How Will Donald Trump Change US Immigration Policy - Workology

How Will Donald Trump Change US Immigration Policy - Workology Undocumented Immigrants Donald Trump’s victory in last week’s Presidential election is signal that there will be some upcoming to the U.S. immigration system that could greatly impact U.S. businesses, Human Resources professionals, and the economy as a whole. While no concrete policies have been set, yet, his campaign record on immigration should give employers pause for concern. The question is: how realistic is Trump’s agenda? Undocumented Immigrants The deportation of an estimated 11 million undocumented immigrants from the United States is almost impossible.  In fact, earlier this week Trump dialed back his campaign rhetoric to express his intention to prioritize the removal of around 2-3 million undocumented immigrants with criminal records, which is a position that is actually in line with the current administration’s priorities. Deporting  all  undocumented immigrants from the U.S. will require incredible amounts of new resources and funding, not mention cripple significant employment sectors of our economy which depend on the labor of undocumented immigrants. While many congressional Republicans might support Trump’s policies, would they support the cost? Politico estimates it would cost $166 billion to deport all of the undocumented immigrants in our country and complete a border wall. (No, by the way, Trump can’t force a country to spend money on something it does not want). The Bipartisan Policy Center estimates that Trump’s immigration attrition policies could increase projected deficits by about $800 billion over the next 20 years. By keeping immigrants in this country working, creating businesses, and making the goods and services that people want to buy we are ultimately increasing wages and employment opportunities. Would Republicans really be so foolish as to actually spend money on large-sca le nationwide attrition programs and shut down entire employment sectors which depend on immigrant labor? DACA Trump has pledged to end President Obama’s deferred deportation program (Deferred Action for Childhood Arrivals (DACA)), which has provided “temporary relief from deportation” and work authorization to over 650,000 undocumented immigrants who arrived in the U.S. when they were minors. While it is certainly possible for the next President to overturn this executive action, it remains unclear whether he would simply prevent future renewals of the U.S. employment authorization documents for DACA individuals, or whether he would cancel and revoke existing employment authorization documents for DACA recipients. A more substantial concern, is whether DACA recipients would be more vulnerable to deportations based on the personal information they previously provided to the government as part of their application process. Assuming, as Trump hinted earlier this week, that DACA recipients may not fall under his 2-3 million criminal aliens enforcement strategy, what economic benefit would arise from revoking the work permits of over 650,000 young immigrants who have been residents of the U.S. for decades, who are working and participating in the economy and attending college? What might be the harm to U.S. employers lawfully employing workers with employment authorization based on DACA? There may be severe consequences to our economy by eliminating valuable employees from our workforce, not to mention creating a humanitarian crisis by deporting these individuals. H-1B Visas During Trump’s campaign he expressed a desire to make it harder for American companies to obtain employment-based visas for immigrant workers. In particular, Trump called for  policies  to increase the regulatory costs for American businesses hiring skilled foreign workers in specialty occupations, particularly in the H-1B visa category. While it is reasonable to expect that the new administration may add new statutory restrictions, institute stricter U.S. recruitment requirements, or increase USCIS filing fees, it is also possible that they may not make any changes to the existing employment-based visa program. As U.S. businesses are increasingly in need of high-skilled labor (especially in STEM fields), what benefit would the U.S. achieve by limiting the amount of intelligent, professional-level foreign nationals into this country? TN Visas Canceling the North America Free Trade Agreement (NAFTA) treaty with Mexico and Canada was a major talking point in Trump’s campaign.   Doing so would most likely eliminate the TN visa for Canadian and Mexican nationals. Again, the elimination of a visa, like the TN, for high-skilled immigrants in the U.S. does not seem to be in the best interest of American businesses. Furthermore, scrapping NAFTA would also eliminate reciprocal visa options Canada and Mexico provide to U.S. workers seeking to engage in professional activities in those countries. F-1 STEM OPT Recent changes  to the Optional Practical Training (OPT) program for foreign students on F-1 student visas and who graduated with degrees in science, technology, engineering, and mathematics (STEM), allow for an additional two years of U.S. work authorization. This  new rule  could be a target under the new President.   Again, though, with U.S. employers in desperate need for STEM employees, cancelling the STEM OPT extension rule, would severely injure American companies. “Extreme Vetting” Trump’s most controversial policy called for some type of “extreme vetting” of foreign nationals from certain countries or certain religions. While it is not clear what he means by this type of vetting, the possibility of increased screening could have serious consequences for U.S. employers and employment-based visa holders, due to stricter scrutiny on visa petitions and longer visa application times. It might also make it harder for individuals to obtain U.S. citizenship. In the end, it is realistic to expect  some  changes to the U.S. immigration system.   Whether  all  the broad promises of Trump’s campaign will become reality is a different story. In less than 60 days, though, Donald Trump will take the oath of office as the 45th president of the United States. Therefore, employers and individuals considering whether to seek certain immigration-related benefits, should act sooner than later.   In the meantime, please visit our  website  and sign up for our newsletter for the latest news regarding any changes to U.S. immigration laws.

