{
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  "sourcesContent": ["import{jsx as e,jsxs as r}from\"react/jsx-runtime\";import{Link as t}from\"framer\";import{motion as n}from\"framer-motion\";import*as i from\"react\";export const richText=/*#__PURE__*/r(i.Fragment,{children:[/*#__PURE__*/r(\"p\",{children:[\"On April 28, 2025, President Trump signed an \",/*#__PURE__*/e(t,{href:\"https://www.whitehouse.gov/presidential-actions/2025/04/enforcing-commonsense-rules-of-the-road-for-americas-truck-drivers/\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"executive order\"})}),\" aimed at enforcing existing English proficiency requirements for commercial truck drivers. This rule could significantly affect employers who hire non-citizen drivers.\"]}),/*#__PURE__*/e(\"p\",{children:\"At Seso, we\u2019re committed to helping you navigate regulatory changes that impact your workforce. Here's what you need to know to prepare yourself and your team.\"}),/*#__PURE__*/e(\"h3\",{children:\"1. What the Executive Order Says About English Proficiency for Truck Drivers\"}),/*#__PURE__*/e(\"p\",{children:\"The executive order reinforces a federal requirement that commercial truck drivers must be proficient in English. Under this law, drivers are required to:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Read and speak English to engage with the public.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Understand highway signs and signals.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Respond to inquiries from law enforcement and other authorities.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Accurately complete necessary documentation and reports.\"})})]}),/*#__PURE__*/e(\"h3\",{children:\"2. Strengthening Enforcement Measures\"}),/*#__PURE__*/e(\"p\",{children:\"The order directs the Department of Transportation (DOT) and the Federal Motor Carrier Safety Administration (FMCSA) to strengthen the enforcement of these requirements. Notably, it rescinds a 2016 FMCSA guidance that had relaxed the enforcement of English language proficiency standards.\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"This action means that your drivers\u2014regardless of citizenship\u2014must be prepared to meet the enhanced communication standards to ensure compliance and safety.\"})}),/*#__PURE__*/e(\"h3\",{children:\"3. Non-Compliant Drivers May Be Placed Out of Service\"}),/*#__PURE__*/e(\"p\",{children:'A significant aspect of the executive order is the potential consequences for drivers who can\u2019t demonstrate sufficient English proficiency. If a truck driver doesn\u2019t meet the language requirements, they may be placed \"out-of-service,\" which would prevent them from operating commercial vehicles until they can prove their proficiency.'}),/*#__PURE__*/e(\"p\",{children:\"Additionally, the order calls for a review of state-issued non-domiciled commercial driver\u2019s licenses to identify any irregularities, ensuring that only qualified drivers are permitted on the roads.\"}),/*#__PURE__*/e(\"h3\",{children:\"4. Steps You Can Take\"}),/*#__PURE__*/e(\"p\",{children:\"The enforcement of the new English proficiency requirements will begin in 60 days, so here are some steps you can take now to prepare:\\xa0\"}),/*#__PURE__*/e(\"h4\",{children:\"Identify Impacted Workers:\"}),/*#__PURE__*/r(\"p\",{children:[\"Assess which drivers may struggle with English-language requirements. Consider using screening tools, like the one \",/*#__PURE__*/e(t,{href:\"https://docs.google.com/document/d/1bdNUrDXzWh5haXOeOHnH1h0vHAOzRJ1N/edit\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"here\"})})}),\", to measure the English proficiency of your team and identify any problems in advance. This will help you focus your efforts where they are most needed.\"]}),/*#__PURE__*/e(\"h4\",{children:\"Communicate with Your Employees: \"}),/*#__PURE__*/e(\"p\",{children:\"Inform all workers who operate trucks requiring Commercial Driver\u2019s Licenses (CDLs) about these changes. Encourage them to keep their paperwork organized and easily accessible in their vehicles at all times. These documents should include:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"A valid state CDL;\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[\"If using a foreign CDL from Mexico or Canada, include a copy of the linked \",/*#__PURE__*/e(t,{href:\"https://www.fmcsa.dot.gov/sites/fmcsa.dot.gov/files/docs/2017_CDL_MOU_signed_English.pdf\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"MOU\"})})}),\" or the \",/*#__PURE__*/e(t,{href:\"https://21669713.fs1.hubspotusercontent-na1.net/hubfs/21669713/Legal/CDL_Reciprocity_with_Canada_508CLN.pdf\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Commercial Driver License Reciprocity agreement\"})})}),\", along with their valid CDL;\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"An employment verification letter that includes the employer\u2019s contact information;\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"A passport with a visa stamp, if applicable; and\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"A valid I-94 record, if applicable.\"})})]}),/*#__PURE__*/e(\"h4\",{children:\"Conduct Trainings and Mock Traffic Stops\"}),/*#__PURE__*/e(\"p\",{children:\"Organize training sessions and mock traffic stops for your drivers. Help drivers understand what might be asked during inspections and practice responding in English. You can provide resources such as your state\u2019s driver handbook, which is often available in both English and Spanish.\\xa0\"}),/*#__PURE__*/e(\"h4\",{children:\"We\u2019re here to help!\"}),/*#__PURE__*/e(\"p\",{children:\"Work closely with your Customer Success Manager and Case Manager to review any driving contracts that will begin in the next 60 days. We can help ensure compliance and identify any potential issues ahead of time.\"}),/*#__PURE__*/e(\"h3\",{children:\"What\u2019s Next?\"}),/*#__PURE__*/e(\"p\",{children:\"Our team is closely monitoring this situation and will provide updates to our community once there is more information regarding the scope of the order, if there are any exemptions for agriculture, or if there are legal actions that could delay enforcement. Please contact us if you have any questions about the order or how it could affect your team.\\xa0\"})]});export const richText1=/*#__PURE__*/r(i.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"The Employment and Training Administration (ETA) of the Department of Labor (DOL) has published updates in the Federal Register to the amounts employers may charge H-2A workers for providing three meals per day and the minimum and maximum amounts for inbound and outbound travel-reimbursements.\\xa0\"}),/*#__PURE__*/e(\"h2\",{children:\"Effective 03/24/2025, the new rates are:\\xa0\"}),/*#__PURE__*/e(\"h3\",{children:\"Meal Charges:\"}),/*#__PURE__*/e(\"p\",{children:\"The new maximum meal charge is $16.28, up from the previous maximum allowable charge of $15.88. Any meal charge above $16.28 must be petitioned for in writing and approved by the DOL.\\xa0\"}),/*#__PURE__*/e(\"h3\",{children:\"Reimbursement for Travel-Related Subsistence:\"}),/*#__PURE__*/e(\"p\",{children:\"The new minimum daily travel subsistence amount for inbound and outbound transportation is $16.28, and the maximum daily reimbursement rate is now $68.00 with receipts, up from the previous rates of $15.88 and $61.00.\\xa0\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Employers should begin planning immediately for the new rates.\\xa0\"}),/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"See the announcement in the Federal Register here: \"}),/*#__PURE__*/e(t,{href:\"https://www.federalregister.gov/documents/2025/03/24/2025-04904/labor-certification-process-for-the-temporary-employment-of-h-2a-and-h-2b-foreign-workers-in-the\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"https://www.federalregister.gov/documents/2025/03/24/2025-04904/labor-certification-process-for-the-temporary-employment-of-h-2a-and-h-2b-foreign-workers-in-the\"})})]}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"DOL Update on Subsistence Rates, posted 03/24/2025:\\xa0\"})}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(t,{href:\"https://flag.dol.gov/wage-data/subsistence-rates\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"https://flag.dol.gov/wage-data/subsistence-rates\"})})})]});export const richText2=/*#__PURE__*/e(i.Fragment,{children:/*#__PURE__*/r(\"p\",{children:[\"We\u2019re proud to have been named to Fast Company\u2019s list of the World\u2019s Most Innovative Companies of 2025. This list spotlights over 600 businesses, including the likes of Waymo, Nvidia, and Duolingo, that have set new standards and achieved remarkable milestones across nearly 60 sectors and regions of the global economy.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"\u201CIt has become increasingly challenging in agriculture to break even,\u201D said Seso cofounder and CEO Michael Guirguis. \u201CWe\u2019re honored to support the industry\u2019s largest players with a technology-driven platform that reduces labor costs, increases back-office efficiency, and connects farms with a legal, reliable, and productive workforce. Everything we build at Seso is aimed at solving farms\u2019 biggest problems while making workers\u2019 lives better.\u201D\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"In the last year, Seso raised $26M from investors, rapidly scaled our software-enabled H-2A visa services to rival the largest agents in the country, and expanded our platform to include financial services for agribusinesses such as payroll and workers\u2019 compensation insurance. We\u2019ve grown to connect hundreds of American farms with tens of thousands of seasonal workers every year through a legal, intuitive, and unified software experience. As we look ahead, we\u2019re excited to continue building more solutions to support the efficiency, productivity, and compliance of the people who power our food supply chain.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"To determine honorees, Fast Company\u2019s editors and writers review companies driving progress around the world and across industries, evaluating thousands of submissions through a competitive application process. The result is a globe-spanning guide to innovation today, from early-stage startups to some of the most valuable companies in the world.\\xa0\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"\u201COur list of the Most Innovative Companies offers both a comprehensive look at innovation today and a playbook for the future,\u201D said Fast Company editor-in-chief Brendan Vaughan. \u201CThis year, we recognize companies that are harnessing AI in deep and meaningful ways, brands that are turning customers into superfans by overdelivering for them, and challengers that are introducing bold ideas and vital competition to their industries. At a time when the world is rapidly shifting, these companies are charting the way forward.\u201D\\xa0\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Find us on the list of \",/*#__PURE__*/e(t,{href:\"https://www.fastcompany.com/91268613/agriculture-most-innovative-companies-20250-zero-foodprint-diageo-rodale-climate-ai-arable-applied-carbon-moolec-four-growers-seso-pairwise\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Fast Company\u2019s Most Innovative Agriculture Companies\"})})}),\", or on newsstands beginning March 25. For more information about the selection process, check out \",/*#__PURE__*/e(t,{href:\"https://www.fastcompany.com/91271157/methodology-most-innovative-companies-2025\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Fast Company\u2019s methodology\"})})}),\" for this year.\"]})});export const richText3=/*#__PURE__*/r(i.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"U.S. Immigration and Customs Enforcement (ICE) workplace visits are becoming increasingly common in agriculture and other industries that employ foreign labor. These visits may include issuing a Notice of Inspection to audit Forms I-9, investigating a particular employee or group, or conducting a worksite enforcement action, commonly referred to as a raid.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Worried about what to do in this situation? Follow these 3 essential steps to protect your workforce and ensure compliance with minimal disruption to your ag business.\"}),/*#__PURE__*/e(\"h2\",{children:\"1. Ensure all documentation is in order\"}),/*#__PURE__*/e(\"p\",{children:\"The first step in preparing for an ICE visit is to make sure that your documentation is complete and compliant. A few tips to get started:\"}),/*#__PURE__*/e(\"h4\",{children:\"Designate and train a responsible team\"}),/*#__PURE__*/e(\"p\",{children:\"Assign a specific team or individual to manage Form I-9 compliance. Make sure they are well-trained to recognize lawful versus potentially fraudulent documents.