A time for change

The employers’ rat race turning their workers into CW1 status is about to reach the finish line. This rat race, I must say, has affected the chances of our U.S. workers in filling vacant positions under the primary preference. We have experience inflated job qualifications that selectively disqualify U.S. workers from the job, or simply telling them that there is no job available when there is, in order to keep the services of a foreign national.

Some employers actually believed that USCIS would not look into the specifics of job advertisement that are selective and unfairly disqualify U.S. workers from filling their needs. Perhaps many of these employers have submitted their petitions successfully and are awaiting the work visa issuance with this belief. I believe, however, that Mr. Gullick and his team will do so if it is properly brought to their attention. We’ll see what happens next. I hope that it will not be a “rude awakening” or a “dog day afternoon” situation.

I am sure that you know that you are challenged with another date set by the final rule. Yes, the zero-down date that is right around the corner. Employers now have to change and switch a bit of their strategy in hiring to supplement their labor services needs. I am sure that at this very moment they are thinking, if not planning, or should he planning, to identify the jobs that they will still need even after the zero-down date arrives but no longer can be occupied by a foreign national worker. Legitimate employers should be worrying about this by now.

This is where the CNMI Department of Labor offers help and provides assistance, working in partnership with employers. Our new direction offers better and more interactive programs between employers and job seekers. This department is starting its campaign in understanding the employers’ needs based on their expectation. We believe that, by understanding an employer’s tradition, culture, and company image when selecting a candidate to fill job needs, we could help groom job seekers to meet this need. I believe this is a program that we need to put in place to assist employers to their satisfaction.

We also installed and implemented a program to groom job seekers, helping them understand the type of jobs they are interested in, would enjoy doing, and could pursue as a career. These are programs that would make job seekers more employable by increasing their awareness of how an employer operates and selects candidates for work based upon their perspective of what makes a good worker. These programs will meet the employer’s demand for a good worker.

The department is also working on having a good working relationship with other agencies within or outside the government to enhance the ability of our job seekers as well as the employers. It focuses on developing a one-stop concept in enhancing the worker’s ability to find, keep, and grow on jobs. Agencies like the Workforce Investment Agency, Northern Marianas Trade Institute, Nutrition Assistance Program, Office of Vocational Rehabilitation, and Northern Marianas College.

So you see, we can work as partners in developing an effective Labor Management Worker Pool to the satisfaction of employers as well as U.S. workers. Allow us to develop this working relation with good faith intent.

It is time for a change. We need it. To some employers, they may not be receptive to this offer, but to the legitimate ones, I should think it is a legitimate issue that waits for good results.