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What does AdNet do?
We assist attorneys / law firms with immigration recruitment advertising for Permanent Foreign Workers and Temporary Foreign Workers
  • Employer based Permanent Labor Certification process (Green Card)
  • Temporary Agricultural Employment (H-2A)
  • Temporary Worker Program (H-2B)
We work closely with immigration law practitioners on a variety of issues within the areas of immigration advertising and related services: ad copy, ad text abbreviation, media research, ad scheduling, ad placement, ad tracking, proof of publication (tear-sheets) and much more...

Our involvement in immigration based recruitment advertising goes across a broad spectrum of media including (but not limited to) Newspapers, Magazines, Trade, Technical & Professional Publications, Journals, Local & Ethnic Media, Internet Job Sites, Campus Recruitment, Radio and Television. All within the United States Department of Labor’s strict guidelines & regulations for the Labor Certification Process


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How do I become a client of AdNet?
Probably the simplest step of all. Just call or email us, tell us what you'd like us to do for you and give us some basic information about your practice. That's all. We'll create a client file for you and instruct our staff to start accepting ads from your office.

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How do I place ads with AdNet?
You can place ads directly through this web site or you can download our Advertisement Order Form from this site, fill it in and fax or email it to us.

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Can I manage my ads directly through your web site?
Yes, we created this great new site so that clients can login and manage their own ads directly. This means that you can: place new ads, check the status of your ads, cancel ads, reinstate ads on hold, pay for ads, view & print reports, check the status of your tearsheets and much more, all through this website!

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Is your web site secure?
Our site uses 128-Bit SSL encryption throughout the client section. This means that everything you do on this site is safe from others.

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What is the "Login" button for?
This is for AdNet clients only. Once you are a client or have registered on this site, we will create a login & password for you (and other associates in your law firm) so that you can log-in to our secure client section and manage your ads, view the status of your ads, print reports, make payments, etc.

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How do you track files?
All files are tracked by beneficiary last name or company name, so when you send us a new advertisement order (for placement, pricing, abbreviation or research), you should include the beneficiary's last name and first initial. We need this for opening a new file for the ad and for tracing that file whenever you have an inquiry. Each ad is given a unique ad number for internal tracking purposes

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Do you send us a confirmation once the ad has been placed?
Yes we send you an Advertisement Confirmation immediately after the media/publication confirms the ad to us. This document gives you all the details of the ad. You should take a moment to go through this important document for accuracy. Please remember that our Advertisement Confirmation means the ad has been placed. It is not a draft.

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Do you automatically abbreviate the ad text?
We do not alter your advertisements in any way without your permission. Unless you specifically instruct us to abbreviate advertisements, we will not do so. If you need our help to abbreviate long advertisements to save your client money, we can do this for you. This is a FREE service to you. But remember to send us the ad-text as early in the advertising process as possible.

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How long does it take to get the tear-sheet or proof of advertisement?
You may expect to receive tearsheets from us within 30 days of the last day of insertion of the last advertisement. If you do not get tearsheets within this period, please call us immediately. Remember that original tearsheets are difficult to replace at short notice.

Several print publications have moved to providing tearsheets in electronic formats called E-Sheets (refer to our FAQ ‘What are E-Sheets?’)

Please note: We do not mail out tearsheets / E-Sheets until our bill has been paid in full.

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What are E-Sheets?
A growing number of print publications have started providing proof of publication (tearsheet) in electronic (PDF) formats only. E-Sheets are exact images of the original pages on which your advertisement appears. AdNet will provide you with 2 copies of the E-Sheet print-outs in full ledger size for your records, at no charge to you.

Should you require the original (non-electronic) tearsheets, we can request the media for these on your behalf. However, please note that there is an additional fee for them charged by the media. Kindly inform us about your requirement for original tearsheets at the time of placing your advertisement.

A list of publications that provide (only) E-Sheets can be viewed here.

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How do you make your money?
As you know, we obtain a 15% agency commission from the media. While this is true for the large majority of media, some periodicals do not commission us. In such cases, we add our commission.

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If we want you to bill our clients, what do you need from us?
When you ask us to bill your client for an advertisement, please provide us with the actual street address of the person or company being billed for the advertisement (i.e. no P.O. Boxes or "care of" addresses). We can only bill US addresses. We also require a current telephone number where your client can be contacted. If you ask us to invoice your client, we request you to advise your client to expect an invoice from us. We will require the employer fill out an "Employer Acknowledgement Form" in which the employer acknowledges that they will be billed and that they will be responsible for payment. To help your client understand our invoice, we mention the following details in each invoice: Ad type, Name of media, edition/zone, Section, Size, Headline, # of inserts, Date(s) that ad appears, Instructed by, Instructed on, Reference, Ad #. We also display the following message in our invoice to your client: "This invoice is for a Labor Certification ad placed per written instructions of your attorney/s (See above). To verify our written instructions, please contact your attorney/s."

