U.S. Citizenship and Immigration Services

MATTER OF L- INC.

Non-Precedent Decision of the Administrative Appeals Office

DATE: JULY3,2017

APPEAL OF CALIFORNIA SERVICE CENTER DECISION

PETITION: FORM 1-129, PETITION FOR A NONIMMIGRANT WORKER

The Petitioner, a computer company, seeks to temporarily employ the Beneficiary as a "programmer analyst" under the H-lB nonimmigrant classification for specialty occupations. See Immigration and Nationality Act (the Act) section 101(a)(15)(H)(i)(b), 8 U.S.C. § 1101(a)(15)(H)(i)(b). The H-lB program allows a U.S. employer to temporarily employ a qualified foreign worker in a position that requires both (a) the theoretical and practical application of a body of highly specialized knowledge and (b) the attainment of a bachelor's or higher degree in the specific specialty (or its equivalent) as a minimum prerequisite for entry into the position.

The Director of the California Service Center denied the petition, concluding that the evidence of record does not establish that: (1) the proffered position is a specialty occupation; and (2) the Petitioner will engage the Beneficiary in an employer-employee relationship.

On appeal, the Petitioner submits additional evidence and asserts that the Director erred in the decision. Upon de novo review, we will dismiss the appeal.

I. SPECIALTY OCCUPATION

We will first determine whether the record of proceedings establishes that the proffered position qualifies as a specialty occupation.

A. Legal Framework

Section 214(i)(l) of the Act, 8 U.S.C. § 1184(i)(l), defines the term "specialty occupation" as an occupation that requires:

(A) theoretical and practical application of a body of highly specialized knowledge, and

(B) attainment of a bachelor's or higher degree in the specific specialty (or its equivalent) as a minimum for entry into the occupation in the United States.

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-The regulation at 8 C.F .R. § 214.2(h)( 4 )(ii) largely restates this statutory definition, but adds a non-exhaustive list of fields of endeavor. In addition, the regulations provide that the proffered position must meet one of the following criteria to qualify as a specialty occupation:

(1) A baccalaureate or higher degree or its equivalent is normally the minimum requirement for entry into the particular position;

(2) The degree requirement is common to the industry in parallel positions among similar organizations or, in the alternative, an employer may show that its particular position is so complex or unique that it can be performed only by an individual with a degree;

(3) The employer normally requires a degree or its equivalent for the position; or

( 4) The nature of the specific duties [is] so specialized and complex that knowledge required to perform the duties is usually associated with the attainment of a baccalaureate or higher degree.

8 C.F.R. § 214.2(h)(4)(iii)(A). We have consistently interpreted the term "degree" to mean not just any baccalaureate or higher degree, but one in a specific specialty that is directly related to the proposed position. See Royal Siam Corp. v. Cherto.ff, 484 F.3d 139, 147 (1st Cir. 2007) (describing "a degree req.uirement in a specific specialty" as "one that relates directly to the duties and responsibilities of a particular position"); Defensor v. Meissner, 201 F.3d 384, 387 (5th Cir. 2000).

B. Contractual Succession

The Petitioner asserts that the end-client is as the Beneficiary will be working at their offices in Iowa. However, has a contract with the

to provide maintenance and technical support to According to the contract, ' shall have the right to any time during

the Contract term to direct that the services of Vepdor ~ be fully or partially suspended or stopped, if the deliverables or services fail to conform to applicable specifications and requirements in this Contract." It appears that the entity dictating the terms of the project is Thus, the path of contractual succession is as follows : Petitioner -7 (vendor) -7 (end-client). Therefore, throughout our decision, we will refer to as the end-client and 'as the vendor.

C. Proffered Position

In the H-IB petition, the Petitioner stated that the Beneficiary will serve as a ''programmer analyst" for the vendor located at m Iowa.

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On appeal, the Petitioner submits a letter from the vendor, which provide's the following job duties for the position: 1

• Modify existing software to correct errors, allow it to adapt to new hardware, or to improve its performance.·

• Develop and direct software system testing and validation procedures, programming, and documentation.

