I don't believe it is (someone who knows two languages isn't remarkable, someone who can teach others isn't remarkable), but there should probably be a visa for that if we need it. I personally don't believe even a lot of the software/IT industry jobs merit H1Bs.
They work abroad under the respective country's work visa. H1B is US specific, specific visa. The US has plenty of other work visas.
> I don't believe it is...I personally don't believe even a lot of the software/IT industry jobs merit H1Bs.
The law doesn't work based on your beliefs.
> someone who knows two languages isn't remarkable, someone who can teach others isn't remarkable
First: it depends on the language.
Second: the combination of two relatively commonplace skills in one person isn't commonplace. "Be top 20% in two things instead of top 5% in one thing" is standard career advice.
Foreign language teachers is the one category where it's easy to believe it's hard to find local talent. I've seen them in small towns across the country. Sure, you may have a Vietnamese speaking US citizen in New York, but they don't want to move to a small town in the Midwest.
Increased scrutiny of H-1B-dependent employers could well be in order. There is already that classification in place and restrictions... though I suspect that underfunding of the Department of Labor, Wage and Hour Division may be contributing to that lack of scrutiny.
Putting additional restrictions and requirements for reporting would likely be a good thing. I am hesitant to say "H-1B needs to go" when it does serve other non-technical positions.
It might be appropriate to separate H-1T (I'm sure its not up to section T yet, using that as a placeholder) for tech workers and have some sort of proctored test to ensure that the skills represented aren't "I know how to use Claude" along with filing fees sufficient to cover the administration of the test.
This would move tech workers out of the H-1B category allowing it to return to its original intent of skilled workers (teachers, medical technicians, private sector researchers...).
These companies have a demonstrated track record for having no qualms about bald-face lying. Suddenly we'll have an influx of "private sector researchers" to cover those tech jobs.
The employee's primary duty must consist of:
The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software or system functional specifications;
The design, development, documentation, analysis, creation, testing or modification of computer systems or programs, including prototypes, based on and related to user or system design specifications;
The design, documentation, testing, creation or modification of computer programs related to machine operating systems; or
A combination of the aforementioned duties, the performance of which requires the same level of skills.
If the job definition is covered in that, then it would be classified that way.
That would make sense if the purpose of the program was to get the most valuable top talent. How do we decide who is the most valuable? We let the market decide. But that would cause upward wage pressure, which would undermine the real purpose of the program.
Medical field is under a green program. But following your point. If nursing paid more and had better conditions, it would encourage more domestic talent. H1B should be used for to get the worlds top talent otherwise it will be used by businesses to save money and depress wages.
top talent is different visa (O-1). H1B is merely specialized worker, not top tier global talent.
Nursing does pay a lot and conditions havent changed much over the years. Certified anesthesiology nurses get paid like $132/hr, and still there is shortage.
> It should be a stack rank by salary to deal with the over subscription
Considering salary based on country of origin, adjusted for position, would probably be the best way to ensure little abuse (apart from the indentured servitude-like features). If you want to hire the best, they'll be overpaid in their origin markets.
Oh that's a really good way to handle it that would actually follow the intent of the program.
You can't find someone to do a job? Then you need to compete on wage with other companies to bring someone in. Or, you know, raise your salary for local employees.
A simple stack rank and cut has the problem of where to draw the line.
Also, how to value pre-ipo stock
There are other good options as well (an auction, etc). They all have problems, but there are mitigations. It could be vastly improved even if it’s not perfect.
Another problem: different industries and roles natohace different pay ranges.
If you decide on a single pay cutoff software engineers will starve everyone else out. And there are of course great, well paid people in other hard to hire industries.
Something about those industries would change. They might charge their customers more or train up more people or get more creative with technology. Or the market might decide it can do without that additional productivity from those companies.
I have a couple problems with that idea that I've never been able to figure out even though the idea is good.
First, how do we ensure it doesn't become a slave program: that is you get hired for X, and they are paying you that, but you want to find a new job because you don't like your boss. Or perhaps they hire you for X, and you are doing Y (again, nothing illegal)
Second, you hire someone to do a job, and they realize you have to pay them and so they decide to do nothing (or get a second job that they are working instead).
I can find answers to all of the above, but they all fail to: somebody is aware of your solution - how are they going to abuse it. I haven't solved this secondary abuse issue.
