The Impact of Experience on Wage Premiums for Permanent Employment-Based Visa Applicants in the Information Technology Sector
The employment-based (EB) visa process is the primary government-sponsored visa program for companies looking to retain international talent on a permanent basis. This study analyzes wage levels for job applicants being sponsored for an Employment-Based 2 (EB-2) or Employment-Based 3 (EB-3) visa in the information technology (IT) sector. Specically, this research uses data from the Program Electronic Review Management (PERM) Certication process, used by the Department of Labor to ensure that companies are only hiring international workers when there are not domestic equivalents. The PERM process is extremely thorough and provides a wealth of data that can be used to determine factors influencing wages oered to EB workers in the technology sector. This paper focuses on the dierence between prevailing wages, determined by the Department of Labor through industry surveys and dened as the average wage for a specic position in a commutable area, and the wages oered by sponsoring companies for the same position. This gap is called the wage premium." Results from regression models indicate that there is a negative correlation between experience and wage premium. This result is contrary to the traditional hiring process, where more experienced workers would command higher wages. The hypothesis for this result is that EB workers provided signicant productivity gains compared to domestic workers. Further, the productivity gains are more signicant for workers with lessexperience compared to workers with more experience.
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An act to amend the Human Rights Act of 1977 to prohibit employment discrimination based on genetic information; to prohibit an employer, employment agency, or labor organization from requesting or requiring a genetic test of, or administering a genetic test to, an employee or applicant for employment or membership; to prohibit an employer, employment agency, or labor organization from seeking to obtain, obtaining, or using genetic information of an employee or applicant for employment; to provide an exemption that allows the use of genetic testing or information with the written and informed consent of the employee or applicant for employment to determine the existence of a bona fide occupational qualification, investigate a workers' compensation or disability compensation claim, or determine an employee's susceptibility or exposure to potentially toxic substances in the workplace; to prohibit health benefit plans and health insurers from using genetic information as a condition of eligibility or in setting District of Columbia. Laws, statutes, etc. (2005-01-03)