\"}),/*#__PURE__*/e(\"h4\",{children:\"Conduct an internal audit\"}),/*#__PURE__*/e(\"p\",{children:\"Perform a full inventory of your I-9 forms to identify any missing documentation or work authorization updates where necessary. Consult an immigration compliance specialist to support internal audits and remediation, as self-audits without proper guidance can lead to more harm than good.\"}),/*#__PURE__*/e(\"h4\",{children:\"Understand electronic I-9 requirements\"}),/*#__PURE__*/e(\"p\",{children:\"If using electronic I-9s, ensure your solution complies with the appropriate regulations, including worker completion, digital audit trails, and security measures.\"}),/*#__PURE__*/e(\"h2\",{children:\"2. Develop a preparedness plan\"}),/*#__PURE__*/e(\"p\",{children:\"Have a clear plan in place for responding to different types of ICE visits. Below are some best practices for creating your plan:\"}),/*#__PURE__*/e(\"h4\",{children:\"Engage legal experts\"}),/*#__PURE__*/e(\"p\",{children:\"Work with an immigration specialist to create a comprehensive plan addressing various types of ICE interactions. Notify internal and external legal advisors immediately in case of an actual visit.\"}),/*#__PURE__*/e(\"h4\",{children:\"Assign responsibilities\"}),/*#__PURE__*/e(\"p\",{children:\"Clearly define the roles of key personnel such as HR, security, and reception during an ICE visit. Designate executives or managers to meet ICE agents at the entrance and escort them throughout the workplace.\"}),/*#__PURE__*/e(\"h4\",{children:\"Outline required actions\"}),/*#__PURE__*/e(\"p\",{children:\"Document clear steps for compliance, including the level of cooperation and extent of information to be given to investigators during a visit.\"}),/*#__PURE__*/e(\"h2\",{children:\"3. Train your staff\"}),/*#__PURE__*/e(\"p\",{children:\"Prepare key personnel to respond to ICE visits calmly and correctly by implementing these steps:\"}),/*#__PURE__*/e(\"h4\",{children:\"Share the plan with supervisors\"}),/*#__PURE__*/e(\"p\",{children:\"Distribute your response plan to HR and workplace leaders and ensure they understand their responsibilities, including how to assess the nature of the ICE visit.\"}),/*#__PURE__*/e(\"h4\",{children:\"Prepare training materials\"}),/*#__PURE__*/e(\"p\",{children:\"Develop a quick reference guide with step-by-step instructions on how to respond in case of a visit, including:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"How to recognize different enforcement agencies\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Types of warrants and appropriate levels of disclosure\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Employee rights and responsibilities\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Key emergency contacts\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"State-specific laws where applicable (e.g., California, Illinois, and Oregon)\"})})]}),/*#__PURE__*/e(\"h4\",{children:\"Educate HR and workplace teams\"}),/*#__PURE__*/e(\"p\",{children:\"Instruct security, reception, HR, and other relevant employees on how to handle visits from ICE and other law enforcement agencies. Reinforce understanding of rights, responsibilities, and required levels of disclosure in different scenarios.\"}),/*#__PURE__*/e(\"p\",{children:\"Thorough documentation, a clear response plan, and well-trained staff can help you safeguard the rights of your employees and the integrity of your operations in the face of uncertain enforcement events.\"}),/*#__PURE__*/e(\"h2\",{children:\"Protect your business with Seso\"}),/*#__PURE__*/r(\"p\",{children:[\"Choosing the right workforce management solution can help streamline your preparation ahead of possible ICE visits. Seso provides an \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/solutions/hr\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"all-in-one platform\"})})}),\" for agricultural employers to manage \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/solutions/h-2a-software\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"H-2A filing\"})})}),\", \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/solutions/h-2a-services\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"worker recruitment\"})})}),\", \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/solutions/onboarding\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"onboarding with E-Verify\"})})}),\", \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/solutions/ad-hoc-paperwork\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"digital documentation\"})})}),\", \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/solutions/payroll\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"ag-compliant payroll\"})})}),\", and insurance. Our solutions help secure a legal workforce, ensure compliant I-9 completion, and simplify document management.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Together with these best practices, a digital-first approach to labor compliance can not only protect your business in case of workplace visits, but also create a culture of readiness, safety, and efficiency.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Curious to learn more? Join our webinar on \",/*#__PURE__*/e(t,{href:\"https://us02web.zoom.us/webinar/register/4717393891890/WN_ieki7lUzT-a5oSP8aZMt3Q\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"March 12\"})})}),\" and \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/demo\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"reach out\"})})}),\" to our team of immigration and ag employment experts to prepare your workforce today.\"]})]});export const richText4=/*#__PURE__*/r(i.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"In light of recent guidance from the U.S. Department of State, the U.S. Embassy and Consulates General in Mexico have announced significant changes to the interview requirements for H-2A and H-2B visa applicants. Understanding these changes is crucial for employers who rely on these seasonal workers to meet their labor needs. Here's a breakdown of what these updates entail and how employers can prepare.\"}),/*#__PURE__*/e(\"h2\",{children:\"Key Changes to Visa Interview Requirements\"}),/*#__PURE__*/e(\"p\",{children:\"Effective immediately, the following changes have been instituted:\"}),/*#__PURE__*/e(\"h3\",{children:\"Mandatory In-Person Attendance and Interviews\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"All first-time applicants for H-2A and H-2B visas must now attend an in-person interview at the Consulate.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Applicants whose most recent visa expired more than 12 months ago are also required to appear for an in-person interview. These candidates must re-take their biometrics at the Applicant Service Center on Day 1 of their consular process.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Consular officers retain the discretion to call additional H-2 applicants for an interview, regardless of their previous visa status.\"})})]}),/*#__PURE__*/e(\"h3\",{children:\"Adjustments to Interview Waivers\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Interview Waivers (IWs) have been removed for all first-time applicants for H-2 visas.\"})}),/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",children:[/*#__PURE__*/e(\"p\",{children:\"Interview Waivers (IWs) for renewing H-2A and H-2B applicants have been limited.\\xa0\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Previously, applicants renewing an H-2 visa in the same classification within 48 months of the prior visa's expiration date were eligible for an interview waiver.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Effective immediately, applicants renewing an H-2A or H-2B visa within 12 months of the prior visa's expiration date are now eligible for an interview waiver.\"})})]})]})]}),/*#__PURE__*/e(\"h3\",{children:\"Implications for Employers\"}),/*#__PURE__*/e(\"p\",{children:\"These changes signify a shift towards greater scrutiny and interaction with applicants, likely to ensure compliance with immigration policies and to address any emerging security concerns. Employers who depend on hiring foreign workers must be proactive in adapting to these new requirements.\"}),/*#__PURE__*/e(\"h2\",{children:\"How Employers Should Prepare\"}),/*#__PURE__*/e(\"h3\",{children:\"1. Plan for Additional Time\"}),/*#__PURE__*/e(\"p\",{children:\"Although U.S. Consulates are committed to maintaining processing times, the increase in mandatory in-person interviews may lead to higher visa denial rates or delays. Employers should anticipate potential delays and adjust their hiring timelines accordingly.\"}),/*#__PURE__*/e(\"h3\",{children:\"2. Communicate with Workers\"}),/*#__PURE__*/e(\"p\",{children:\"Inform prospective and returning workers about the new interview requirements, whether through direct communication or a facilitating agent. Ensure they understand what is expected of them as they prepare for the interview process.\"}),/*#__PURE__*/e(\"h3\",{children:\"3. Schedule Appointments Accurately\"}),/*#__PURE__*/e(\"p\",{children:\"Appointments must be scheduled with accurate candidate information and visa classification. Misclassifying any worker as \u2018Renewing\u2019 or \u2018Non-Renewing\u2019 can lead to delays at the consulate, ranging from a day to several weeks.\"}),/*#__PURE__*/e(\"h3\",{children:\"4. Prepare Applicants for the Interview\"}),/*#__PURE__*/e(\"p\",{children:\"Offer guidance and resources to help workers prepare for their interviews, including typical questions and the importance of honesty and clarity in their responses.\"}),/*#__PURE__*/e(\"h3\",{children:\"5. Ensure Workers Arrive on Time for the Interview\"}),/*#__PURE__*/e(\"p\",{children:\"With more workers requiring interviews and biometric scanning, more local transportation will be needed. Either you, the workers, or a facilitating agent must coordinate transportation to ensure the group gets to and from these appointments on time, in accordance with the Consulate\u2019s process.\"}),/*#__PURE__*/e(\"h3\",{children:\"6. Stay Updated on Policy Changes\"}),/*#__PURE__*/e(\"p\",{children:\"With more workers requiring interviews and biometric scanning, more local transportation will be needed. Either you, the workers, or a facilitating agent must coordinate transportation to ensure the group gets to and from these appointments on time, in accordance with the Consulate\u2019s process.\"}),/*#__PURE__*/e(\"h3\",{children:\"7. Consider a Buffer Workforce\"}),/*#__PURE__*/e(\"p\",{children:\"Given the potential for processing delays, having a buffer of local or alternative workers can help mitigate gaps caused by delayed visa approvals.\"}),/*#__PURE__*/e(\"h2\",{children:\"Partner with Seso for Consulate Scheduling and Logistics Services\"}),/*#__PURE__*/r(\"p\",{children:[\"Seso's consular scheduling and logistics services are expertly designed to streamline the visa process amidst the evolving landscape of mandatory in-person interviews. Understanding the potential for longer processing times, Seso aids employers in planning their worker processing timelines effectively to accommodate any delays.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"By facilitating clear communication with both prospective and returning workers, Seso ensures that they are well-informed about new interview requirements and expectations of the process. Our services extend to helping workers gather all necessary documentation to eliminate last-minute surprises. Furthermore, Seso provides employers with tools to track the journey of their workers in real time.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"We remain vigilant about changes in consular procedures, ensuring that clients receive constant updates on the latest guidelines from the U.S. Department of State and consular offices in Mexico. This comprehensive approach not only supports smooth logistics but also empowers employers and workers alike to navigate the visa process confidently.\",/*#__PURE__*/e(\"br\",{}),/*#__PURE__*/e(\"br\",{}),\"Click \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/solutions/h-2a-services\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"here\"})})}),\" to learn more about Seso\u2019s consular scheduling and logistics services.