• Confer with systems analysts, engineers, programmers and others to design system and to obtain information on project limitations and capabilities, performance requirements and interfaces.

• Analyze user needs and software requirements to determine feasibility of design within time and cost constraints.

• Design, develop and modify software systems, using scientific analysis and mathematical models to predict and measure outcome and consequences of design.

• Store, retrieve, and manipulate ,data for analysis of system capabilities and requirements.

• Consult with customers about software system design and maintenance. • Supervise the work of programmers, technologists and technicians and other

engineering and scientific personnel. • Coordinate software system installation and monitor equipment functioning to

ensure specifications are met. • Programming using, but not limited to, Java, J2EE, Java Design Patterns, Spring,

Struts, JSP, JavaScript, SVN, Oracle, Portal, LDAP, POI, Web Services. • Understand functional/business requirements from the project documents

provided. • Work closely with the technical architect to understand the flowcharts, database,

schemes, various tools used for connectivity. • Provide regular status reports on tasks assigned, tasks completed and tasks which

are m progress. • Understand various sub tasks assigned as part of main tasks. • Provide screen designs and database designs. • Work closely with the software tester in preparing test cases/test scenarios. • Participate in preparing stories/scripts for submission to the project sponsor. • Work with Serum Master in understanding the functional specifications of each of

the stories/scripts. • Help in moving code to the test and QA environment.

1 The wording of some of the duties provided by the vendor for the proffered position on appeal is taken almost verbatim from the Occupational Information Network (O*NET) OnLine Summary Report's list of tasks associated with the occupational category "Software Developers, Applications." For additional information, see O*NET OnLine, available at http://www.onetonline.org/linklsummary/15-ll32.00 (last visited June 30, 20 17).

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• Maintain different versions using SVN.

D. Analysis

For the reasons set out below, we have determined that the Petitioner has not demonstrated that the proffered position qualifies as a specialty occupation. 2

I. Labor Condition Application

The labor condition application (LCA )3 submitted in support of the H -1 B petition, in which the Petitioner desig11ated the proffered position under the occupational category "Computer Programmers" corresponding to the Standard Occupational Classification (SOC) code 15-1131 at a Level I. However, some of the duties are recited from the O*NET OnLine Summary Report's list of tasks associated with the occupational category "Software Developers, Applications."

While these occupational categories may have some general duties in common, they are distinct and separate occupational categories. When the duties of the proffered position involve more than one occupational category, the U.S. Department of Labor (DOL) provides guidance for selecting the most relevant Occupational Information Network (O*NET) code classification. The "Prevailing Wage Determination Policy Guidance" by DOL states the following:

In determining the nature of the job offer, the first order is to review the requirements of the employer's job offer and determine the appropriate occupational classification. The O*NET description that corresponds to the employer's job offer shall be used to identify the appropriate occupational classification . . . . If the employer's job opportunity has worker requirements described in a combination of O*NET occupations, the [determiner] should default directly to the relevant O*NET -SOC occupational code for the highest paying occupation. For example, if the employer's job offer is for an engineer-pilot, the [determiner] shall use the education, skill and experience levels for the higher paying occupation when making the wage level determination.

U.S. Dep't of Labor, Emp't & Training Admin., Prevailing Wage Determination Policy Guidance, Nonagric. Immigration Programs (rev. Nov. 2009),, available at http://www.foreignlaborcert. doleta.gov/pdf/NPWHC_ Guidance_Revised_11_2009.pdf.

2 The Petitioner submitted documentation in support of the H-1 B petition, including evidence regarding the proffered

position and its business operations. While we may not discuss every document submitted, we have reviewed and considered each one. ' 3 The Petitioner is required to submit a certified LCA to demonstrate that it will pay an H-1 B worker the higher of either the prevailing wage for the occupational classification in the "area of employment" or the actual wage paid by the employer to other employees with similar experience and qualifications who are performing the same services. See Matter ofSimeio Solutions, LLC, 26 I&N Dec. 542, 545-546 (AAO 20 15).

