4 ms·

Yes, taking the financial advantage out of the equation would do much to discourage h1-b abuse. Instead of trying to pin it to some standard of living metrics,

Yes, taking the financial advantage out of the equation would do much to discourage h1-b abuse. Instead of trying to pin it to some standard of living metrics, I think its probably better to make it a multiple of the prevailing wage instead of the prevailing wage. If H1-B's are truly filling positions that companies cannot fill domestically then those workers should be worth far more than domestic counterparts. Companies should also be required to provide justification for rejection of each domestic worker that applied for the position. These two things would probably fix the majority of the H1-B abuse, whether it results in more outsourcing is another question. But, large companies have data centers that need skilled labor to diagnose problems on site, be it SFP replacement or simply tracing cables. So i'm not sure how much of that kind of work can actually be outsourced.

tracker1 11y ago
There's no reason that you cannot do both.. I'm only suggesting that any salary should be at LEAST n times the minimum wage or poverty level for where the job is located. As a baseline, it would be just that... something that is no lower. For the most part, H1-Bs shouldn't be for positions under 100k/year although they consistently are, and that's a fixed number, I simply feel that n times minimum wage for a location would be a better starting point.
lotu 11y ago
You could also make it so an H1-B worker has several months after quitting or getting fired to find a new job in the states. This would mean the employe isn't afraid of loosing their job as much. So they could demand a higher salary.
misterbee 11y ago
That doesn't make sense. The marginal rate for an H1-B employee should be approximately the same as the marginal rate for a local employee -- If talent is truly scarce, then your existing employees wages are bid up to the max already.

tracker1 11y ago

There's no reason that you cannot do both.. I'm only suggesting that any salary should be at LEAST n times the minimum wage or poverty level for where the job is located. As a baseline, it would be just that... something that is no lower. For the most part, H1-Bs shouldn't be for positions under 100k/year although they consistently are, and that's a fixed number, I simply feel that n times minimum wage for a location would be a better starting point.

lotu 11y ago

You could also make it so an H1-B worker has several months after quitting or getting fired to find a new job in the states. This would mean the employe isn't afraid of loosing their job as much. So they could demand a higher salary.

misterbee 11y ago

That doesn't make sense. The marginal rate for an H1-B employee should be approximately the same as the marginal rate for a local employee -- If talent is truly scarce, then your existing employees wages are bid up to the max already.