\"]}),/*#__PURE__*/e(\"h2\",{children:\"Conclusion\"}),/*#__PURE__*/r(\"p\",{children:[\"While the new interview requirements for H-2A and H-2B visa applicants may pose challenges, being prepared and informed can help employers navigate this transition smoothly. By taking proactive steps and maintaining clear communication with workers, employers can continue to leverage the benefits of these crucial visa programs while adhering to updated compliance standards. Stay connected with \",/*#__PURE__*/e(t,{href:{webPageId:\"cTUspmxac\"},motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Seso\"})})}),\" to best adapt to the evolving visa landscape.\"]})]});export const richText5=/*#__PURE__*/r(i.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"The Trump administration is rapidly implementing measures to significantly enhance the enforcement of U.S. immigration laws. Among the executive orders signed in the early days of President Trump\u2019s second term are extensive changes aimed at bolstering federal agencies' capabilities to arrest and detain undocumented foreign nationals. These developments have direct implications for agricultural employers, making it more crucial than ever to ensure compliance with immigration laws and regulations. As the agricultural sector relies heavily on migrant labor, understanding and adapting to these changes will be essential for maintaining a stable workforce and avoiding potential legal challenges.\"}),/*#__PURE__*/e(\"h2\",{children:\"Impact on Agriculture Business Owners\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"em\",{children:\"Key Changes in Immigration Enforcement\"})}),/*#__PURE__*/e(\"h3\",{children:\"Increased worksite enforcement\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"The administration is ramping up efforts to identify and penalize employers who hire undocumented workers. Agricultural employers can expect to see an increase in ICE audits, unannounced worksite inspections, and financial penalties for violations.\"}),/*#__PURE__*/e(\"p\",{children:\"Accurate employment verification is more critical than ever for agricultural employers. Proper completion and maintenance of I-9 forms is legally mandated, with employers required to keep these forms for three years post-hiring or one year after termination, whichever extends longer.\"}),/*#__PURE__*/e(\"h6\",{children:\"How you can mitigate risks\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"To mitigate potential risks, it is advisable for agricultural employers to enroll in E-Verify and periodically audit their I-9 forms. While E-Verify alone doesn\u2019t entirely shield employers from hiring unauthorized foreign nationals, it significantly strengthens their standing with ICE and the Executive Office for Immigration Review (EOIR).\"}),/*#__PURE__*/e(\"p\",{children:\"Larger agricultural enterprises should consider adopting electronic I-9 management software. Employers chosen for an immigration audit must be able to present their I-9 forms within three business days, as stipulated by immigration regulations. While ICE has historically granted deadline extensions, relying on such leniency is not prudent in the future. Ag employers should also be prepared for a potentially more stringent approach from ICE, including greater fines.\"}),/*#__PURE__*/e(\"h3\",{children:\"Border security and regional enforcement\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"With more troops deployed to the southern border, it is expected that enforcement actions, including workplace audits and inspections, will rise in border areas. Additionally, federal agencies now have the authority to delegate immigration enforcement responsibilities to local law enforcement, which raises the likelihood of enforcement activities at both local and federal levels.\"}),/*#__PURE__*/e(\"h6\",{children:\"How you can mitigate risks\"}),/*#__PURE__*/e(\"p\",{children:\"To safeguard against enforcement risks, agricultural employers should maintain thorough records of worker documentation, ensuring all employees have up-to-date identification and employment authorization records. Digitizing worker records not only helps keep information organized and easily accessible but also reduces the administrative burden of manual paperwork. Tools like Seso\u2019s Digital Worker Onboarding automate key parts of this process by allowing workers to upload documents directly, ensuring accuracy while saving employers time and serving as a system of record for your workforce. With everything stored securely in one place, employers can quickly retrieve necessary documentation during audits or inspections with an auto-generated Audit File, minimizing disruptions and demonstrating compliance.\"}),/*#__PURE__*/e(\"h3\",{children:\"Revocation of sensitive location policy\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Previously, ICE refrained from enforcing immigration laws in sensitive areas like schools, churches, and hospitals. However, this policy has been lifted, allowing ICE to operate in these locations without prior limitations.\"}),/*#__PURE__*/e(\"p\",{children:\"As a result, agricultural employers should be aware of the potential for increased enforcement actions in their communities. It is important to prepare for possible disruptions and to ensure that workers feel informed and supported during this uncertain time. Providing resources and guidance will be crucial in helping workers navigate any challenges that may arise.\\xa0\"}),/*#__PURE__*/e(\"h6\",{children:\"How you can mitigate risks\"}),/*#__PURE__*/e(\"p\",{children:\"Employers can take proactive steps to prepare for potential disruptions by establishing clear communication channels with their workforce and ensuring employees understand their rights and responsibilities. Regularly scheduled meetings, multilingual training sessions, and written resources\u2014such as FAQs or quick-reference guides\u2014can help workers stay informed about what to expect in the event of an enforcement action. Employers should also provide guidance on what documents workers need to carry and where to seek legal assistance if necessary. Partnering with trusted legal or advocacy organizations can further equip employees with accurate information and support. Creating a culture of transparency and reassurance will not only help workers feel more secure but also contribute to overall workforce stability during periods of uncertainty.\"}),/*#__PURE__*/e(\"h2\",{children:\"Navigating Worksite Inspections: Know Your Legal Rights\"}),/*#__PURE__*/e(\"p\",{children:\"Understanding your legal rights during an ICE worksite inspection is crucial. Employers have the right to deny ICE agents entry to non-public areas of their business unless they present a judicial warrant\u2014specifically, one signed by a judge, not just an administrative warrant issued by ICE. Without this warrant, areas like back offices and employee-only zones are off-limits to ICE. However, agents are permitted to enter public spaces such as lobbies and parking lots without permission. If presented with a warrant, it's important to carefully review it before allowing access to any restricted areas.\"}),/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(t,{href:\"https://21669713.fs1.hubspotusercontent-na1.net/hubfs/21669713/Warrant-Fact-Sheet.pdf\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"See here for an example of a judicial warrant vs an ICE warrant provided by AILA\"})})}),\".\"]}),/*#__PURE__*/e(\"h3\",{children:\"Best Practices for Employers\"}),/*#__PURE__*/e(\"p\",{children:\"To mitigate risks and ensure compliance during this period of heightened enforcement, agricultural employers should implement the following best practices:\"}),/*#__PURE__*/e(\"h5\",{children:\"Review Employment Verification Processes\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Conduct I-9 audits to verify that employment verification forms are completed accurately and consistently, and are properly maintained.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Ensure that all hiring and employment verification processes meet federal standards.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[\"Consider enrolling in \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/solutions/onboarding\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"E-Verify\"})})}),\" to confirm employment eligibility.\"]})})]}),/*#__PURE__*/e(\"h5\",{children:\"Training and Education\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Provide regular training sessions for HR staff and managers on compliance with employment and immigration laws. This includes understanding anti-discrimination laws and how to handle documents properly.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Handling incomplete or fraudulent documents.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Use real-world scenarios to prepare staff for potential enforcement situations.\"})})]}),/*#__PURE__*/e(\"h5\",{children:\"Worker Documentation\"}),/*#__PURE__*/e(\"ul\",{children:/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:[/*#__PURE__*/e(\"p\",{children:\"Ensure that foreign national employees keep proper documentation on them verifying their identity and legal status. This documentation includes:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Real ID\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"I-797 approval notice\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Visa stamp and I-94 record\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Employment authorization document (EAD)\"})})]})]})}),/*#__PURE__*/e(\"h5\",{children:\"Develop a Compliance and Response Plan\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Create a comprehensive plan to handle potential ICE audits or inspections, including designating a specific team or point of contact responsible for managing such situations.\"})}),/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:[/*#__PURE__*/e(\"p\",{children:\"Ensure all employees understand their rights and the protocol for interacting with enforcement officers, including:\\xa0\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"The necessity of a judicial warrant for non-public areas.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"The right to refuse searches without a valid warrant.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"The right to remain silent when questioned.\"})})]})]})]}),/*#__PURE__*/e(\"h5\",{children:\"Enhance Record-Keeping and Technology Use\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Consider adopting electronic I-9 management software to maintain organized and easily accessible records.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Seso makes I-9 verification easy by running workers through an intuitive workflow, and automatically keeping records organized, accurate, and accessible, so you\u2019re always prepared for an audit.\"})})]}),/*#__PURE__*/e(\"h5\",{children:\"Legal Consultation\"}),/*#__PURE__*/e(\"ul\",{children:/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Work with Seso\u2019s immigration law experts or consult with legal counsel to stay informed about enforcement trends and changes in immigration policy that could impact your operations.\"})})}),/*#__PURE__*/e(\"h5\",{children:\"Maintain Open Communication\"}),/*#__PURE__*/e(\"ul\",{children:/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Keep lines of communication open with employees, ensuring they feel informed and supported, especially in times of increased enforcement activity.\"})})}),/*#__PURE__*/e(\"h5\",{children:\"Stay Informed\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Keep abreast of changes in immigration policies and enforcement priorities.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Attend Seso webinars and continue to read Seso newsletters and blogs.\"})})]}),/*#__PURE__*/e(\"h5\",{children:\"Taking Immediate Action Matters Now More Than Ever\"}),/*#__PURE__*/e(\"p\",{children:\"With immigration enforcement becoming a bigger focus, it remains crucial for agricultural employers to have strong compliance programs. Not following the rules can lead to fines, penalties, and interruptions in business, as well as the loss of important employees. By actively checking and improving compliance programs, offering regular training, getting ready for possible ICE audits, and keeping up with policy changes, ag employers reduce risks and keep their operations safe.\"}),/*#__PURE__*/e(\"p\",{children:\"Working with Seso can help agricultural employers handle complicated enforcement actions and stay compliant in this changing environment.