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Thus, if the Petitioner believed its position was described as a combination of occupations, then according to DOL guidance, the Petitioner should have chosen the relevant occupational ~ode for the highest paying occupation. The prevailing wage for "Computer Programmers" is lower than the prevailing wage for "Software Developers, Applications."

Occupational Category Prevailing Wage: Prevailing Wage: Iowa Virginia

Computer Programmers $47,965 $60,549 Software Developers, Applications $60,694 $69,638

Under the H-1B program, a petitioner must offer the Beneficiary wages that are at least the actual wage level paid by the Petitioner to all other individuals with similar experience and qualifications for the specific employment in question, or the prevailing wage level for the occupational classification in the area of employment, whichever is greater, based on the best information available as of the time of filing the application. See section 212(n)(1 )(A) of the Act, 8 U.S.C. § 1182(n)(l)(A).

As such, the Petitioner has not established ( 1) that it submitted a certified LCA that properly corresponds to the claimed occupation and duties of the proffered position; and (2) that it would pay the Beneficiary an adequate salary for his work, as required under the Act, if the petition were granted. These issues preclude the approval of the petition. '

2. Position Requirements

The Petitioner has provided inconsistent information regarding the minimum requirements for the proffered position. The table below summarizes the variances in the educational requirements.

Record of Proceedings Acceptable Fields of Study Petitioner's Initial Letter of Support information technology or a computer related field and

analytical, methodical, and resourceful approaches to problem solving

Petitioner's RFE Response 1) computer engineering or a related field or the equivalent (page 3)

2) computer science engineering or a related field (page 3)

3) computer science or related field (page 4)

4) computer science, engineering or related field (page 4) Appeal Brief 1) computer science, engineering or related field (page 1)

2) computer science or related field (page 3)

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Petitioner's Job Posting computer science, engineering, business, mathematics or related field and a minimum of four years of related work experience

Vendor's Letter (March 10, 2017) computer science

The Petitioner did not provide an explanation for the variances in the requirements.

3. Bachelor's Degree in Business

The Petitioner states that a bachelor's degree in business is sufficient for the proffered position. A petitioner must demonstrate that the proffered position requires a precise and specific course of study that relates directly and closely to the position in question. There must be a close correlation between the required specialized studies and the position; thus, the mere requirement of a general degree, such as business, without further specification, does not establish the position as a specialty occupation. Cf Matter of Michael Hertz Assocs., 19 I&N Dec. 558, 560 (Comm'r 1988) ("The mere requirement of a college degree for the sake of general education, or to obtain what an employer perceives to be a higher caliber employee, also does not establish eligibility."). Thus, while a general-purpose bachelor's degree in business may be a legitimate prerequisite for a particular position, requiring such a degree, without more, will not justify a finding that a particular position qualifies for classification as a specialty occupation. Royal Siam Corp., 484 F.3d at 147.4

4. Bachelor's Degree in Disparate Fields

The Petitioner stated that a degree in one of several disparate fields (e.g., computer sc1ence, engineering, business, mathematics) is sufficient for the position. In general, provided the specialties are closely related, a minimum of a bachelor's or higher degree in more than one

'specialty is recognized as satisfying the "degree in the specific specialty (or its equivalent)" requirement of section 214(i)(l )(B) of the Act. In such a case, the required "body of highly specialized knowledge" would essentially be the same.

A minimum entry requirement of degrees in disparate fields, however, would not meet the statutory requirement that the degree be "in the specific specialty (or its equivalent)," unless the Petitioner establishes how each field is directly related to the duties and responsibilities of the particular position such that the required "body of highly specialized knowledge" 'is essentially an amalgamation of these different specialties. 5 Section 214(i)( 1 )(B) of the Act (emphasis added). The Petitioner has not made this showing.

