Hate towards H1-B visa holders

[Anonymous]

There have been mass layoffs in tech and plenty of domestic talent available to fill the demand. This isn't
about best and brightest it's about hiring low cost 3rd world labor to create downward pressure on wages so these billionaires can line their pockets. They may as well stop the BS and admit their policy is American labor last and billionaires first.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Ramaswamy's vision of raising children revolves around math cram schools, no sleepovers, no cartoons. Instead of doing sports kids are supposed to go to science competitions and study more math.

Let's see how having a no sports culture is doing for India. There were 89 countries in the Paris Olympics who won medals. India had the fewest medals per capita of all those 89 countries. They only managed to win 6 medals (and not even one gold medal) with a population of over a billion people. That is one measly medal for every 234,000,000 people. The United States won 126 medals which is one or every 2,600,0000. In the 2020 Tokyo Olympics India won 1 medal.

Why don't Musk and Ramaswamy understand people want well rounded citizens who aren't specializing in high school and are taking AP English and APUSH in addition to STEM classes and playing sports. So it takes then a year or two more to catch up with someone from another country who don't value being well rounded.

Which engineer would you rather hire? Someone who has school spirit like Daniel from Cal Berkeley who is a sophomore civil engineering student who shows up at 11:40 at night to attend an ESPN Game Day show at Cal before a football game, and who can then kick a field goal and win 100,000 for himself and $100,000 for hurricane victims OR someone who has no idea what football is even about and never goes to a college football game because they are a recluse in their dorms?
https://www.youtube.com/watch?v=hPPxefQTLV4

They’d hire the better engineer. Nobody gives a add crap whether an employee is “well rounded” or played high school football.

Maybe but they aren't better just cheaper. That's what this is about.

[Anonymous]

Anonymous wrote:There have been mass layoffs in tech and plenty of domestic talent available to fill the demand. This isn't
about best and brightest it's about hiring low cost 3rd world labor to create downward pressure on wages so these billionaires can line their pockets. They may as well stop the BS and admit their policy is American labor last and billionaires first.

Nailed it!

[Anonymous]

Anonymous wrote:

Anonymous wrote:Ramaswamy's vision of raising children revolves around math cram schools, no sleepovers, no cartoons. Instead of doing sports kids are supposed to go to science competitions and study more math.

Let's see how having a no sports culture is doing for India. There were 89 countries in the Paris Olympics who won medals. India had the fewest medals per capita of all those 89 countries. They only managed to win 6 medals (and not even one gold medal) with a population of over a billion people. That is one measly medal for every 234,000,000 people. The United States won 126 medals which is one or every 2,600,0000. In the 2020 Tokyo Olympics India won 1 medal.

Why don't Musk and Ramaswamy understand people want well rounded citizens who aren't specializing in high school and are taking AP English and APUSH in addition to STEM classes and playing sports. So it takes then a year or two more to catch up with someone from another country who don't value being well rounded.

Which engineer would you rather hire? Someone who has school spirit like Daniel from Cal Berkeley who is a sophomore civil engineering student who shows up at 11:40 at night to attend an ESPN Game Day show at Cal before a football game, and who can then kick a field goal and win 100,000 for himself and $100,000 for hurricane victims OR someone who has no idea what football is even about and never goes to a college football game because they are a recluse in their dorms?
https://www.youtube.com/watch?v=hPPxefQTLV4

They’d hire the better engineer. Nobody gives a add crap whether an employee is “well rounded” or played high school football.

You haven’t worked in successful American engineering companies before. And are not a c-suite hiring manager. That much is obvious.

[Anonymous]

Anonymous wrote:Indians and Chinese are far brighter than Americans anyway. No biggie; they can stay home and outpace the US from there.

Then they should stay in India and China. Win/win. We don’t want them here. Employ the engineer and computer science student graduates born in the USA and educated at OSU, UMD, FSU, IU, UGA, UMASS, OU, OSU, etc.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Indians and Chinese are far brighter than Americans anyway. No biggie; they can stay home and outpace the US from there.

Then they should stay in India and China. Win/win. We don’t want them here. Employ the engineer and computer science student graduates born in the USA and educated at OSU, UMD, FSU, IU, UGA, UMASS, OU, OSU, etc.

And yet the US keeps winning the Math Olympiad almost consistently over China and India isn't even in the top 3.

[Anonymous]

This isn't about talent but lower wages. These billionaires know how to make a buck at the expense of labor.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Ramaswamy's vision of raising children revolves around math cram schools, no sleepovers, no cartoons. Instead of doing sports kids are supposed to go to science competitions and study more math.

Let's see how having a no sports culture is doing for India. There were 89 countries in the Paris Olympics who won medals. India had the fewest medals per capita of all those 89 countries. They only managed to win 6 medals (and not even one gold medal) with a population of over a billion people. That is one measly medal for every 234,000,000 people. The United States won 126 medals which is one or every 2,600,0000. In the 2020 Tokyo Olympics India won 1 medal.