\"})]});export const richText6=/*#__PURE__*/r(i.Fragment,{children:[/*#__PURE__*/r(\"p\",{children:[\"On January 17, 2025, the \",/*#__PURE__*/e(t,{href:\"https://www.federalregister.gov/documents/2024/12/18/2024-29353/modernizing-h-2-program-requirements-oversight-and-worker-protections\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Department of Homeland Security\u2019s (\u201CDHS\u201D) H-2 Modernization Final Rule\"})})}),\" and \",/*#__PURE__*/e(t,{href:\"https://www.uscis.gov/sites/default/files/document/forms/i-129.pdf\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"USCIS\u2019s new Form I-129\"})})}),\" went into effect with regard to both the H-2A and H-2B programs. USCIS has also published updated \",/*#__PURE__*/e(t,{href:\"https://www.uscis.gov/sites/default/files/document/forms/i-129instr.pdf\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Instructions for Form I-129\"})})}),\" that H-2 employers should review and familiarize themselves with prior to filing their petitions. Importantly, USCIS recently published an \",/*#__PURE__*/e(t,{href:\"https://www.uscis.gov/i-129\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"alert\"})})}),\" advising H-2 stakeholders that \u201C[t]here is no grace period for the revised edition of Form I-129 because this revised edition is necessary for USCIS to apply the final rules.\u201D\\xa0\"]}),/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(t,{href:\"https://www.uscis.gov/newsroom/news-releases/dhs-helps-companies-fill-more-jobs-strengthens-worker-protections-in-the-h-2-programs-with-final\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"According to DHS\"})})}),\", the Final Rule is intended to address three major areas: (1) improving program efficiency; (2) strengthening worker protections and increasing program integrity; and (3) enhancing worker flexibility. Summarized below are the key provisions of the Final Rule that all H-2 employers need to be aware of to ensure their continued compliance with program rules moving forward.\\xa0\"]}),/*#__PURE__*/r(\"h5\",{children:[\"\uD83D\uDCE3 Be sure to also register for our upcoming webinar on January 23, 2025, at 10:00 a.m. (PST), during which Seso\u2019s in-house legal team will provide an in-depth overview of DHS\u2019s new Final Rule and best practices for employers to ensure continued compliance.\\xa0\",/*#__PURE__*/e(t,{href:\"https://us02web.zoom.us/webinar/register/1217374794518/WN_h-wpcs2JR666DaombE4mMw\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Click this link to register\"})})}),\".\"]}),/*#__PURE__*/e(\"h2\",{children:\"Immediate Impact for Employers:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[\"Effective January 17, 2025, the new Form I-129 must now be used when filing with USCIS. We recommend familiarizing yourself with both the updated \",/*#__PURE__*/e(t,{href:\"https://www.uscis.gov/sites/default/files/document/forms/i-129.pdf\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"form\"})})}),\" and its instructions as soon as possible.\\xa0\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Written contracts with third-party recruiters and facilitators prohibiting illegal fee collections from workers are insufficient to avoid liability. Employers need to begin documenting additional measures they have taken to prevent prohibited fee collections from taking place.\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Because USCIS now has the discretion to deny petitions if an employer has violations of H-2A program rules and related labor and employment laws within the last three years, employers should begin gathering documentation demonstrating their commitment to compliance, including corrective actions that have been implemented to ensure similar violations do not reoccur in the future.\"})})]}),/*#__PURE__*/e(\"h2\",{children:\"The Good: Beneficial Changes for Both H-2 Employers & Workers\"}),/*#__PURE__*/e(\"p\",{children:\"The following rule changes are generally expected to benefit employers and workers alike by reducing inefficiencies within the H-2 programs and reducing barriers to legal migration:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Affording employers greater flexibility and portability for workers by allowing workers to immediately start working for a new employer upon filing an extension of stay petition rather than requiring them to wait until the petition is approved.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Clarifying that workers will not be considered to have failed to maintain status simply due to seeking to become a permanent U.S. resident.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Adding a new grace period of up to 60 days following a cessation of employment during which workers may seek new qualifying employment or prepare for departure from the U.S. without violating their current status or accruing unlawful presence.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Extending the existing 30-day grace period following the revocation of a petition to up to 60 days.\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Affirming that workers remain in status for up to 10 days before the petition\u2019s validity period and up to 30 days following the expiration of that period.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Removing the requirement that USCIS may only approve petitions for workers of countries designated as eligible to participate in the H-2 programs.\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Simplifying the rules regarding the effect of a departure from the U.S. on the 3-year maximum period of stay for workers by providing a uniform period of absence from the U.S. (at least 60 days) to reset the 3-year clock.\"})})]}),/*#__PURE__*/e(\"h2\",{children:\"The \u201CNot-So Bad\u201D: Increased Program Integrity & Worker Protections Measures\"}),/*#__PURE__*/e(\"p\",{children:\"While DHS characterized a number of rule changes as novel to the H-2 programs, the vast majority simply reflect best practices that employers who have made continued compliance an operational priority have already incorporated into the policies and procedures, including:\\xa0\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:[/*#__PURE__*/e(\"p\",{children:\"Strengthening the longstanding prohibitions against charging illegal fees from workers by imposing a heightened standard of liability, requirement to conduct due diligence, and more severe penalties on petitioners who are determined to have violated these prohibitions.\\xa0\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Importantly, H-2A employers working with third-party facilitators can no longer merely rely upon a written contract prohibiting the collection of fees alone to avoid liability. Instead, employers must be able to produce additional documentary evidence of the \u201Con-going, good faith, reasonable efforts\u201D they took to discover and prevent the collection of prohibited fees throughout the recruitment, hiring, and employment processes. As an example, DHS suggests inquiring and requesting documentation from a recruiter regarding their past practices and payment structure to ensure no revenue is derived from workers.\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Introduces mandatory denial periods for petitioners determined to have violated these prohibitions, including a one-year \u201Cdebarment\u201D followed by an additional three-years of \u201Cprobation,\u201D during which an approval is contingent upon a showing of full reimbursement for all beneficiaries of a petition.\\xa0\"})})]})]}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Extending whistleblower protections to H-2 workers that were previously only afforded to H-1B workers.\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Clarifying existing requirements for employers to consent and comply with USCIS compliance reviews/audits and allows for the denial or revocation of a petition if investigators are unable to verify material information stated in a petition due to a perceived misrepresentation or lack of cooperation by the employer.\"})})]}),/*#__PURE__*/e(\"h2\",{children:\"The Ugly: Guilty Until Proven Innocent Standard May Increase Delays & Denials\"}),/*#__PURE__*/e(\"p\",{children:\"Despite the multitude of concerns raised by employers during the rulemaking process, the Final Rule significantly expands USCIS\u2019 authority to deny petitions filed by H-2 employers based on certain mandatory and discretionary grounds, including past violations of H-2A and H-2B program rules or any other labor and employment-related law that is relevant to the H-2 programs. In doing so, employers should be prepared to experience a significant increase in the issuance of RFEs, NOIDs, NOIRs, and denials moving forward. The rule changes pertaining to adjudicative process are as follows:\"}),/*#__PURE__*/e(\"h3\",{children:\"Grounds for Mandatory Denials\"}),/*#__PURE__*/e(\"p\",{children:\"USCIS is now required to deny a H-2 petition filed on or after January 17, 2025, by an employer (or its successor in interest) that has been the subject of:\\xa0\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"A final administrative determination by DOL debarring the employer if the petition is filed during the debarment period, or if the debarment occurs during the pendency of the petition, and the final administrative determination debarring the petitioner is made on or after January 17, 2025;\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"A final USCIS denial or revocation decision made on a prior H-2A or H-2B petition filed on or after January 17, 2025, that includes a finding of fraud or willful misrepresentation of a material fact during the pendency of the petition or within 3 years prior to filing the petition; or\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"A final determination of violation(s) under section 274(a) of the INA (\u201CBringing in and Harboring Certain Aliens,\u201D \u201CCriminal Penalties\u201D) made on or after January 17, 2025, and during the pendency of the petition or within 3 years prior to filing the petition.\\xa0\"})})]}),/*#__PURE__*/e(\"h3\",{children:\"Grounds for Discretionary Denials\"}),/*#__PURE__*/e(\"p\",{children:\"USCIS also now has the discretion to deny any H-2 petition filed by an employer (or its successor in interest) that has been the subject of one or more of the following actions during the pendency of the petition or within 3 years prior to filing the petition, if USCIS determines that the underlying violation(s) calls into question the employer\u2019s intention and/or ability to comply with H-2A or H-2B program requirements:\\xa0\"}),/*#__PURE__*/e(\"ul\",{children:/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:[/*#__PURE__*/e(\"p\",{children:\"A final administrative determination by DOL regarding a prior H-2A or H-2B TLC application that includes:\\xa0\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Revocation of an approved TLC application;\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Debarment if the debarment period has concluded prior to filing the petition; or\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Any other administrative sanction or remedy including assessment of CMPs as described in those parts.\\xa0\"})})]})]})}),/*#__PURE__*/e(\"ul\",{children:/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:[/*#__PURE__*/e(\"p\",{children:\"A final USCIS decision revoking the approval of a prior petition that includes one or more of the following findings:\\xa0\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"The beneficiary was not employed by the employer in the capacity specified in the petition;\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"The statement of facts contained in the petition or on the application for a TLC application was not true and correct, or was inaccurate; or\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"The employer violated terms and conditions of the approved petition.\\xa0\"})})]})]})}),/*#__PURE__*/e(\"ul\",{children:/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Any Federal, state, or local final administrative or judicial determination that the H-2 employer violated any applicable employment-related laws or regulations, including health and safety laws or regulations.