4 A general degree requirement does not necessarily preclude a proffered position from qualifYing as a specialty occupation. For example, an entry requirement of a bachelor's or higher degree in business administration with a concentration in a specific field, or a bachelor's or higher degree in business administration combined with relevant education, training, and/or experience may, in certain instances, qualifY the proffered position as a specialty occupation. In either case, it must be demonstrated that the entry requirement is equivalent to a bachelor's or higher degree in a specific specialty that is directly related to the proffered position. 5 While the statutory "the" and the regulatory "a" both denote a singular "specialty,'' we do not so narrowly interpret

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5. Job Description

As discussed above, the wording of some of the duties provided by the vendor for the proffered position is taken almost verbatim from the O*NET OnLine Summary Report. It is generally not sufficient to copy job duties from DOL to support a contention that a position is a specialty occupation. While such a description may be appropriate when defining the range of duties that are performed within an occupation, such a generic description generally cannot be relied upon by the Petitioner when discussing the duties attached to specific employment for H-1 B approval because the description must include sufficient details to substantiate that the Petitioner (or end-client) has H-lB caliber work for the Beneficiary.

Moreover, as recognized in Defensor, 201 F.3d at 387-88, it is necessary for the end-client to provide sufficient information regarding the proposed job duties to properly ascertain the minimum educational requirements necessary to perform those duties. In other words, as the employees in that case would provide services to the end-client and not to the petitioning staffing company, the Petitioner-provided job duties and alleged requirements to perform those duties were irrelevant to a specialty occupation determination. See id.

Here, the record lacks sufficient substantive documentation from the end-client regarding not only the specific job duties to be performed by the Beneficiary, but also information regarding whatever the client may or may not have specified with regard to the educational credentials of persons to be assigned to its project. The record does not contain sufficient probative documentation on this issue from (or endorsed by) .the company that will actually be utilizing the Beneficiary's services that establishes any particular academic requirements for the proffered position.

The Petitioner, thus, has not established the substantive nature of the work to be performed by the Beneficiary, which precludes a finding that the proffered position satisfies any criterion at 8 C.F.R. § 214.2(h)( 4)(iii)(A), because it is the substantive nature of that work that determines (1) the normal minimum educational requirement for the particular position, which is the focus of criterion 1; (2) industry positions which are parallel to the pro±Tered position and thus appropriate for review for a common degree requirement, under 'the first alternate prong of criterion 2; (3) the level of complexity or uniqueness of the proffered position, which is the focus of the second alternate prong of criterion 2; ( 4) the factual justification for a petitioner normally requiring a degree or its

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equivalent, when that is an issue under criterion 3; and (5) the degree of specialization and complexity of the specific duties, which is the focus of criterion 4.

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these provisions to exclude positions from qualifying as specialty occupations if they permit, as a minimum entry requirement, degrees in more than one closely related specialty. See section 214(i)( I )(B) of the Act; 8 C.F.R. § 214.2(h)(4)(ii). This also includes even seemingly disparate specialties providing, again, the evidence of record establishes how each acceptable, specific field of study is directly related to the duties and responsibilities of the particular position.

Matter of L- Inc.

Nevertheless, assuming, for the sake of argument, that the proffered duties as described in the record would in fact be the duties to be performed by the Beneficiary, we will analyze them and the evidence of record to determine whether the proffered position as described would qualify as a specialty occupation pursuant to 8 C.F.R. § 214.2(h)(4)(iii)(A0.

6. First Criterion

We now tum to the criterion at 8 C.F.R. § 214.2(h)(4)(iii)(A)(J), which requires that a baccalaureate or higher degree in a specific specialty, or its equivalent, is normally the minimum requirement for entry into the particular position. To inform this inquiry, we recognize DOL's Occupational Outlook Handbook (Handbook) as an authoritative source on the duties and educational requirements of the wide variety of occupations that it addresses. 6

On the LCA submitted in support of the H-1B petition, the Petitioner designated the proffered position under the occupational category "Computer Programmers" corresponding to the Standard Occupational Classification code 15-1131.7

The Handbook's subchapter entitled "How to Become a Computer Programmer" states, in pertinent part, that "some employers hire workers with an associate's degree." Bureau of Labor Statistics, U.S. Dep't of Labor, Occupational Outlook Handbook, Computer Programmers (2016-17 ed.). Thus, the Handbook does not support the Petitioner's assertion that a bachelor's degree is required for entry into this occupation. The Handbook reports that the occupation accommodates a wide spectrum of educational credentials, including less than a bachelor's degree.