This is why women and men cant negotiate salary the same way

This is the reason ladies and men can't arrange pay a similar way This is the reason ladies and men can't arrange pay a similar way What did you make at your past activity? This compensation negotiation question is a minefield for each up-and-comer, however it's an inquiry that disproportionally harms ladies, another investigation has found.In PayScale's study of 15,000 all day laborers, about portion of the members said they'd been posed this inquiry. While men who would not unveil what they earned were compensated with 1.2% more significant compensations, ladies who did likewise endured. Ladies who didn't uncover their pay rates saw a 1.8% diminishing in their last offers contrasted with men.Damned on the off chance that you do, doomed on the off chance that you don'tResearch has demonstrated on numerous occasions that unveiling your compensation especially harms ladies and minorities. Millennial women already start their vocations off guard, procuring around 90 pennies on average for each millennial man's dollar. Pundits of the compensation question have contended that putting together future profit with respe ct to past pay rates will just intensify this cycle, and guarantee that this dissimilarity will follow women throughout their careers.Because it sustains pay imbalance, the territory of Massachusetts and the urban areas of New York City and Philadelphia have even initiated laws that prohibit managers from getting some information about employers' current or past salaries.But until this development gets on to the remainder of the country, the weight will fall unjustifiably to the person, who is getting clashing exhortation on all sides.The PayScale study demonstrates that the past guidance of not uncovering harms ladies the same amount of as revealing. All in all, women who utilize indistinguishable exchange strategies from men are adversely seen as pushy or emphatic. PayScale proposed that this negative observation follows ladies into compensation dealings. PayScale's Lydia Frank revealed to Bloomberg that PayScale accepts spotters think ladies who don't unveil compensation numbers are being non-community or are demonstrating that they make low figures.Women can avoid answering the question legitimately by offering a pay run or countering that their past activity isn't tantamount to the activity they're applying for. Be that as it may, a definitive arrangement that will help ladies is a reasonable fair recruiting process. What's more, for that to occur, businesses need to quit inquiring.

The End Of The Nine-To-Five The Future Of Business Operations

The End Of The Nine-To-Five The Future Of Business Operations In business, nothing is sure. Stocks go here and there; patterns go back and forth; organizations that appears to have everything going for them out of nowhere bomb basically, there are no certifications. While most entrepreneurs acknowledge that the idea of their business is intrinsically unpredictable, there are a few parts of an organization that have consistently appeared to be unflinching. Maybe the most clear of these is the idea of an assigned office space, which is utilized as a base of activities as per a standard nine-to-five calendar. This sort of game plan has been central to organizations for a considerable length of time… yet in the 21st century, everything is set to change. The issues with ordinary office arrangements The standard office arrangement involves the accompanying: An assigned work space, typically complete with work areas, washroom offices, and once in a while a kitchen Representatives work in this space, most as a rule on a nine-to-five working example. Representatives go to this space to work among Monday and Friday. The above course of action likely sounds natural; actually, it is the standard, an arrangement that truly a great many organizations over the world stick to… and nobody is completely certain why. One would expect that this sort of arrangement is standard since we know it's successful; that it supports profitability; that it's really gainful to the two representatives and organizations. In any case, this basically isn't the situation and, truth be told, there is proof that the standard arrangement is by and large harming. For instance, moving to a four-day week as opposed to Monday-to-Friday has been demonstrated to be progressively gainful. Working in an office domain can make individuals hopeless. Studies have demonstrated that a standard nine-to-five working example could have critical wellbeing implications for representatives. The focuses above truly are only a glimpse of something larger with regards to the issues presented by the standard arrangement. So for what reason does everybody utilize the standard office arrangement? Fundamentally, propensity. There's no other explanation for this decision outside of a recognition this is the manner by which a business ought to work. Entrepreneurs duplicate the standard workplace that they see different organizations utilizing on the grounds that it's accepted that this plan is the best decision regardless of the way that the proof says something else. What are the options in contrast to the standard office arrangement? Fortunately, perspectives are changing, as an ever increasing number of studies close the course of action of office space/nine-to-five/Monday-to-Friday is a long way from the best decision. There are an assortment of advancements at present being trialed by organizations over the world, including permitting more elevated levels of remote working, the utilization of an adaptable shared workspace, and four-day working weeks. These progressions are fantastically positive, and recommend that business culture is changing, picking what is truly helpful instead of what is recognizable. Should your business roll out these improvements? In a word, yes or, in any event, you ought to think about it. The contentions against the standard office arrangement are persuading, and the options will in general produce positive outcomes for both business efficiency and the representatives. Abandoning your office or deciding on a four-day working week may sound extraordinary, yet in all actuality, could be the dynamic change that permits you to arrive at new statures with your business attempts.

Limited-time offer for business owners who are Tuck alumni - Melissa Llarena

Limited-time offer for business owners who are Tuck alumni Limited-time offer for business owners who are Tuck alumni **Update: this offer is no longer valid**Limited-time offer for business owners who are Tuck alumniWho:  Melissa Llarena, alumna of the Tuck School of Business at Dartmouth (T’10) and President of Career Outcomes Matter a  talent management  firm in New York.What: Offering a  complimentary one-hour consultation to discuss HR-related talent management challenges and custom solutions during a one-on-one callWhere: One-on-one Skype or phone consultationWhen:  March 27, 2013   April 30, 2013Why:  2 million Americans  are voluntarily quitting today each month and the cost to corporate America is upwards of  $6-billion. This is not just happening in large enterprises but in middle-sized and smaller firms. Business owners must prevent this profit leakage.How: Email  Melissa@MelissaLLarena.com  to schedule your one-hour consultation. *Appointments will be limited to 10 firms in total based on a number of factors including meeting e ligibility requirements.Eligibility RequirementsYour email requesting an appointment should include the following details to be eligible for this offer:a) details around your HR-related talent management challenge (s)b) # of current employees (please state if they are staff or freelancers)c) company website / capacity documentd) name of the person (or people) who currently handle (s) HR activitiese) name of the person (or people) who will be on that one-hour complimentary callf) two days and times for the one-hour consultation including your timezoneTalent management topics are not limited to but may include:  using social media to recruit talent, crafting recognition programs, standardizing interview processes, creating performance evaluations, devising onboarding materials for new workers, succession planning from founders to employees, conducting exit interviews, etc.