\"})})}),/*#__PURE__*/e(\"h3\",{children:\"New Adjudication Procedure for Discretionary Denials\"}),/*#__PURE__*/e(\"p\",{children:\"If the H-2 employer has been the subject of one of the above determinations, the employer is now required to demonstrate to USCIS that the underlying violation(s) does not call into question its intent and ability to comply with H-2 program requirements by producing evidence that addresses the following non-exhaustive list of factors:\\xa0\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"The recency and number of violation(s);\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"The egregiousness of the violation(s), including how many workers were affected, and whether it involved a risk to the health or safety of workers;\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Overall history or pattern of prior violation(s);\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"The severity or monetary amount of any penalties imposed;\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"12px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Whether the final determination, decision, or conviction included a finding of willfulness;\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"The extent to which the violator achieved a financial gain due to the violation(s), or the potential financial loss or potential financial injury to the workers;\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Timely compliance with all penalties and remedies ordered under the final determination(s), decision(s), or conviction(s); and\\xa0\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Other corrective actions taken by the petitioner or its successor in interest to cure its violation(s) or prevent future violations.\\xa0\"})})]}),/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"em\",{children:\"Silver lining for Employers\"}),\": If the H-2 employer successfully demonstrate its ability and commitment to compliance with H-2A or H-2B program requirements, USCIS has advised that it will not issue a NOID with regard to future petitions based on the same violation(s) absent new evidence coming to light or USCIS concluding that its prior determination was in error.\\xa0\"]}),/*#__PURE__*/e(\"p\",{children:\"While the Final Rule is intentionally ambiguous with regard to the types of evidence it will rely upon in terms of relevant past violations, USCIS will likely rely upon DOL enforcement data, debarment lists, publicly available information from federal, state, and local courts and agencies, and articles from media outlets when exercising its discretionary authority to deny a petition.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Employers with questions or concerns about DHS\u2019s Final Rule or the new Form I-129 should contact their assigned Seso Customer Service Manager and H-2A Case Manager.\"})]});export const richText7=/*#__PURE__*/r(i.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"On December 17th, 2024, Seso hosted a webinar featuring insights into the potential impacts of the incoming administration on agricultural businesses. Moderated by Seso\u2019s in-house attorneys Daniel Ross and Barron Dickinson, the panel included Diane Kurrle, Senior Vice President at the US Apple Association. With decades of experience navigating agriculture regulation and working directly with Congress, Diane joined Daniel and Barron in parsing the implications of key departmental shifts and policy changes.\"}),/*#__PURE__*/e(\"p\",{children:\"If you\u2019re an ag business owner wondering what\u2019s next, this session is a must-watch.\\xa0\"}),/*#__PURE__*/r(\"h4\",{children:[\"Watch the recording \",/*#__PURE__*/e(t,{href:\"https://us02web.zoom.us/rec/share/-xpF_bbJ8vcPfYL5xzYnDn9054t-4WVWmzWiscjwu-RJjuTVAKWzQF-P4OZrg3o.exnHvuX32M1v8tFd?startTime=1734458447000\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"here\"})}),\" for detailed analysis and actionable advice.\"]}),/*#__PURE__*/r(\"p\",{children:[\"If you are prompted to enter a password, please enter passcode: \",/*#__PURE__*/e(\"code\",{children:\"E7Sxmp?9\"})]}),/*#__PURE__*/e(\"h2\",{children:\"Quick Hits: Key Insights from the Webinar\"}),/*#__PURE__*/e(\"h3\",{children:\"1. Adverse Effect Wage Rate (AEWR)\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[\"The new AEWR went into effect on December 16th, 2024, for most H-2A employers. Employers in \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/blog/2025-aewr-rates-update\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"17 states under an injunction\"})})}),\" will see rates take effect on December 30th, 2024.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Compliance issues surrounding worker pay remain the leading liability for H-2A employers. In 2024, over $5M in back wages and $6M in CMPs were collected.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Recommendation\"}),\": Pay workers the new AEWR immediately\u2014even mid-pay period\u2014to avoid costly penalties.\"]})})]}),/*#__PURE__*/e(\"h3\",{children:\"2. Farmworker Protection Rule\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"The rule\u2019s implementation is complicated by injunctions in Mississippi and Kentucky, affecting certain participants, including members of the NCAE.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"As of November 27th, 2024, DOL is processing filings using old forms, requiring re-submission of applications with the new forms.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Outlook\"}),\": Unlikely to be withdrawn anytime soon despite legal challenges.\"]})})]}),/*#__PURE__*/e(\"h3\",{children:\"3. Cabinet Picks\u2019 Impact on Ag Businesses: What we Know\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Lori Chavez-DeRemer (Secretary of Labor Nominee):\"}),\" Experience in specialty crops and H-2A advocacy is promising.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Brooke Rollins (Secretary of Agriculture Nominee):\"}),\" An advocate for agriculture, with a history of addressing workforce and immigration issues.\"]})})]}),/*#__PURE__*/e(\"h3\",{children:\"4. Deportations and E-Verify\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Large-scale deportations are unlikely due to limited resources.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Nationwide E-Verify could become mandatory as a workaround.\"})})]}),/*#__PURE__*/e(\"h3\",{children:\"5. Risks to the H-2A Program\"}),/*#__PURE__*/e(\"ul\",{children:/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"No imminent cap or limits on the H-2A program are expected. Mechanization discussions remain speculative and financially unfeasible for most farms, making this an unlikely path for the new administration to pursue.\"})})}),/*#__PURE__*/e(\"h3\",{children:\"6. Audits and Enforcement\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Audit likelihood remains consistent across administrations, with regional enforcement variations.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"New DHS rules could expand onsite investigation authority and increase I-9 audits.\"})})]}),/*#__PURE__*/e(\"h2\",{children:\"Webinar Highlights in Detail\"}),/*#__PURE__*/e(\"h3\",{children:\"Adverse Effect Wage Rate (AEWR)\"}),/*#__PURE__*/e(\"p\",{children:\"The AEWR\u2019s publication in the Federal Register on December 16th, 2024, marked a significant regulatory shift. Employers not under injunction saw immediate implementation, while those in 17 states will comply by December 30th. The DOL\u2019s leniency on mid-pay period compliance offers some flexibility, but retroactive pay adjustments are mandatory. Employers should act swiftly to avoid fines\u2014pay discrepancies remain the biggest source of fines.\"}),/*#__PURE__*/e(\"h3\",{children:\"Farmworker Protection Rule\"}),/*#__PURE__*/e(\"p\",{children:\"The Farmworker Protection Rule continues to face legal challenges. Employers affected by the Mississippi and Kentucky injunctions must navigate operational changes, including refiling applications with old forms. Despite the legal pushback, the rule\u2019s withdrawal is unlikely, emphasizing the need for proactive compliance.\"}),/*#__PURE__*/e(\"h3\",{children:\"Cabinet Picks and Policy Outlook\"}),/*#__PURE__*/e(\"p\",{children:\"Diane highlighted several positive implications of Lori Chavez-DeRemer\u2019s and Brooke Rollins\u2019 nominations, namely that both nominees bring relevant agricultural and workforce experience, signaling potential stability for H-2A employers.\"}),/*#__PURE__*/e(\"h3\",{children:\"Deportations and E-Verify\"}),/*#__PURE__*/e(\"p\",{children:\"While mass deportations are unlikely, the likelihood of nationwide E-Verify mandates may grow. Employers should prepare for increased compliance requirements to mitigate risks associated with workforce verification.\"}),/*#__PURE__*/e(\"h3\",{children:\"Mechanization and H-2A Risks\"}),/*#__PURE__*/e(\"p\",{children:\"Speculative discussions around mechanization underscore its logistical and financial infeasibility for most farms. With no current proposals to cap the H-2A program, employers should focus on optimizing existing processes rather than fearing imminent restrictions.\"}),/*#__PURE__*/e(\"h3\",{children:\"Audits and I-9 Enforcement\"}),/*#__PURE__*/r(\"p\",{children:[\"Audit practices remain largely unchanged across administrations. However, new DHS rules could expand onsite investigations, making \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/solutions/hr\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"meticulous recordkeeping\"})})}),\" and compliance audits essential.\"]}),/*#__PURE__*/e(\"h2\",{children:\"Actionable Takeaways\"}),/*#__PURE__*/r(\"ol\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Update wages promptly to meet AEWR requirements and avoid penalties.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Refile applications as needed under the Farmworker Protection Rule.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Monitor developments on E-Verify and prepare for potential mandates.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Leverage Seso\u2019s technology to streamline compliance and reduce human error.\"})})]}),/*#__PURE__*/e(\"h2\",{children:\"Your Next Steps\"}),/*#__PURE__*/r(\"p\",{children:[\"Stay ahead of regulatory changes and compliance challenges with insights from Seso\u2019s experts. Watch the full webinar recording \",/*#__PURE__*/e(t,{href:\"https://us02web.zoom.us/rec/share/-xpF_bbJ8vcPfYL5xzYnDn9054t-4WVWmzWiscjwu-RJjuTVAKWzQF-P4OZrg3o.exnHvuX32M1v8tFd?startTime=1734458447000\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"here\"})})}),\".\"]}),/*#__PURE__*/r(\"h4\",{children:[\"Ready to simplify your compliance processes? Discover how Seso\u2019s solutions can make a difference. \",/*#__PURE__*/e(t,{href:\"https://www.sesolabor.com/demo\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:\"Request a demo today\"})}),\".\"]})]});export const richText8=/*#__PURE__*/r(i.Fragment,{children:[/*#__PURE__*/r(\"p\",{children:[\"The U.S. Department of Labor has published two \",/*#__PURE__*/e(\"em\",{children:\"Federal Register Notices\"}),\" (FRN) reflecting the updated Adverse Effect Wage Rates (AWER) applicable to\",/*#__PURE__*/e(t,{href:\"https://www.federalregister.gov/documents/2024/12/16/2024-29550/labor-certification-process-for-the-temporary-employment-of-foreign-workers-in-agriculture-in-the\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/r(n.a,{children:[\" \",/*#__PURE__*/e(\"strong\",{children:\"Range\"})]})}),\" and \",/*#__PURE__*/e(t,{href:\"https://www.federalregister.gov/documents/2024/12/16/2024-29549/labor-certification-process-for-the-temporary-employment-of-foreign-workers-in-agriculture-in-the\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Non-range\"})})}),\" H-2A occupations respectively. The Range FRN will update the AEWR that applies to all range H-2A job opportunities, which is determined using the Bureau of Labor Statistics (BLS) September 2024 Employment Cost Index (ECI). The Non-range FRN will update the AEWRs that apply to the majority of non-range H-2A job opportunities which are determined using the USDA\u2019s annual Farm Labor Survey (FLS).\"]}),/*#__PURE__*/e(\"h2\",{children:\"Range FRN\"}),/*#__PURE__*/e(\"p\",{children:\"Effective January 1, 2025, any H-2A employer certified or seeking certification to employ workers to engage in the herding or production of livestock on the range must pay each worker a wage that is at least the highest of the various wage sources listed in \\xa7\u2009655.211(a)(1), including the monthly AEWR of $2,058.31, at the time work is performed on or after the effective date of the FRN. DOL has promulgated separate H-2A regulations governing range job opportunities given the unique nature of such work.\"}),/*#__PURE__*/e(\"h2\",{children:\"Non-range FRN\"}),/*#__PURE__*/e(\"p\",{children:\"In late-November 2024, the USDA released its annual Farm Labor Survey (FLS) wage data report for which DOL historically relies upon when updating the AEWRs for upcoming year. On December 12th, DOL previewed the updated AEWRs for each state (reflecting the minimum hourly wage rate employers must pay to workers performing job tasks/activities encompassed within one or more of the \u201CBig Six\u201D Standard Occupational Classification (SOC) codes.