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Do you accept credit cards?
Yes, for your convenience and that of your clients, we accept Visa, MasterCard, American Express, Discover & PayPal for payment of our invoices.

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What about trade, technical or professional publications?
As you know, from time to time that some advertisements may have to be placed in an appropriate "trade, technical or professional publication". We can help you find a suitable periodical. It takes us about one business day to revert to you by fax or email, giving you a list of periodicals along with a short note on the various media listed.

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Are you directly computer linked (on-line) with newspapers?
Our policy is to use electronic means of communication with newspapers whenever possible to avoid errors by their data-entry personnel. In all of these cases, no one at the newspaper types your advertisement; it appears exactly as placed by us (and confirmed to you). We continue to get "connected" with more newspapers across the country.

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What if we forget to include something in our ad text?
We check each advertisement to see that it complies with DOL requirements. We call you if any required information is missing. We consistently find several advertisements every week with missing information, and we bring these over sights to your attention.

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Should we place Labor Cert ads on holiday weekends?
Perhaps as a consequence of an article in Interpreter Releases (issue of August 29, 1994 - page 1152 along with Appendix IV - pages 1169 through 1172), it appears that most Regions and SESAs have withdrawn their earlier objections to advertising on holiday weekends.

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Do all ads appear under the "Help Wanted" category?
Since 1995, many Regions and SESAs have insisted that advertisements appear in the "appropriate" sub-classification (category) within the help-wanted columns of the newspaper (e.g. sales, professional, technical, restaurant etc). There is no standard classification that all newspapers follow, indeed many newspapers have no sub-categories at all. Additionally, there is no clear-cut category for many advertisements (e.g., a software programmer could appear under programmers/analysts OR computers OR software). You may want to verify the appropriate category with the SESA for each advertisement. Please instruct us accordingly on your advertisement-order.

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What are your work days?
Our workdays are Monday through Friday. We close for lunch between 1 p.m. and 2 p.m. EST daily. You can leave us a message after office hours - our answering machine, e-mail & fax machine are on 24 hours a day, 7 days a week. Please do not hesitate to call or fax us if you have any questions.

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How many law firms & attorneys use your service?
We currently have over 1000 clients nationwide and continue to grow every week.

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Recruitment for Occupations and Job Offers

In a well reasoned argument, Symantec Corporation, 2011-PER-1856, en banc, BALCA overruled a previous en banc decision, Credit Suisse Securities, 2010-PER-103, which held that advertisements for professional positions must list the requirements for the specific job offer and not for the occupation in general.

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Proper Newspaper Selection for Sunday ads and Local/Ethnic Newspapers

Professional vs. Non-Professional

The criteria for the proper choice of newspapers for each city are not explained in the PERM regulations. This is not surprising, because the government could hardly direct private employers to use one newspaper and not another.

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Professional Journal In Lieu Of 2nd Newspaper Ad

The PERM Rule requires two Sunday ads for all applications, but under certain circumstances, the second Sunday ad may be a Professional Journal. This journal ad in lieu of a second Sunday newspaper should not be confused with the separate requirements for professional positions, which include a selection of three out of ten additional recruitment efforts, among which is the option to advertise in a professional journal.

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PERM Recruitment Update: Prevailing Wage Statistics

As the focus of this blog is on recruitment, we always start with an analysis of the prevailing wage request form 9141, the instructions found on the form itself, additional instructions found in a separate instructional document, the federal register, including OMB approval, and the agency’s memos and policy statements. We do all this before referring to administrative law decisions which interpret same.

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PERM 101 : PERM Recruitment and Advertising - "The AdNet Advantage"

I want to thank Kiran Vairale from AdNet Advertising Agency for joining me to present workshops on PERM recruitment issues. Recently, we made presentations in San Francisco at the IlW PERM Workshops and at the offices of the Fakhoury Law Group in Troy Michigan. Kiran brings to the table an up-to-date knowledge of PERM advertising and media issues throughout the US.

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PERM 101: Issues with Resumes

Job applicants who apply for PERM positions must be US Workers, a term defined in the PERM Rule to include some, but not all, referrals for the position. This term of art embraces only U.S. Citizens, U.S. Nationals, Permanent Resident Aliens, Asylees, Refugees and Amnesty Applicants encompassed by Section 1255a(a)(1) under the Immigration Reform and Control Act of 1986.

