Travel Advisory: Delays Due to Icelandic Volcano Eruption (04/17/2010)

If you or someone you know is stranded in the United States because of the airport closures in Europe due to the Icelandic volcano eruption and is about to exceed their authorized stay as a direct result of these closures, there are two avenues for relief:

If the traveler is at the airport and traveling under the Visa Waiver Program (VWP) and unable to depart timely, as a result of airport closures or flight delays/cancellations, travelers should:

1. Contact the U.S. Customs and Border Protection (CBP) office at the airport or;

2. Contact the U.S. Citizenship and Immigration Services (USCIS) office.

Both agencies have provided staff with guidance on the applicable legal authorities under the VWP in circumstances such as these.

If persons are traveling under a visa, they should contact the nearest USCIS office and follow the instructions at the link called “USCIS – Extend My Stay”.

While this link recommends initiating the process 45 days in advance, USCIS is providing guidance on how to handle these cases over this weekend.

Travelers should continue to contact their airline for information about flight schedules, delays and cancellations. If airlines have questions about the situation, they can contact their Regional Carrier Liaison Group (RCLG). The Miami RCLG can be reached at (305) 874-5444.

Executive Summary April 15, 2010
Listening Session – Impact of H-1B Memo on the Healthcare Industy
Background.

On March 26, 2010, the Office of Public Engagement (OPE) hosted a listening session with medical
professionals and legal practitioners who represent medical professionals. The purpose of the session was
to understand the implications of the January 8, 2010 H-1B memo, which provides guidance on
determining if a valid employer-employee relationship exists, on the healthcare industry. The session
presented stakeholders with an opportunity to explain the potential effect of the memo on the industry and
to inform the Agency of suggestions to revise or clarify existing guidance.
Principal Themes
• Structure of Physician Employment
The stakeholder community stressed the necessity of H-1B status for physicians. They explained that
many physicians first enter as J-1 visa holders to work in underserved areas and then must convert to H-
1B status. Many physicians who are required to work in underserved areas may be the only medical
provider in the area. Moreover, some states have laws that prohibit hospitals from being direct employers
of the physician. Therefore many physicians may be self-employed and unable to qualify for H-1B status
pursuant to the memo. Stakeholders claim that this reliance on the H-1B and the impact of the memo
adversely affects U.S. health care.
The stakeholders further explained that the general structure of physician employment is through a
physicians group who is the responsible party and who exercise control of the employee/physician. The
physicians group operates much the same as a staffing company. However, the stakeholders expressed
that physicians work more independently and are often not being supervised by groups that employ them.
This scenario is the dominant model. The stakeholders asserted that, under the existing guidance, the
physician cannot be supervised by the “end client”. However, in this scenario, the hospital is the “end
client” and does exercise some control over the physicians’ employment.
• Staffing Model
The stakeholder community expressed concern with the impact that the guidance poses on the staffing
model that is used to place health care professionals in the United States. Stakeholders reiterated that
several large states, including Texas and California, have laws which prohibit a hospital from being a
direct employer. Additionally, the existing staff model also allows the industry to address the challenge
of placing physicians and other medical professionals in underserved areas. For example, stakeholders
indicated that many emergency rooms outsource to staffing companies who provide physicians and can
meet the immediate needs of a hospital.
Many stakeholders also emphasize that, under the current model, staffing companies control the
employment of healthcare personnel but do not handle day to day supervision. They argue that the nature of the business makes on site supervision extremely difficult. Examples of this include: a physician who rotates between several different facilities during his or her residency; a home health care aide where no
one is present on site to supervise the clinical duties; and a group practice where the staffing company
exercises some level of control but also does not provide on site supervision.
Stakeholders stated that if the “right to control” is required, this contradicts the current regulations.
However, if the right to control is not the primary requirement, the memo needs to provide greater
specificity that this is only one of the elements considered in determining the employer-employee
relationship. Stakeholders proposed that other elements of control be considered including: who pays
malpractice insurance; whether or not the IRS legally recognizes the relationship as a valid employeremployee
relationship; and who controls hiring/firing. It was also suggested that the memo, as currently
written, invites adjudicators to make ad hoc decisions on level of control which leads to inconsistency in
adjudications.
• Individual Professions
Stakeholders asserted that different professions have different levels of inherent control, such as doctors
and lawyers. These individuals are employed within “individual professions” which require that they
exercise independent ethical judgment. Stakeholders suggested that perhaps the memo needs to outline
additional control factors that define the employer-employee relationship. This clarification would include
such elements as whether or not the employee is within a licensed profession that is controlled by certain
ethics rules.