\"}),/*#__PURE__*/e(\"p\",{children:\"The Big Six codes include:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Farmworkers and Laborers, Crop, Nursery, and Greenhouse (45-2092);\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Farmworkers, Farm, Ranch, and Aquacultural Animals (45-2093);\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Agricultural Equipment Operators (45-2091);\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Packers and Packagers, Hand (53-7064);\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Graders and Sorters, Agricultural Products (45-2041); and\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"All Other Agricultural Workers (45-2099).\"})})]}),/*#__PURE__*/e(\"p\",{children:\"DOL also recently reported that 96% of all job opportunities certified in 2024 resulted in H-2A and domestic workers in corresponding employment receiving a Big Six SOC code.\"}),/*#__PURE__*/e(\"img\",{alt:\"\",className:\"framer-image\",height:\"3102\",src:\"https://framerusercontent.com/images/OoE39kRNYRrjXf8N6ql7ZaHqs.png\",srcSet:\"https://framerusercontent.com/images/OoE39kRNYRrjXf8N6ql7ZaHqs.png?scale-down-to=2048 594w,https://framerusercontent.com/images/OoE39kRNYRrjXf8N6ql7ZaHqs.png?scale-down-to=4096 1188w,https://framerusercontent.com/images/OoE39kRNYRrjXf8N6ql7ZaHqs.png 1800w\",style:{aspectRatio:\"1800 / 6204\"},width:\"900\"}),/*#__PURE__*/e(\"h2\",{children:\"Quick Hits\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",children:[/*#__PURE__*/e(\"p\",{children:\"4.5% national increase over 2024 wages to $17.74/hr.\"}),/*#__PURE__*/e(\"ul\",{children:/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"*Same rate that will now be used to calculate surety bond amounts for H-2ALCs\"})})})]}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Hawaii reported the highest single wage at $20.08/hr.\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"Great Lakes (Michigan, Wisconsin, Minnesota) was the only region to see wage decrease by 1.9% ($18.50 to $18.15/hr).\"})})]}),/*#__PURE__*/e(\"h4\",{children:\"When do the updated AEWRs take effect?\"}),/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Either December 16 or 30, 2024, depending on which state(s) the place of employment is or will occur. \"}),\"Employers are required to offer and pay the updated AEWR as soon as it becomes effective.\"]}),/*#__PURE__*/e(\"p\",{children:\"While the FRN initially states that the new wages are effective as of December 16, 2024, it subsequently clarified that regarding any work performed at a location within any of the 17 states subject to the Southern District of Georgia\u2019s preliminary injunction order in Kansas et. al. v. U.S. Department of Labor, including AR, FL, GA, ID, IN, IA, KS, LA, MS, MT, NE, ND, OK, SC, TN, TX, VA, employers will receive the benefit of a 14-day notice period before the updated AEWRs will carry force of law on December 30, 2024, because DOL is currently prohibited from enforcing the Farmworker Protection Rule in those 17 states, including the new \u201Ceffective upon publication\u201D obligation for employers to immediately pay the workers the updated AEWR. Conversely, for work performed at places of employment located in any of the 33 states that are not subject to the Kansas Order, the effective date applicable is December 16th.\"}),/*#__PURE__*/e(\"h4\",{children:\"Is there a chance that the DOL could seek to withdraw the Farmworker Protection Rule following the injunction/stay orders issued against DOL by federal courts in Georgia, Kentucky, and Missouri?\"}),/*#__PURE__*/e(\"p\",{children:\"Unlikely at this time despite the H-2A stakeholder community\u2019s continued urging for DOL to do so. As a footnote to the FRN indicates, DOL has apparently decided to continue its defense and enforcement efforts of the Rule notwithstanding its patchwork status or ever-increasing likelihood that it will be struck down in its entirety by one of the four presiding district courts:\"}),/*#__PURE__*/e(\"p\",{children:\"\u201CNeither the preliminary injunction issued in Barton, et al. v. U.S. Department of Labor, et al., No. 5:24-cv-249-DCR (E.D. Ky., Nov. 25, 2024), nor the Section 705 stay issued in International Fresh Produce Association, et al. v. U.S. Department of Labor, et al., No. 1:24-cv-309-HSO-BWR (S.D. Miss., Nov. 25, 2024) affect DOL's implementation or enforcement of 20 CFR 655.120(b)(2) as to the parties or entities subject to those orders.\u201D\"}),/*#__PURE__*/e(\"p\",{children:\"Until the H-2A stakeholder community receives any evidence or indication to the contrary, it\u2019s full steam ahead on the litigation train.\"}),/*#__PURE__*/e(\"h4\",{children:\"What if an AEWR update falls in the middle of my pay period?\"}),/*#__PURE__*/r(\"p\",{children:[\"In \",/*#__PURE__*/e(t,{href:\"https://www.dol.gov/agencies/whd/agriculture/h2a/final-rule/employer-guide#pay-rate\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"published guidance regarding the Farmworker Protection Rule\"})})}),\", DOL has advised that it \u201Cwill not take enforcement action against you if you can demonstrate it was impossible to update payroll before the next scheduled pay date and you provide retroactive pay for the difference in the following pay period.\u201D However, given that this guidance preceded the issuance of the Kansas Order, employers who are afforded the benefit of 14 days\u2019 advance notice should be prepared to demonstrate their timely compliance to DOL in an audit.\"]}),/*#__PURE__*/e(\"h4\",{children:\"I have work being performed currently or in the near future at places of employment that are located within one of the three states (MI, WI, MN) that experienced a wage rate decrease via updated AEWRs published by DOL. Can I pay my workers the lower wage rate upon it taking effect?\"}),/*#__PURE__*/e(\"p\",{children:\"The decreased wage rates in these three states do not apply to any active work contract (i.e. post-certification stage) that previously guaranteed a higher wage rate to workers. Instead, the employer must continue to honor the higher wage rate through the remainder of the contract.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"em\",{children:\"Rule of Thumb: Updated AWERs can only result in higher pay to workers, never lower.\"})}),/*#__PURE__*/e(\"p\",{children:\"To realize the benefit of a lower wage rate, employers should immediately submit a pre-certification amendment request to DOL with regard to any pending job order/application. While employers may still seek to withdraw an application/job order that has progressed to post-certification stage, an employer is still obligated to comply with the terms and conditions of employment contained in application/job order with respect to all workers recruited in connection with the job opportunity. Additionally, a post-certification withdrawal often results in significant delays in worker arrivals assuming the employer initiates a new filing for the same job opportunity.\"}),/*#__PURE__*/e(\"h3\",{children:\"Bulleted list of AEWR rates\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",children:[/*#__PURE__*/e(\"p\",{children:/*#__PURE__*/e(\"strong\",{children:\"Alabama\"})}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"2024: $14.68\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/e(\"p\",{children:\"2025: $16.08\"})})]})]}),/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 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At stake was not only Greenwell\u2019s current season, but also its ability to utilize the program in future years, after its temporary labor certification application was denied on the grounds that minor deviations from its established season demonstrated a permanent year-round need, rather than a temporary/seasonal need, based on its aggregated dates of need in its applications. \"}),/*#__PURE__*/e(\"p\",{children:\"After receiving the Certifying Officer\u2019s (\u201CCO\u201D) Notice of Deficiency (\u201CNOD\u201D) which required Greenwell to submit an explanation and documentation to support its seasonal or temporary need to support its pending application, Barron Dickinson, Legal Affairs Counsel, and Daniel Ross, Legal Affairs Counsel & H-2A Compliance Attorney, of Seso\u2019s Legal Team determined that the CO\u2019s NOD had all the hallmarks of a forthcoming denial based on their many years of combined experience litigating against the DOL in some of the most high profile cases on behalf of H-2A employers. With the prospect of a denial on the horizon, a strategic decision was made to submit a comprehensive response to the NOD in the form of a quasi-brief that included relevant case authority and several different forms of documentary evidence, including an expert letter from the University of Hawaii\u2019s College of Tropical Agriculture & Human Resources attesting to Greenwell\u2019s seasonality, payroll records demonstrating an almost 300% increase in its labor needs during certain months, and annual reports from Hawaii\u2019s Department of Agriculture highlighting unforeseen adverse crop conditions that caused earlier than normal harvest and affected production cycles for local coffee farmers. \"}),/*#__PURE__*/e(\"p\",{children:\"As predicted, the CO ultimately issued a denial letter on the grounds that \u201C[t]he employer\u2019s response indicates that they have a revolving temporary need yearly...[and] the employer\u2019s [filing history] shows that they have a need in every single month of the year to include a need of 10 months and 15 days in the year 2024.\u201D The proactive approach employed by Seso\u2019s Legal Team at the NOD stage effectively allowed for a Request for Expedited Administrative Review to be filed immediately with BALCA (which requires the appeal to be decided on a truncated timeframe) and forgo the need to proceed to a formal hearing before the presiding Administrative Law Judge (\u201CALJ\u201D) unlike a Request for De Novo Review. This strategy ultimately paid off with the issuance of a favorable decision by ALJ Patrick Rosenow reversing the denial of Greenwell\u2019s application based on his conclusion that the CO\u2019s offered rationale was arbitrary, capricious, and an abuse of discretion. Noting that the CO\u2019s complete failure to properly consider the NOD Response and supporting documentation, Judge Rosenow instead confirmed the temporary and seasonal nature of Greenwell\u2019s need for labor. \"}),/*#__PURE__*/e(\"p\",{children:\"As a result of the joint efforts of Greenwell\u2019s leadership and Seso\u2019s Legal Team, the 175-year old coffee plantation was able to receive the H-2A workers that it critically needs to timely complete its necessary operational activities. In addition to affording Greenwell far greater certainty with respect to its ability to access the H-2A program in the future, this decision also highlights the importance for employers to adhere to their established 10-month season as well as explain even minor shifts in their historical dates of need with supporting documentary evidence to minimize the likelihood of a denial being issued. Over the years, the issue of whether employers located in states with arguably year-round growing climates, like Hawaii and Florida, can establish a temporary or seasonal need for labor, an issue that has been hotly contested in BALCA appeals in recent years [2]. Employers with job opportunities in these states should continue to exercise caution when filing their applications as the DOL applies a heightened-level of scrutiny to the filings of employers located in those states. Although the employer in this case received a favorable outcome, BALCA decisions reversing a denial are never guaranteed as the majority of appeals generally result in a rubber stamp. For example, only 8 out of 64 appeals (roughly 12%) filed with BALCA this year have resulted in reversals. Seso\u2019s longstanding record of successfully resolving issues at the NOD stage with finality ensures that clients are able to avoid delays in the certification process and their workers\u2019 arrivals. Notwithstanding, in the event that you find yourself facing a situation similar to this case, rest assured that Seso\u2019s Legal Team has the subject matter expertise to zealously advocate on your behalf before BALCA if called upon to do so. \"}),/*#__PURE__*/e(\"p\",{children:\"Should you have any questions or concerns regarding the issues presented in this case or how they might impact your own operational needs, please do not hesitate to reach out to us. We would Additionally, be on the lookout for Seso\u2019s upcoming webinars later this year. \"}),/*#__PURE__*/r(\"p\",{children:[\"1. \",/*#__PURE__*/e(t,{href:\"https://www.oalj.dol.gov/DECISIONS/ALJ/TLC/2024/EMPLOYMENT_AND_TRAIN_v_Greenwell_Farms_Inc_2024TLC00056_(SEP_03_2024)_143423_CADEC_PD.PDF\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Greenwell Farms, Inc., 2024-TLC-00056 (Sept. 3, 2024)\"})})}),\".