Why don't Musk and Ramaswamy understand people want well rounded citizens who aren't specializing in high school and are taking AP English and APUSH in addition to STEM classes and playing sports. So it takes then a year or two more to catch up with someone from another country who don't value being well rounded.

Which engineer would you rather hire? Someone who has school spirit like Daniel from Cal Berkeley who is a sophomore civil engineering student who shows up at 11:40 at night to attend an ESPN Game Day show at Cal before a football game, and who can then kick a field goal and win 100,000 for himself and $100,000 for hurricane victims OR someone who has no idea what football is even about and never goes to a college football game because they are a recluse in their dorms?
https://www.youtube.com/watch?v=hPPxefQTLV4

They’d hire the better engineer. Nobody gives a add crap whether an employee is “well rounded” or played high school football.

Maybe but they aren't better just cheaper. That's what this is about.

Some tech companies already paid the price of "cheaper is better" - cheaper isn't always better. A lot of companies have been burned by outsourcing to Indians, where their code took longer because of communication problems, lack of subject matter expertise, cutting corners and so on.

[Anonymous]

I guess we now know how Trump has threatened Elon. The grift is reciprocal

[Anonymous]

Here's my proposal:

1. Create a central jobs clearinghouse site, under the supervision of DOL and USCIS -

Mandatory Job Posting: Before submitting an application to bring employees in via requesting visas, companies must first post the job on this clearinghouse, which would include detailed job descriptions, requirements, salary information, and benefits.

Public Access: The clearinghouse should be publicly accessible so that job seekers, particularly American workers, can review the opportunities and apply directly before any visa is granted.

Standardized Job Description & Salary Requirements: The government could set guidelines for how job postings should be formatted, ensuring that the job description, qualifications, and salary are clearly defined and in line with industry norms.

2. Use AI and human review to ensure oversight and appropriateness -

AI Integration: AI could analyze job postings and compare them to industry standards, adjusting for region, company size, and job complexity. This would allow the system to flag positions that appear underpaid relative to market norms for similar roles, especially for technical positions in the STEM field.

Human Oversight: Given the complexity of job roles and salary variations across regions, a combination of AI and human reviewers would be necessary. Human experts in labor economics and industry trends would be required to verify edge cases and ensure that the algorithm’s recommendations are sound.

3. Ensure jobs are not fillable by American workers -

Minimum Posting Period: To implement this, companies could be required to post the job for a minimum period (e.g., 30 to 90 days) on the clearinghouse. During this time, the system could track applications and attempts to fill the position with U.S. workers.

American Worker Proof: Companies would need to demonstrate that they made reasonable efforts to recruit U.S. workers (e.g., interviews, job offers) before resorting to visa applications. The clearinghouse could facilitate this by collecting application data and allowing U.S. citizens to apply before visa applications are processed.

4. Factor in layoffs and other scenarios -

Layoff Reporting: Companies could be required to report any layoffs and the number of affected workers, which could be tracked against their visa employee count.

Visa Reduction in Line with Layoffs: If a company downsizes, the number of visa workers should ideally be adjusted downwards as well. For instance, if a company lays off a significant portion of its U.S. workforce, the number of visa holders employed at the company might need to be reduced, or visa renewals should be denied.

In addition to this system, we should also do the following:

Strengthen Labor Market Testing: One potential addition to your idea would be to make labor market testing (the process where companies demonstrate that they couldn't find qualified U.S. workers) more rigorous, including interviewing a more diverse set of candidates.

Wage Floor for Visa Workers: Another idea could be to impose a minimum wage requirement for visa holders, based on regional cost of living and the prevailing wage for the occupation. This would directly address concerns that companies use visa workers to undercut U.S. wages.

Expand STEM Education: A long-term solution might involve expanding STEM education programs to ensure a more robust pipeline of U.S. workers qualified for these roles. It would help mitigate the demand for foreign workers in the first place.

This is sensible, it is viable, and it is doable. Take this up with your members of Congress.

[Anonymous]

Excellent.

[Anonymous]

Anonymous wrote:Here's my proposal:

1. Create a central jobs clearinghouse site, under the supervision of DOL and USCIS -

Mandatory Job Posting: Before submitting an application to bring employees in via requesting visas, companies must first post the job on this clearinghouse, which would include detailed job descriptions, requirements, salary information, and benefits.

Public Access: The clearinghouse should be publicly accessible so that job seekers, particularly American workers, can review the opportunities and apply directly before any visa is granted.

Standardized Job Description & Salary Requirements: The government could set guidelines for how job postings should be formatted, ensuring that the job description, qualifications, and salary are clearly defined and in line with industry norms.