In response to the Director's request for evidence (RFE), the Petitioner referenced the O*NET OnLine Summary Report for "Computer Programmers." The summary report provides general information regarding the occupation; however, it does not support the Petitioner's assertion regarding the educational requirements for the occupation. For example, the Specialized Vocational Preparation (SVP) rating cited within O*NET's Job Zone designates this occupation as 7 < 8. An SVP rating of 7 to less than ("<") 8 indicates that the occupation requires "over 2 years up to and

6 All of our references are to the 2016-2017 edition of the Handbook, which may be accessed at the Internet site http://www.bls.gov/ooh/. We do not, however, maintain that the Handbook is the exclusive source of relevant information. 7 The Petitioner classified the proffered position at a Level I wage (the lowest of four assignable wage levels). We will consider this selection in our analysis of the position. The "Prevailing Wage Determination Policy Guidance" issued by the DOL provides a description of the wage levels. A Level I wage rate is generally appropriate for positions for which the Petitioner expects the Beneficiary to have a basic understanding ofthe occupation. This wage rate indicates: (1) that the Beneficiary will be expected to perform routine tasks that require limited, if any, exercise of judgment; (2) that he will be closely supervised and his work closely monitored and reviewed for accuracy; and (3) that he will receive specific instructions on required tasks and expected results. U.S. Dep't of Labor, Emp't & Training Admin., Prevailing Wage Determination Policy Guidance, Nonagric. Immigration Programs (rev. Nov. 2009), available at http://flcdatacenter.com/download/NPWHC _Guidance_ Revised _11_ 2009.pdf A prevailing wage determination starts with an entry level wage and progresses to a higher wage level after considering the experience, education, and skill requirements of the Petitioner's job opportunity. !d. ·

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including 4 years" of training. While the SVP rating· indicates the total number of years of vocational preparation required for a particular position, it is important to note that it does not describe how those years are to be divided among training, formal education, and experience- and it does not specify the particular type of degree, if any, that a position would require. 8

Further, the summary report provides the educational requirements of "respondents," but does not account for 100% of the "respondents." The respondents' positions within the occupation are not distinguished by career level (e.g., entry-level, mid-level, senior-level). Additionally, the graph in the summary report does not indicate that the "education level" for the respondents must be in a specific specialty.

In the instant matter, the Petitioner has not provided sufficient documentation from a probative source to substantiate its assertion regarding the minimum requirement for entry into this particular position. Thus, the Petitioner has not satisfied the criterion at 8 C.F.R. § 214.2(h)(4)(iii)(A)(l).

7. Second Criterion

The second criterion presents two alternative prongs: "The degree requirement is common to the industry in parallel positions among similar organizations or, in the alternative, an emplpyer may show that its particular position is so complex or unique that it can be performed only by an individual with a degree[.]" 8 C.F.R. § 214.2(h)(4)(iii)(A)(2) (emphasis added). The first prong casts its gaze upon the common industry practice, while the alternative prong narrows its focus to the Petitioner's specific position.

a. First Prong

To satisfy this first prong of the second criterion, the Petitioner must establish that the "degree requirement" (i.e., a requirement of a bachelor's or higher degree in a specific specialty, or its equivalent) is common to the industry in parallel positions among similar organizations.

In determining whether there is such a common degree requirement, factors often considered by us include: whether the Handbook reports that the industry requires a degree; whether the industry's professional association has made a degree a minimum entry requirement; and whether letters or affidavits from firms or individuals in the industry attest that such firms "routinely employ and recruit only degreed individuals." See Shanti. Inc. v. Reno, 36 F. Supp. 2d 1151, 1165 (D. Minn. 1999)(quoting Hird/Blaker Corp. v. Sava, 712 F. Supp. 1095, 1102 (S.D.N.Y. 1989)).

