regulations, unpredictable visa allocations and severe processing delays.
Since we began our outreach
efforts, we have seen a steady increase in the number of visa’s granted each fiscal year. Many of our Congressional supporters understand this and have
assisted us every year with legisla- tive language since fiscal year 2016 that allocates additional H-2B visas above the statutory number.
In fiscal year 2019, our efforts resulted in an increase of H-2B visas by 45% above the statutory cap. The same provisions that
ince 1985, Providing Clean, Safe Family Fun for Everyone!
Since 1985, Providing Clean, afe Family Fun for Everyone!
have been enacted since FY17 were once again enacted in FY20, the current fiscal year. However, seasonal employers in the mobile amusement industry cannot plan for future business growth, purchase new rides/equipment and execute contracts with America’s fairs, etc., when there is continued uncertainty with the H-2B visa program from one year to the next. Despite these annual “fixes,” we must seek solutions that are permanent. Congress needs to provide a permanent and substantial increase in the number of H-2B visas available every year. Until we secure that legislative change, we — along with other H-2B advocates at the Workforce Coalition and SEA — are advocating for the administration to release as many additional visas as al- lowed under the provisions that were enacted into law. Last year, the administration re- leased 30,000 extra visas and we are advocating that the Administration should release the approximate 65,000 allowed under the provisions adopted.
H-2B Labor Provisions Most of the conversation
14 EDITORIAL OABA midway ma rquee2020
around H-2B reform annually centers around the annual cap. However, some of the most important provisions that have been adopted annually are found in the Labor provisions of the annual appropriations bill and have a profound impact on the industry. These provisions, like the annual cap relief noted above, have been added to the legislation annually since FY16. They include provisions that: allow the use of private wage surveys; clearly define seasonal as ten months, as opposed to the nine months in the 2015 interim final H-2B
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