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Changing Standards for Advertisements in Local or Ethnic Newspapers

The PERM Rule requires two Sunday ads in a newspaper of general circulation in the area of intended employment most appropriate to the occupation and most likely to bring responses from able, willing, qualified, and available U.S. workers.

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PERM 101:More about Supervised Recruitment

An important issue now arising in supervised recruitment is how to document electronic recruitment.

While the INA and the PERM Rule are silent on this subject, we may recall that there is a hierarchy of legal precepts in administrative law.

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PERM 101: Alternative Minimum Requirements under PERM

The PERM application Form 9089 and the Prevailing Wage Form 9041 have specific rules, interpretations and policies that control the Employer’s minimum requirements, including education, training, experience and special requirements.

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PERM 101 : Alternatives to Certification

Under the employment-based categories for foreign workers, a certification of no-availability is required in the form of a PERM approval processed by the U.S. Department of Labor.  Applications certified by DOL can then be used to file immigration visa petitions in the 2nd or 3rd preference category.

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PERM 101:Exploring Supervised Recruitment

PERM Practice has evolved since March 28, 2005, when the DOL launched it as a miracle solution to the extensive backlogs that existed at that time. To refresh your memory, the permanent alien labor certification program was bogged down in the bureaucracy of state and federal departments of labor, which had extensive and inexplicable delays in processing, sometimes in excess of five years.

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PERM 101: Professional Athletes

According to USCIS guidelines, "arts" have been interpreted to include "athletics," thus permitting petitions for athletes under the first three employment immigrant visa categories.

Some professional athletes can be processed for permanent residency under the EB-1 category for extraordinary ability in the sciences, arts, education, business or athletics, and therefore do not require a PERM application.

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PERM 101: What is BALCA and How Does It Work?

BALCA - the Board of Alien Labor Certification Appeals - was created by regulation on April 8, 1987, to review decisions from Certifying Officers. The intention of the Board was to create uniformity and consistency in the review process by administrative law judges, however, it is important to note that BALCA decisions are not precedent in nature nor are Certifying Officers required to follow BALCA decisions.

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PERM 101: A Close Look at the PERM Rule.

Anyone who wants to prepare, file and process PERM applications should have a copy of the regulations (20 CFR 656)  at their side.  Collectively called “The PERM Rule,” the regulations became effective on March 28, 2005, but have been amended at different times thereafter.

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PERM 101: Understanding Professional Occupations

In the Preamble to the PERM Rule we find Appendix A, “Education and Training Categories by O*Net-SOC Occupation.” The Appendix is not codified in the Code of Federal Regulations. This means that the only place the Appendix appears is in the Preamble to the PERM Rule or in references to the Appendix in subsequent memos, such as the May 9, 2005, revision of the Prevailing Wage Memorandum.

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PERM 101: Advertising Hints and Tips

The DOL has given advertising guidance in several different sets of questions and answers in the form of FAQ’s and in conversations with stakeholders at conferences and meetings, but industry practice and common sense are also important factors to take into consideration.

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PERM 101: Do’s and Don’ts in Contacting US Workers

As explained last month, employers must conduct a good faith recruitment to find suitable US workers.  This requirement is well developed in DOL Regulations, Decisions of the Board of Alien Labor Certification Appeals, Instructions on the PERM Form 9089, Frequently Asked Questions, Stakeholder Meetings and Memoranda of the Department of Labor.

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PERM 101: Referrals, Applications and US Workers

There is a distinction between job referrals and job applications in PERM processing. Referrals may be persons who have been referred to the Employer, but they must perfect an application procedure before they may be considered to be bona fide applicants for the job.

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Advertising Requirements for Professionals: Part II

Previously we discussed the first three types of professional recruitment: (1) Job Fairs, (2) Employer’s Web site, (3) Job Search Website other than employer’s, (4) On-campus Recruiting, and (5) Trade or Professional Organizations.

This month we continue with a discussion of the five remaining types of Professional Recruitment, including Private Employment Firms, Employee Referral Program with incentives, Campus Placement Offices, Local and Ethnic newspapers, and Radio and Television Advertisements

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Advertising Requirements for Professionals: Part 1

At first glance, this topic with 10 methods of recruitment and advertising for professionals appears easy because professional recruitment is described with great brevity in the regulations. However, upon further examination, it becomes apparent that the requirements and methods of reporting are complex and anomalous. We will cover the first five forms of Professional Advertising this month, and the remaining five next month.

