visa holders to move between jobs; don't tie it to one company. I'm not super familiar with the rules, but there is a way to transfer to a new company, and IIUC, that's not part of the cap, and I think you're allowed to start at the new company while the application is pending rather than needing to wait for it to be processed. I don't know if this is current, but I had heard that pending permanent residency applications would reset if you switched companies. That's a huge deal if your birth country has a long backlog on greencards because of the per country limit.
cmxch 2y ago
The easiest way to put a cap on it is to assign a cost that is significant enough as a fund to be used as career-replacement (or career multiplying) salary, controlling for LCOL/HCOL variations.
rawgabbit 2y ago
Simpler solution. Any company that wants to sponsor H1B must pay to the IRS an annual tax equivalent to 150% of the worker’s salary. When the temporary visa expires, if the company can prove the worker left the US and is now in his country of origin, the IRS will return half of the tax it collected.

to11mtm 2y ago

> make it mandatory for H1-B visa holders who came to the US directly (i.e., didn't go to college here) to leave the US within 5 years. This kinda already exists. H1-B is is 3 years and can be extended to 6, but after that you can only get an extension for specific reasons (such as pending naturalization actions like a green card.) > enforce equal pay: "if you hire an H1-B, you should pay them the same amount as you would a domestic worker." That's how it's 'supposed' to work, that said I think that's part of why we see 'junior' software engineering roles wanting a decade of experience (since the H1-B will take the lower title/pay.) > allow H1-B visa holders to move between jobs; don't tie it to one company. IMO this is a big one and contributes a lot to H1-Bs getting abused by employers.

sir0010010 2y ago
I think H1Bs should not even be required to hold a job at all. The offer they initially receive from the "sponsoring" company is useful to prove high skill. At that point, they get a fixed amount of time in the US and if companies (whether original or other US companies) want them to work, they have to convince them to work with pay, benefits, working conditions, etc. This would put H1Bs on a closer to level playing field with US talent - there would no longer be a bargaining power advantage to hiring from India over Missouri.

toast0 2y ago

> allow H1-B visa holders to move between jobs; don't tie it to one company. I'm not super familiar with the rules, but there is a way to transfer to a new company, and IIUC, that's not part of the cap, and I think you're allowed to start at the new company while the application is pending rather than needing to wait for it to be processed. I don't know if this is current, but I had heard that pending permanent residency applications would reset if you switched companies. That's a huge deal if your birth country has a long backlog on greencards because of the per country limit.

cmxch 2y ago

The easiest way to put a cap on it is to assign a cost that is significant enough as a fund to be used as career-replacement (or career multiplying) salary, controlling for LCOL/HCOL variations.

rawgabbit 2y ago

Simpler solution. Any company that wants to sponsor H1B must pay to the IRS an annual tax equivalent to 150% of the worker’s salary. When the temporary visa expires, if the company can prove the worker left the US and is now in his country of origin, the IRS will return half of the tax it collected.