As previously discussed, the Petitioner has not established that its proffered position is one for which the Handbook, or other authoritative source, reports a requirement for at least a bachelor's degree in

8 For additional information, see the O*NET Online Help webpage available at http://www.onetonline.org /help/online/svp.

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Matter of L- Inc.

a specific specialty, or its equivalent. Thus, we incorporate by reference the previous discussion on the matter. '

In support of this criterion, the Petitioner submitted copies of job announcements placed by other employers. However, the Petitioner's reliance on the job announcements is misplaced. First, the Petitioner has not established that the organizations are similar to the Petitioner. For example, some of the postings appear to be for staffing agencies for which little or no information is provided regarding the hiring employers. The Petitioner did not supplement the record of proceedings to establish that these advertising organizations are similar to the Petitioner.

When de~ermining whether the Petitioner and the organization share the same general characteristics, such factors may include information regarding the nature or type of organization, and, when pertinent, the particular scope of operations, as well as the level of revenue and staffing (to list just a few elements that may be considered). It is not sufficient for the Petitioner to claim that an organization is similar and in the same industry without providing a legitimate basis for such an assertion.

Moreover, many of the advertisements do not appear to be for parallel positions. For example, some of the positions appear to be for more senior p~sitions than the proffered position.9 More importantly, the Petitioner has not sufficiently established that the primary duties and responsibilities of the advertised positions are parallel to the proffered position.

Without more, the Petitioner has not provided sufficient evidence to establish that a bachelor's degree in a specific specialty, or its equivalent, is common to the industry in parallel positions among similar organizations. 10 Thus, the Petitioner has not satisfied the first alternative prong of 8 C.F.R. § 214.2(h)(4)(iii)(A)(2).

b. Second Prong

We will next consider the second alternative prong of 8 C.F.R. § 214.2(h)(4)(iii)(A)(2), which is satisfied 1f the Petitioner shows that its particular position is so complex or unique that it can be

9 For instance, the posting for requires a degree and four years of applications programming experience or six years of applications programming experience. In addition, the advertisement for

requires a degree and two to five years of experience working as an application developer. However, the Petitioner indicated that the proffered position is an entry-level position (on the LCA). 10 It must be noted that even if all of the job postings indicated that a requirement of a bachelor's degree in a specific specialty is common to the industry in parallel positions among similar organizations (which they do not), the Petitioner has not demonstrated what statistically valid inferences, if any, can be drawn from the advertisements with regard to determining the common educational requirements for entry into parallel positions in similar organizations. See generally Earl Babbie, The Practice ofSocial Research 186-228 (1995). Moreover, given that there is no indication that the advertisements were randomly selected, the validity of any such inferences could not be accurately determined even if the sampling unit were sufficiently large. See id. at 195-196 (explaining that "[r]andom selection is the key to [the] process [of probability sampling]" and that "random selection offers access to the body of probability theory, which provides the basis for estimates of population parameters and estimates of error").

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performed only by an individual with at least a bachelor's degree in a specific specialty, or its equivalent.

In support of its assertion that the proffered position qualifies as a specialty occupation, the Petitioner described the proffered position and its business operations, as well as the vendor's business operations. In response to the RFE, the Petitioner statedthat the "job responsibilities [of the proffered position] are complex, sophisticated, and require the theoretical and practical application of a body of high specialized knowledge." However, the Petitioner designated the proffered position asian entry-level position within the occupational category by selecting a Level I wage. 11 This designation, when read in combination with the evidence presented and the Handbook's account of the requirements for this occupation, suggests that the particular position is not so complex or unique that the duties can only be performed by an individual with bachelor's degree or higher in a specific specialty, or its equivalent. 12

The Petitioner claims that the Beneficiary is well-qualified for the position, and references the Beneficiary's qualifications. However, the test to establish a position as a specialty occupation is not the education or experience of a proposed beneficiary, but whether the position itself requires at least a bachelor's degree in a specific specialty, or its equivalent. The Petitioner did not sufficiently develop relative complexity or uniqueness as an aspect of the duties of the position, and it did not identify any tasks that are so complex or unique that only a specifically degreed individual could perform them. Accordingly, the Petitioner has not satisfied the second alternative prong of 8 C.F.R. § 214.2(h)( 4)(iii)(A)(2).