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PERM 101: Advertising Requirements for Non-Professionals

The PERM Rule defines Non-Professionals as persons who are not Professionals, and Professionals are defined as those persons whose occupations are on a Schedule maintained by the DOL. The Federal Register refers to this list as Schedule A in the Preamble to the PERM Rule of December 27, 2004, but the same list is reproduced as Schedule D in the Prevailing Wage Guidance (FAQ) dated May 9, 2005.

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PERM: What is a Notice of Filing?

Many persons think that a Notice of Filing is part of the recruitment process, because it has to be posted on the wall at the Employer’s place of business for 10 working days  but in actual fact, the Notice of Filing is just an opportunity for the public, especially employees at the work-place, to be informed that the Employer is offering a position to an alien worker.

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PERM 101. What does "Professional" Mean?

Under the PERM Rule, the word "professional" is a term of art that refers to a list of occupations which the DOL considers to be "professional.” This meaning is not the same as the one used by USCIS in Employment based Immigrant Preference classifications or in three-to-one equivalencies under the H-1B Rule.

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Perm 101: Special Requirements

Special requirements, as the name suggests, are unusual because they are not normal in the U.S. to perform the job duties for a specific occupation. The PERM Rule does not deal with this topic systematically, so we need to cull information from different parts of the regulations.

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Prevailing Wage Determinations by Policy Guidance

The basic resource on the subject of prevailing wage determinations is the U.S. Department of Labor’s "Prevailing Wage Determination Policy Guidance, Nonagricultural Immigration Programs" (with Appendices) of May 9, 2005. 

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Filing a Prevailing Wage Request

The National Prevailing Wage and Helpdesk Center (NPWHC) of the U.S. Department of Labor now administers the prevailing wage determination (PWD) process. In December, 2009, the NPWHC issued a set of Frequently Asked Questions (FAQ) that every practitioner should consult.

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Minimum vs. Restrictive Requirements

Because the PERM Rule states that employer requirements to perform job duties must be minimal and must be established to find entry level, or minimally qualified workers, and not highly qualified workers, discriminating and rigorous requirements for PERM occupations are in violation of government standards.

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The Occupation : Which Jobs May be Offered?

The US Department of Labor has categorized all the jobs in the USA into a catalog format. For many years, the Dictionary of Occupational Titles was the repository of all these jobs (more than 10,000 strong) but with the advent of PERM...

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Adnet Presents PERM 101

Starting with the next edition, Adnet now offers PERM 101, a course on labor certification practice, as part of its monthly newsletter for newcomers and old-timers alike.

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Adnet Presents PERM 101 : The Alien: Who Is Qualified for PERM?

Opinions vary among attorneys and employers as to who may be qualified to apply for labor certification under PERM. One school of thought is that the alien must possess extremely unusual qualifications that no workers in the United States possess. The other school of thought is that anyone may apply for certification, even workers without any qualifications at all!

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Adnet Presents PERM 101 : Who may be a PERM Employer?

The PERM Rule defines an employer as a person, association, firm, or a corporation that currently has a location within the United States to which U.S. workers may be referred for employment and that proposes to employ a full-time employee at a place within the United States, or the authorized representative of such a person, association, firm, or corporation.

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PERM in the "No Vacation Nation!"

I saw an article on a TV news journal called "No Vacation Nation!"  They compared the culture of vacation in various countries.
The US has among the lowest vacation times in the world. According to the journal, we’re a bunch of workaholics.

I saw an article on a TV news journal called "No Vacation Nation!"  They compared the culture of vacation in various countries.

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PERM Approval: Anatomy of a Failed Case

I was asked to review a file this weekend. The application was made for a specialty cook, and the PERM application was approved. The problem arose when the I-140 was filed.

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PERM & I-140 Preference Petitions

It is good to be reminded that PERM is only used for 2nd and 3rd preference I-140 petitions, and not for 1st, 4th or 5th preference.

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PERM: Where Have all the O*Nets Gone?

It's no secret that O*Net is a constantly changing database, with new interpretations appearing almost every day of the week!

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PERM: The Kanter Conundrum

Many thanks to Ann Kantor, a colleague from Sacramento, California, for sharing an interesting Prevailing Wage issue with us.

In California,  the State Workfoce Agency issued a Prevailing Wage Determination for only 90 days.

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PERM "Wage Offer" to Whom?

There is a question on the PERM Form that inquires "Wage Offer". The question, located in Part G on Form 9089, is different from another question, "Wage Range." There is also a third question, "Prevailing Wage," which may be neither of the above.

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Unauthorized or Unpaid Employment for PERM!

