office buzz. Migration blues: H-1B hiccups

Indian IT companies with presence in the US could face talent issues after recent amendments to labour condition application (LCA) forms there. The proposed changes took effect from November 19 and require the employer to provide detailed information about H-1B worker employment conditions. This includes disclosing all intended places of employment, including short-term placements, providing an estimate of total number of H-1B workers at each place of intended employment in case workers are employed to work at third-party work sites, clear identification of such secondary entities involved.

According to Kotak IT services, although Indian companies have been trying to rely less on visas and have tried to hire more local talent, these changes in the LCA could still hurt.

For one there will be obvious time and cost expenses on filling up the LCA. Also, while entry-level talent is available locally, finding senior talent is tougher and the IT companies will have to look for other routes — such as subcontracting — to do project fulfilment.

Meanwhile, even as the Trump administration is trying to revoke the work authorisation of spouses of H-1B visa holders, two lawmakers have introduced legislation seeking to prohibit this move. H-4 visas are issued to spouses of H-1B foreign workers. In the Obama rule, spouses of H-1B visa holders could work and over 1,00,000 women, including many from India, received employment authorisation. If this work permit is withdrawn, it could mean families might be split as a career-minded spouse may prefer not to accompany partner to the US.

It’s a challenging time for Indian IT workers in the US on H-1B visas, for sure

An ambitious immigration Bill has divided Japan. The government is trying to enact a Bill that would create two new categories of working visas and allow between 2,60,000 and 3,45,000 blue collar foreign workers to its shores. The first category will be granted to foreign nationals with “certain vocational skills” and will be valid for up to five years. But they will not be allowed to bring family. The second status applies to foreign nationals with “more advanced skills”. This category has no limit on length of stay and can bring in family.

Currently Japan only accepts high skilled workers. The new Bill was introduced early this November and the legislation will come into force in April 2019 – that is if it gets passed. Currently, the Bill is being debated in the Japanese parliament, Diet, and has come in for some serious wrangling. The opposition bloc has pointed to some data inaccuracies, leading to doubts whether it will be passed during this session.

Japan faces serious labour shortages – one study says that about 6,440,000 jobs will be unfilled in 2030. Meanwhile, a Nikkei survey on the immigration Bill finds that 54 per cent of the Japanese public backs Prime Minister Shinzo Abe’s plan to get more foreign workers in to address the nation’s labour shortage.

National Projects Construction Corporation Limited (NPCC) has just been conferred with the status of Miniratna, Category-1. This will give the company greater autonomy as the board’s powers get enhanced, helping it to take speedier decisions. The corporation, set up in 1957 with the mandate of creating key infrastructure in the country, has been making continuous profits since 2009-10.

Companies in India are beginning to take a more holistic view of employee health and wellness, going beyond physical well-being to include emotional and financial health, according to the India Health and Well-Being Study 2018 released by Willis Towers Watson, a global advisory, broking and solutions company.

The study says that 66 per cent of employers have already taken, or will take steps in the next three years to develop a mental health strategy, while 59 per cent are planning to offer programmes to support chronic behavioural health conditions. Similarly, 63 per cent already have or are developing a strategy to improve financial well-being and 13 per cent are considering it in three years’ time. Towards this, 50 per cent companies are planning to deliver customised or personalised messages to help improve financial planning as compared to only 6 per cent today.

COMMENT NOW