8. Third Criterion

The third criterion of 8 C.F.R. § 214.2(h)(4)(iii)(A) entails an employer demonstrating that it normally requires a bachelor's degree in a specific specialty, or its equivalent, for the position.

The record must establish that a petitioner's stated degree requirement is not a matter of preference for high-caliber candidates but is necessitated instead by performance requirements of the position. See Defensor v. Meissner, 201 F.3d at 387-88. Were we limited solely to reviewing a petitioner's claimed self-imposed requirements, an organization could bring any individual with a bachelor's

11 The Petitioner's designation of this position as a Level I, entry-level position undermines its claim that the position is particularly complex, specialized, or unique compared to other positions within the same occupation. Nevertheless, a Level I wage-designation does not preclude a proffered position from classification as a specialty occupation, just as a Level IV wage-designation does not definitively establish such a classification. In certain occupations (e.g., doctors or lawyers), a Level I, entry-level position would still require a minimum of a bachelor's degree in a specific specialty, or its equivalent, for entry. Similarly, however, a Level IV wage-designation would not reflect that an occupation qualifies as a specialty occupation if that higher-level position does not have an entry requirement of at least a bachelor's degree in a specific specialty, or its equivalent. That is, a position's wage level designation may be a relevant factor but is not itself conclusive evidence that a proffered position meets the requirements of section 214(i)(l) of the Act. 12 The evidence of record does not establish that this position is significantly different from other positions within the occupational category such that it refutes the Handbook's information to the effect that some courses are advantageous to obtaining such a position, but not specifying that the degree must be in a specific specialty.

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degree to the United States to perform any occupation as long as the petitioning entity created a token degree requirement. !d. Evidence provided in support of this criterion may include, but is not limited to, documentation regarding the Petitioner's past recruitment and hiring practices, as well as information regarding employees who previously held the position.

The Petitioner submitted documentation in support of this criterion including (1) a list with the names of individuals and their degrees; 13 and, (2) quarterly wage reports. The list does not provide the individuals' job titles, and the record does not include evidence establishing that these individuals are employed by the Petitioner as programmer analysts. The record lacks evidence establishing that their work has the same or similar substantive responsibilities, duties, and performance requirements as the proffered position. The Petitioner did not submit any information regarding the complexity of the job duties, supervisory duties (if any), independent judgment required or the amount of supervision received. Accordingly, it is unclear whether the duties and responsibilities of these individuals are the same or similar to the proffered position.

Moreover, as previously discussed, the Petitioner has provided inconsistent information as to its requirements within the record. The Petitioner's list indicates that some of the individuals possess degrees in business, business management, and commerce. This further suggests that the Petitioner does not require a degree in a specific specialty (or its equivalent).

On appeal, the Petitioner submits a printout of its own advertisement for the position of programmer analyst. However, the Petitioner posted this notice after the petition was filed - and after the Director's RFE was issued. Evidence that the Petitioner creates after a petition is filed will generally not be considered independent and objective evidence. Necessarily, independent and objective evidence would be evidence that is contemporaneous with the event to be proven and existent at the time of filing.

We conclude that the Petitioner did not provide sufficient documentary evidence to support the assertion that it normally requires at least a bachelor's degree in a specific specialty, or its equivalent, directly related to the duties of the position. The Petitioner has not satisfied the third criterion of 8 C.F.R. § 214.2(h)(4)(iii)(A).

9. Fourth Criterion

The fourth criterion at 8 C.F.R. § 214.2(h)(4)(iii)(A) requires a petitioner to establish that the nature of the specific duties is so specialized and complex that the knowledge required to perform them is usually associated with the attainment of a baccalaureate or higher degree in a specific specialty, or its equivalent.

13 The Petitioner did not provide further evidence of these individuals' credentials or employment with the Petitioner (e.g., diplomas, transcripts, pay statements, Form W-2, Wage and Tax Statements).