\"]}),/*#__PURE__*/r(\"p\",{children:[\"2. See, e.g. \",/*#__PURE__*/e(t,{href:\"https://www.oalj.dol.gov/DECISIONS/ALJ/TLC/2021/In_re_Overlook_Harvesting__2021TLC00205_(SEP_09_2021)_201034_CADEC_PD.PDF\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Overlook Harvesting Company, LLC , 2021-TLC-00205 (Sept. 9, 2021)\"})})}),\", \",/*#__PURE__*/e(t,{href:\"https://www.oalj.dol.gov/DECISIONS/ALJ/TLC/2021/In_re_Overlook_Harvesting__2021TLC00205_(SEP_30_2021)_115554_ORDER_PD.PDF\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Sec\u2019y assumed juris. (Sept. 30, 2021 )\"})})}),\", \",/*#__PURE__*/e(t,{href:\"https://www.dol.gov/sites/dolgov/files/OALJ/PUBLIC/INA/DECISIONS/SECRETARY_DECISIONS/TLC/Secy_Withdrawal_of_Jurisdiction_Overlook_2021TLC00205_12_03_2021.pdf\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"Sec\u2019y juris. withdrawn (Dec. 3, 2021)\"})})}),\"; see also \",/*#__PURE__*/e(t,{href:\"https://downloads.regulations.gov/ETA-2022-0007-0001/content.pdf\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!0,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/r(\"strong\",{children:[\"H\u20132A Frequently Asked Questions Guidance\u2014Round 17: Temporary or Seasonal Need Assessments; Relevant Information or Factors Related to H\u20132A Labor Contractors Operating in an Area of Intended Employment Where Agricultural Production May Occur Year-Round , 87 Fed. Reg. 185 (Sept. 26, 2022) (remains\",/*#__PURE__*/e(\"br\",{}),\"pending after over two years)\"]})})}),\".\"]})]});export const richText10=/*#__PURE__*/r(i.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"As of this afternoon, the U.S. Department of Labor (\u201CDOL\u201D) is now defending four separate lawsuits filed in federal courts in Georgia, Kentucky, North Carolina, and Mississippi, each of which has the same objective: a nationwide permanent injunction against the DOL\u2019s Farmworker Protection Rule. The H-2A stakeholder community sailed into relatively uncharted waters last month following the DOL\u2019s sudden decision to attempt to operate under two vastly different sets of rules and filing systems in order to comply with an injunction order issued by a Georgia federal judge blocking the Rule from being enforced in 17 states. However, there may be light at the end of the tunnel for employers located in the other 33 states not subject to the injunction based on the timeframe currently projected for one or more of these courts to issue a final decision regarding the Rule\u2019s fate, which we believe will occur in late-November to early-December.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Summarized below are the latest developments in each of these four cases through the present:\"}),/*#__PURE__*/e(\"h3\",{children:\"1. GA litigation - Kansas et al. v. U.S. DOL, No. 2:24-cv-00076-LGW-BWC (S.D. Ga. 2024)\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Aug. 26, 2024\"}),\" \u2014 Court issued preliminary injunction blocking DOL\u2019s enforcement of the Rule in 17 states (AK, FL, GA, ID, IN, IA, KS, LA, MS, MT, NB, ND, OK, SC, TN, TX, VA)\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Oct. 2, 2024\"}),\" \u2014 Plaintiffs filed motion for summary judgment seeking a permanent nationwide injunction\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Nov. 20, 2024\"}),\" \u2014 Deadline for briefing on summary judgment to be completed however because plaintiffs filed their motion earlier than expected, it should be completed by mid-November and a decision from the Court to be issued soon thereafter (likely by mid-to-late Dec.).\\xa0\"]})})]}),/*#__PURE__*/e(\"h3\",{children:\"2. KY litigation - Barton et al. v. U.S. DOL, 5:24-cv-000249-DCR (E.D.K.Y. 2024)\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Sept. 16, 2024\"}),\" \u2014 The National Council of Agricultural Employers (NCAE) joined several agricultural associations and farmers in a lawsuit challenging the Rule and argued that the GA Judge\u2019s reasons to issue an injunction should result in the same outcome in its case.\\xa0\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Sept. 20, 2024\"}),\" \u2014 States of KY, AL, OH, and WV joined the lawsuit as well\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Oct. 15, 2024\"}),\" \u2014 States filed motion for preliminary injunction\\xa0\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Nov. 4, 2024\"}),\" \u2014 Hearing on preliminary injunction will take place and it is anticipated that the Court could issue a decision around late-November to early-December.\\xa0\"]})})]}),/*#__PURE__*/e(\"h3\",{children:\"3. NC litigation - North Carolina Farm Bureau Fed. Inc. et al. v. U.S. DOL, No. 5:24-cv-527-FL (E.D.N.C. 2024)\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Sept. 13, 2024\"}),\" \u2014 Employer group including NC Farm Bureau filed a lawsuit arguing that the Rule not only violates the NLRA, but also alleged that many employers choose not to file through the North Carolina Growers Association due to a CBA it haw with a farmworker union\\xa0\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Oct. 14, 2024\"}),\" \u2014 Plaintiffs filed motion for summary judgment asking the Court set aside the Rule in its entirety, which expected to be ruled on by the Court around mid-to-late-December.\\xa0\"]})})]}),/*#__PURE__*/e(\"h3\",{children:\"4. MS litigation - International Fresh Produce Ass\u2019n et al. v. U.S. DOL, No. 1:24-cv-309-HSO-BWR (S.D. Miss 2024)\"}),/*#__PURE__*/e(\"ul\",{children:/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Oct. 8, 2024\"}),\" \u2014 Most recent lawsuit filed by a group with diverse interests including U.S. Chamber of Commerce and State of Mississippi seeking preliminary injunction on substantially the same grounds raised by employers in the three other lawsuits. No timetable set for briefing or a hearing yet, but the Court could very likely issue a decision prior to the end of the year.\"]})})}),/*#__PURE__*/e(\"p\",{children:\"We will be actively monitoring each of these cases over the next several weeks so be sure to keep an eye out for any additional updates from us regarding any significant developments that are likely to take place while this litigation remains pending.\\xa0\"})]});export const richText11=/*#__PURE__*/r(i.Fragment,{children:[/*#__PURE__*/e(\"p\",{children:\"Hurricane Helene has left a trail of devastation across key agricultural regions in Florida, Georgia, North Carolina, and several other states. As many farm owners and farm labor contractors (FLCs) work through the recovery process, there are important considerations to keep in mind regarding H-2A workers, compliance, and disaster relief. At Seso, we recognize the hardships facing our agricultural community, and we're here to offer guidance and support as you navigate these challenges.\"}),/*#__PURE__*/e(\"h2\",{children:\"Worker Safety and Compliance After the Storm\"}),/*#__PURE__*/e(\"p\",{children:\"Ensuring the safety of your workforce is the top priority. The Department of Labor (DOL) has released updated guidance for employers impacted by Hurricane Helene, which touches on key areas like housing, transportation, and employment conditions for H-2A workers. Below are essential points to consider:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"\\xbe Guarantee Still Applies:\"}),\" Despite the disruptions caused by the hurricane, the 3/4 guarantee remains in effect for H-2A workers. Employers are required to offer workers at least 75% of the total hours listed in their job orders, regardless of the storm\u2019s impact, unless the contract is formally ended early by way of a Contract of Impossibility (\u201CCOI\u201D).\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"End contract early with a formal COI determination:\"}),\" If you believe you can no longer fulfill your obligations under the job order and/or have lost the crop entirely as a result of the storm, you may request to end the contract early by formally requesting a COI determination. Employers must request a contract of impossibility determination in writing, and we recommend submitting supporting documentation of storm damage along with the written request. The DOL provides specific guidance on how to make this request and the circumstances under which it may be approved. See 20 CFR 655.122(o).\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Assess and report housing conditions:\"}),\" If the housing provided to your H-2A workers has been damaged, you must notify the DOL and SWA immediately. Temporary housing solutions may be available, but ensure they meet the standards outlined in the DOL's guidelines and inform DOL and the SWA of the change of housing location in writing.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Maintain communication with workers:\"}),\" Keep open lines of communication with your employees, ensuring they are aware of any changes to work schedules, housing, or transportation.\"]})})]}),/*#__PURE__*/r(\"p\",{children:[\"For detailed guidance, refer to the DOL's FAQs on Hurricane Helene\",/*#__PURE__*/e(t,{href:\"https://www.dol.gov/sites/dolgov/files/ETA/oflc/pdfs/OFLC%20Major%20Disaster%20Hurricane%20Helene%20Guidence%2009302024.pdf\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/r(n.a,{children:[\" \",/*#__PURE__*/e(\"strong\",{children:\"here\"})]})}),\".\"]}),/*#__PURE__*/e(\"h2\",{children:\"Understanding the Restrictions on Storm Cleanup for FLCs\"}),/*#__PURE__*/r(\"p\",{children:[\"It\u2019s crucial to note that the DOL has drawn a clear line when it comes to storm cleanup work for H-2A workers, particularly for farm labor contractors (FLCs). Based on recent guidance, FLCs are \",/*#__PURE__*/e(\"strong\",{children:\"restricted from employing H-2A workers for storm cleanup activities off the farm.\"}),\" The DOL has not provided further clarity on this, but it is critical to stay compliant:\"]}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"On-Farm Cleanup for Growers Is Permitted:\"}),\" For farmers or growers employing H-2A workers directly on their farms, the DOL has explicitly stated that cleanup activities directly connected to the farm\u2019s primary operations are permissible, regardless of whether those job duties were listed in the contract. This includes debris removal and other tasks related to getting the farm back to operational status.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"FLCs Face Stricter Limits:\"}),\" FLCs should not have H-2A workers performing storm cleanup off the farm under any circumstances. If your job order already included debris cleanup as part of your regular activities on the farm, it would be safe to continue that work. However, sending workers off-site for storm removal tasks, even if related to recovery, is not allowed.\\xa0\"]})})]}),/*#__PURE__*/e(\"p\",{children:\"While the guidance may feel restrictive compared to previous years, particularly for FLCs, it\u2019s important to adhere to the DOL's limitations to avoid any compliance issues. DOL\u2019s FAQ guidance on the distinction between hurricane clean-up work performed on the farm in the employ of a farmer vs. that performed in the employ of an H-2ALC characterizes the issue as follows:\"}),/*#__PURE__*/e(\"ul\",{children:/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Note that \u201Cclearing land of brush and other debris left by a hurricane\u201D is specifically incorporated into the Department\u2019s definition of agricultural labor or services at 20 CFR 655.103(c)(1)(i)(B) when those duties are performed by workers who are \u201C[i]n the employ of the owner or tenant or other operator of a farm\u201D and \u201Cthe major part of such service is performed on a farm.\u201D Accordingly, fixed-site employers may have workers employed under the terms of an H-2A temporary labor certification perform such duties, provided that the majority of those duties occur on the farms listed in the certification. However, H2ALCs cannot.\u201D\"})})}),/*#__PURE__*/e(\"h2\",{children:\"Best Practices for Operational Recovery\"}),/*#__PURE__*/e(\"p\",{children:\"Getting back to business after a natural disaster can be challenging, but there are steps you can take to ensure a smoother recovery:\"}),/*#__PURE__*/r(\"ol\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Document losses and damages\"}),\": Keep a detailed record of all damages to property, crops, and equipment. This documentation will be essential when applying for insurance claims or disaster relief.