I received a two-part question regarding alien qualifications fora PERM and employment based immigrant visa petitions:

1. Can unpaid employment "count" for experience for a labor certification application?

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Bachelor's Equivalency: H-1b Standard vs. PERM!

An Employer recently lamented a PERM Denial. The Employer offered a position of Operations Manger with requirement of a Bachelor's Degree plus two years experience OR 12 years experience (in lieu of a Bachelor's Degree) plus two years experience in a PERM application.

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PERM: Prevailing Wage Validity Was Valid for Only 90 Days!

I received a question about the prevailing wage Validity Period for PERM:

The attorney recently received a PERM case denied because the adjudicator stated that, according to Section 656.40(c) "to use a SWA prevailing wage determination, employers must begin recruitment or file their application within the validity period specified by the SWA."

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Motion to Reconsider: PERM

Here is an example of a Motion to Reconsider that may be used if the PERM Form 9089 has the wrong dates for recruitment. This Motion is in accordance with recent DOL Guidelines that authorize reconsideration in some types of cases.

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More about bumping up to 2nd Preference with PERM!

Last week I stirred up quite a hornet’s nest with a Blog about third preference skilled workers who can "bump" up to second preference.  There is definitely a lot of interest in this subject, due to the current backlog of 3rd preference -- almost seven years -- and the current availability (no backlog) of 2nd preference visas for most countries.

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Bump Yourself Up to 2nd Preference with PERM!

Many people are currently in the unfortunate situation of waiting for permanent residence on the third preference with a backlog of many years and no way to bring their cases to a happy conclusion.

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The PERM and Exceptional Ability Quandry: A Solution?

In previous weeks we discussed the possibility of filing 2nd preference exceptional ability petitions for third preference cases containing minimum requirements in accordance with DOL standards.

We noted that the DHS rule states,

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Revocation of PERM and/or I-140

A PERM case can be revoked for almost any reason. Most people think that it should be revoked only for fraud, while this was true for labor certifications filed before PERM (March 28, 2005), under the PERM Rule, an approved labor certification can be revoked for a simple error.

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Is Your PERM Case Ready to File an Immigrant Visa Petition?

PERM cases, approved by the U.S. Department of Labor, are the first step in the process to become a U.S. Resident. The procedure requires the Employer to file an application for PERM, and then an I-140 Immigrant Visa Petition with the U.S.C.I.S. (Department of Homeland Security). In both these instances, the Employer is the one who must take action on behalf of the alien beneficiary.

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Who Can File a PERM Case?

Almost any Employer can file a PERM case.

According, to Federal regulations the Employer can be a corporation, partnership (including joint venture) or sole proprietorship, and can also be either a US entity or foreign, except that foreign entities need to have a location in the US where workers can be referred for interview, plus a FEIN (Federal Employment Identification Number).

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PERM Prevailing Wage: Is It Working?

We previously wrote about the fact that the federal government would take over the prevailing wage function of PERM. The change would remove this function from the state governments.

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Motions to Reconsideration and Appeals Under the PERM Rule

The original PERM rule in 2005 stated that if an application is denied, the employer may file a Motion to Reconsideration (MTR).

However, according to the Rule, the Employer could not include any evidence that was not previously submitted to DOL.

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Does PERM Have a National Origin Bias?

I first got the idea of possible bias in Labor Certification processing when I noticed years ago that many of the NOFs (Notices of Findings) and Denials of labor certification applications were issued to Employers and Aliens with certain kinds of national origin.

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BALCA Holds PERM Errors Not Material

Just when we thought we understood that errors are not permitted in PERM applications -- that the forms must be completed 100% with all the i's dotted and the t's crossed to the point of zero tolerance, and just when we thought that motions to reconsider may include new evidence in the nature of motions to reopen, BALCA has opened the door once again to a more liberal interpretation of non-material errors on Form 9089.

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Changes of Address or Representation on PERM Form 9089

Many people are still confused about the way to make changes of address, name or attorney representation on a PERM application.

The DOL has tried to clarify this in its Frequently Asked Questions.

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File I-140 within 180 Days After PERM Approval

The PERM regulation requires that an I-140 petition for an approved PERM case be filed within 180 days after approval of the labor certification.

The 180 days can pass very quickly, and many unwary employers and/or attorneys find themselves with little time to file the petition and even miss the deadline.

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PERM Process: Copies of Ads are OK!

In the pre-PERM law (until March 28, 2005), the Department of Labor's regulations were very specific about photocopies of ads. No photocopies were accepted. Only originals tear sheets!

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Fax : 212-406-4648
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