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In the instant case, relative specialization and complexity have not been sufficiently developed by the Petitioner as an aspect of the proffered position. The Petitioner does not establish how the generally described duties elevate the proffered position to a specialty occupation. We again refer to our comments regarding the implications of the Petitioner's designation of the proffered position at a Level I wage level.

For the reasons discussed above, the evidence of record does not satisfy the fourth criterion at 8 C.F.R. § 214.2(h)(4)(iii)(A).

Because the Petitioner has not satisfied one of the criteria at 8 C.F.R. § 214.2(h)(4)(iii)(A), it has not demonstrated that the proffered position qualifies as a specialty occupation.

II. EMPLOYER-EMPLOYEE RELATIONSHIP

Finally, we will briefly address the issue of whether or not the Petitioner will have a valid employer­employee relationship with the Beneficiary. Upon review, we find that the record of proceedings lacks sufficient documentation evidencing what exactly the Beneficiary would do for the period of time requested or where exactly and for whom the Beneficiary would be providing services.

With the initial petition and in response to the RFE, the Petitioner provided a Support Services Agreement (SSA) between itself and the vendor. The SSA states that the "Term of this Agreement shall begin on Date shown in Exhibit "A" and shall continue for the term specified in Exhibit "A", at which time it may be extended as agreed to by both parties." The Petitioner submitted an Exhibit A - Work Order, which states that the Beneficiary's services as a programmer analyst will begin in October 2016 and "Term: Initial term of24-30 months extendable upon mutually agreed terms." Neither the end-client nor the project is listed on the document.

On appeal, the Petitioner provides a Master Agreement between the vendor and the end-client. Notably, the agreement is not signed by the end-client. In addition, the Petitioner provides a statement of work (SOW) for the project between the vendor and the end-client, executed in March 2015. The SOW states: "The term ofthis Contract shall be for one year from March 30, 2015 through March 26, 2016, unless terminated earlier in accordance with the Termination section of this Contract." The Petitioner also provides a second SOW executed in

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January 2017. This SOW states that the "term ofthis SOW is from December 1, 2015 through Apffi 301,2016 September 30,2016 December 31,2016 June 30, 2017."

Moreover, the Petitioner submits a letter from the vendor on appeal. The letter states: "The first phase ofthe project [is] scheduled through June 2017, and is extendable for five years after." However, the vendor's statement is not corroborated by documentation indicating that an ongoing project exists that will generate employment for the Beneficiary's services until September 2018.

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Furthermore, we note that the vendor letter to the Petitioner, submitted with the initial petition, states:

Vendor has several engagements and with our increased workload on projects with our clients have additional needs for resources. This' letter is to outline some of the projects we are working on, need assistance on, and the various skills sets that are required.

Based on our history with your firm and candidates we are confident that you will be able to assist us with these resources.

According to the letter, the Beneficiary may be placed on various projects and not necessarily on the project as indicated in the record of proceedings.

The Petitioner requested the Beneficiary be granted H -1 B classification from October 2016, to September 2018. However, the record of proceedings does not establish that the

project will continue through September 2018 - and it is the only project claimed by the Petitioner in this filing. Thus, without more, the record does not demonstrate that the Petitioner will have sufficient work and that it will maintain an employer-employee relationship for the duration of the validity of the requested period. '

A petition must be filed for non-speculative work for the Beneficiary, for the entire period requested, that existed as of the time of the petition's filing. Our regulations affirmatively require a petitioner to establish eligibility for the benefit it is seeking at the time the petition is filed. See 8 C.F.R. § 103.2(b)(1). A visa petition may not be approved based on speculation of future eligibility or after the Petitioner or Beneficiary becomes eligible under a new set of facts. See Matter of Michelin Tire Corp., 17 I&N Dec. 248. Therefore, the appeal is dismissed for this additional reason.

III. CONCLUSION

For the reasons outlined above, the Petitioner has not established eligibility for the benefit sought.

ORDER: The appeal is dismissed.

Cite as Matter of L- Inc., ID# 554848 (AAO July 3, 2017)

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