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Reassess compliance obligations\"}),\": If the storm has affected your ability to comply with H-2A housing, transportation, or work requirements, contact the DOL to discuss potential accommodations up to and including a COI determination.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Update your emergency preparedness plans\"}),\": As part of long-term recovery, it\u2019s important to revise emergency plans to better prepare for future incidents. This includes creating or updating evacuation routes, communication protocols, and safety training for workers.\"]})})]}),/*#__PURE__*/e(\"h2\",{children:\"Operational Recovery and Accessing Disaster Relief\"}),/*#__PURE__*/e(\"p\",{children:\"Recovering from Hurricane Helene will take time, but several resources are available to assist agricultural employers. Here\u2019s what you need to know:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"Federal Emergency Management Agency (FEMA) Disaster Assistance:\"}),\" Farmers and FLCs in declared disaster areas can \",/*#__PURE__*/e(t,{href:\"https://www.fema.gov/disaster/current/hurricane-helene\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/e(n.a,{children:/*#__PURE__*/e(\"strong\",{children:\"apply for FEMA assistance\"})})}),\", which covers a range of costs, including temporary housing, repairs, and other recovery-related expenses.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"USDA Emergency Programs:\"}),\" The USDA offers emergency loans and grants for agricultural businesses affected by natural disasters. These programs can help you restore farm operations and cover crop and property losses.\"]})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/r(\"p\",{children:[/*#__PURE__*/e(\"strong\",{children:\"State and Local Aid:\"}),\" Many states are providing additional support through grants and recovery funds for businesses impacted by the hurricane. Make sure to explore local options in Florida, Georgia, and North Carolina.\"]})})]}),/*#__PURE__*/r(\"p\",{children:[\"For more information, review the DOL\u2019s disaster relief guidance\",/*#__PURE__*/e(t,{href:\"https://www.dol.gov/sites/dolgov/files/ETA/oflc/pdfs/OFLC%20Major%20Disaster%20Hurricane%20Helene%20Guidence%2009302024.pdf\",motionChild:!0,nodeId:\"z7iU9NTu6\",openInNewTab:!1,scopeId:\"contentManagement\",smoothScroll:!1,children:/*#__PURE__*/r(n.a,{children:[\" \",/*#__PURE__*/e(\"strong\",{children:\"here\"})]})}),\".\"]}),/*#__PURE__*/e(\"h2\",{children:\"How Seso Can Help\"}),/*#__PURE__*/e(\"p\",{children:\"Navigating post-disaster recovery and staying compliant with complex labor regulations can be daunting. Seso is here to support you with tools to manage compliance, payroll, and workforce needs. Whether you\u2019re dealing with H-2A job order modifications, labor certification changes, or payroll adjustments, our team is ready to assist customers during this critical time.\"}),/*#__PURE__*/e(\"p\",{children:\"As you continue to rebuild in the aftermath of Hurricane Helene, know that help is available. The agricultural community has faced challenges before, and will overcome this one. If you have questions or need further guidance, don\u2019t hesitate to reach out to our team at Seso. We are committed to supporting you and your workforce every step of the way.\"}),/*#__PURE__*/e(\"h2\",{children:\"FAQs\"}),/*#__PURE__*/e(\"h4\",{children:\"Will OFLC permit requests for extensions to deadlines or make other reasonable accommodations for employers impacted by major disaster(s) Hurricane Helene?\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Yes. OFLC recognizes that Hurricane Helene may have a significant impact on businesses and understands that some employers may not be able to timely respond to OFLC requests for information and other correspondence regarding the processing of applications or comply with applicable deadlines. Accordingly, OFLC will grant extensions of time and deadlines for employers affected by Hurricane Helene, including for delays caused by Hurricane Helene and those that occurred as a result of businesses preparing to adjust their normal operations due to Hurricane Helene.\"}),/*#__PURE__*/e(\"h4\",{children:\"Due to the impact of major disaster Hurricane Helene, I no longer have a business need for the workers employed under the temporary labor certification I received. What do I do?\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Employers who received temporary labor certification under the H-2A, H-2B, or CW-1 visa programs may request approval from the OFLC Chicago NPC Certifying Officer to terminate work under the job order and/or work contracts before the end date of work due to the impact of Hurricane Helene. An employer may submit a request for \u201Ccontract impossibility\u201D to the Chicago NPC Certifying Officer using the following method:\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Email: TLC.Chicago@dol.gov\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Include the phrase \u201CHurricane Helene\u201D followed by the full OFLC case number in the email subject line.\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Phone: 312-886-8000\"}),/*#__PURE__*/e(\"p\",{children:\"Important Reminders:\\xa0\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"An employer continues to be responsible for its obligations under the work contract until receiving a favorable \u201Ccontract impossibility\u201D determination from DOL.\\xa0\"})}),/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:[/*#__PURE__*/e(\"p\",{children:\"In the event that DOL makes a finding of contract impossibility, the employer should document its efforts to comply with each aspect of the contract impossibility provision including:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"Fulfill a three-fourths guarantee for the time that has elapsed from the start of the work contract to the time of its termination;\"})}),/*#__PURE__*/r(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:[/*#__PURE__*/e(\"p\",{children:\"Make efforts to transfer the worker to other comparable employment acceptable to the worker, consistent with existing immigration law, as applicable. If such transfer is not affected, the employer must:\"}),/*#__PURE__*/r(\"ul\",{children:[/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"(1) Return the worker, at the employer\u2019s expense, to the place from which the worker (disregarding intervening employment) came to work for the employer, or transport the worker to the worker\u2019s next certified H\u20132A employer, whichever the worker prefers;\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"(2) Reimburse the worker the full amount of any deductions made from the worker\u2019s pay by the employer for transportation and subsistence expenses to the place of employment; and\"})}),/*#__PURE__*/e(\"li\",{\"data-preset-tag\":\"p\",style:{\"--framer-font-size\":\"11px\",\"--framer-text-color\":\"rgb(0, 0, 0)\",\"--framer-text-decoration\":\"none\"},children:/*#__PURE__*/e(\"p\",{children:\"(3) Pay the worker for any costs incurred by the worker for transportation and daily subsistence to that employer\u2019s place of employment. Daily subsistence must be computed as set forth in the regulations at 20 CFR 655.122(h). The amount of the transportation payment must not be less (and is not required to be more) than the most economical and reasonable common carrier transportation charges for the distances involved.\"})})]})]})]})]})]}),/*#__PURE__*/e(\"h4\",{children:\"Due to major disaster Hurricane Helene, my business has a critical need for H-2A workers to perform agricultural labor or services. However, I do not have sufficient time to prepare all required documentation in order to file a completed job order with the State Workforce Agency (SWA) and H-2A application with OFLC within the regulatory filing timeframes. Can I file an emergency H-2A application with OFLC?\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Yes. Under 20 CFR 655.134, OFLC may consider this situation to qualify as good and substantial cause and, if these employers are unable to meet the regulatory filing timeframes, they should request a waiver of the regulatory filing timeframe for this reason.\\xa0\"}),/*#__PURE__*/e(\"h4\",{children:\"The housing certified for workers is no longer available or cannot be used due to the impact of major disaster Hurricane Helene, can I use other housing that was not initially disclosed in the H-2A job order?\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"If certified housing becomes unavailable for reasons outside the employer\u2019s control, such as the impact of Hurricane Helene, the employer may substitute other rental or public accommodation housing that is in compliance with the local, State, or Federal housing standards applicable under 20 CFR 655.122(d). The employer must promptly notify the SWA in writing of the change in accommodations and the reason(s) for such change, and provide the SWA with evidence of compliance with the requirements of 655.122(d) for the substituted housing. If, upon inspection, the SWA determines the substituted housing does not meet the applicable housing standards, the SWA will provide written notification to the employer to cure the deficiencies with a copy to OFLC.\"}),/*#__PURE__*/e(\"h4\",{children:\"Some worksites listed on my certified Application for Temporary Employment Certification and job order can no longer support employment due to the unforeseen impact of major disaster Hurricane Helene. However, I have work at other worksites within the certified area of intended employment where work can be performed. Can I place workers at other worksites not specifically listed in the certified Application for Temporary Employment Certification but are still within the same area of intended employment?\"}),/*#__PURE__*/e(\"p\",{children:\"Yes. A certified Application for Temporary Employment Certification is valid only for the number of H-2A positions, the area of intended employment, the job classification and specific services or labor to be performed, and the employer(s) named on the certified application, including any approved modifications. Due to the impact of Hurricane Helene, DOL will permit an employer to place H-2A workers and workers in corresponding employment at additional worksites not previously disclosed on the certified H-2A application, only as necessary due to the impact of Hurricane Helene, if such worksites are within the same area of intended employment certified by DOL.\"}),/*#__PURE__*/e(\"p\",{children:\"For worksites that are outside of the certified area of intended employment and where the impact of Hurricane Helene constitutes good and substantial cause, the employer may file a new application under the DOL\u2019s regulations for emergency situations at 20 CFR 655.134. A new application ensures that critical protections such as housing, transportation, and meals will be provided to all workers performing work at the worksites that are not covered by the certified H-2A application and job order.\\xa0\"}),/*#__PURE__*/e(\"h4\",{children:\"May I accommodate different arrival times for my workers due to the impact of major disaster Hurricane Helene, different from the start date on my certified Application for Temporary Employment Certification and job order?\\xa0\"}),/*#__PURE__*/e(\"p\",{children:\"Yes. DOL recognizes an employer may have a need for greater flexibility in beginning work for some or all of their workers due to the impact of Hurricane Helene. Therefore, the DOL is waiving the need for employers to obtain formal approval from the CO for minor amendments to the start date of work to accommodate the arrival of workers at different times in this temporary, unique circumstance. This waiver includes the need for employers to \u201Cmove up\u201D their start dates of work in the event workers are needed earlier than expected due to the impact of Hurricane Helene.\\xa0\"})]});\nexport const __FramerMetadata__ = {\"exports\":{\"richText8\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText7\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText3\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText9\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText10\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText6\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText2\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText1\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText5\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText11\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"richText4\":{\"type\":\"variable\",\"annotations\":{\"framerContractVersion\":\"1\"}},\"__FramerMetadata__\":{\"type\":\"variable\"}}}"],
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