2. Use AI and human review to ensure oversight and appropriateness -

AI Integration: AI could analyze job postings and compare them to industry standards, adjusting for region, company size, and job complexity. This would allow the system to flag positions that appear underpaid relative to market norms for similar roles, especially for technical positions in the STEM field.

Human Oversight: Given the complexity of job roles and salary variations across regions, a combination of AI and human reviewers would be necessary. Human experts in labor economics and industry trends would be required to verify edge cases and ensure that the algorithm’s recommendations are sound.

3. Ensure jobs are not fillable by American workers -

Minimum Posting Period: To implement this, companies could be required to post the job for a minimum period (e.g., 30 to 90 days) on the clearinghouse. During this time, the system could track applications and attempts to fill the position with U.S. workers.

American Worker Proof: Companies would need to demonstrate that they made reasonable efforts to recruit U.S. workers (e.g., interviews, job offers) before resorting to visa applications. The clearinghouse could facilitate this by collecting application data and allowing U.S. citizens to apply before visa applications are processed.

4. Factor in layoffs and other scenarios -

Layoff Reporting: Companies could be required to report any layoffs and the number of affected workers, which could be tracked against their visa employee count.

Visa Reduction in Line with Layoffs: If a company downsizes, the number of visa workers should ideally be adjusted downwards as well. For instance, if a company lays off a significant portion of its U.S. workforce, the number of visa holders employed at the company might need to be reduced, or visa renewals should be denied.

In addition to this system, we should also do the following:

Strengthen Labor Market Testing: One potential addition to your idea would be to make labor market testing (the process where companies demonstrate that they couldn't find qualified U.S. workers) more rigorous, including interviewing a more diverse set of candidates.

Wage Floor for Visa Workers: Another idea could be to impose a minimum wage requirement for visa holders, based on regional cost of living and the prevailing wage for the occupation. This would directly address concerns that companies use visa workers to undercut U.S. wages.

Expand STEM Education: A long-term solution might involve expanding STEM education programs to ensure a more robust pipeline of U.S. workers qualified for these roles. It would help mitigate the demand for foreign workers in the first place.

This is sensible, it is viable, and it is doable. Take this up with your members of Congress.

You're right about all these things and these are sensible. However, this was never about demand but about lowering wages.

[Anonymous]

Anonymous wrote:Here's my proposal:

1. Create a central jobs clearinghouse site, under the supervision of DOL and USCIS -

Mandatory Job Posting: Before submitting an application to bring employees in via requesting visas, companies must first post the job on this clearinghouse, which would include detailed job descriptions, requirements, salary information, and benefits.

Public Access: The clearinghouse should be publicly accessible so that job seekers, particularly American workers, can review the opportunities and apply directly before any visa is granted.

Standardized Job Description & Salary Requirements: The government could set guidelines for how job postings should be formatted, ensuring that the job description, qualifications, and salary are clearly defined and in line with industry norms.

2. Use AI and human review to ensure oversight and appropriateness -

AI Integration: AI could analyze job postings and compare them to industry standards, adjusting for region, company size, and job complexity. This would allow the system to flag positions that appear underpaid relative to market norms for similar roles, especially for technical positions in the STEM field.

Human Oversight: Given the complexity of job roles and salary variations across regions, a combination of AI and human reviewers would be necessary. Human experts in labor economics and industry trends would be required to verify edge cases and ensure that the algorithm’s recommendations are sound.

3. Ensure jobs are not fillable by American workers -

Minimum Posting Period: To implement this, companies could be required to post the job for a minimum period (e.g., 30 to 90 days) on the clearinghouse. During this time, the system could track applications and attempts to fill the position with U.S. workers.

American Worker Proof: Companies would need to demonstrate that they made reasonable efforts to recruit U.S. workers (e.g., interviews, job offers) before resorting to visa applications. The clearinghouse could facilitate this by collecting application data and allowing U.S. citizens to apply before visa applications are processed.

4. Factor in layoffs and other scenarios -

Layoff Reporting: Companies could be required to report any layoffs and the number of affected workers, which could be tracked against their visa employee count.

Visa Reduction in Line with Layoffs: If a company downsizes, the number of visa workers should ideally be adjusted downwards as well. For instance, if a company lays off a significant portion of its U.S. workforce, the number of visa holders employed at the company might need to be reduced, or visa renewals should be denied.

In addition to this system, we should also do the following:

Strengthen Labor Market Testing: One potential addition to your idea would be to make labor market testing (the process where companies demonstrate that they couldn't find qualified U.S. workers) more rigorous, including interviewing a more diverse set of candidates.

Wage Floor for Visa Workers: Another idea could be to impose a minimum wage requirement for visa holders, based on regional cost of living and the prevailing wage for the occupation. This would directly address concerns that companies use visa workers to undercut U.S. wages.

Expand STEM Education: A long-term solution might involve expanding STEM education programs to ensure a more robust pipeline of U.S. workers qualified for these roles. It would help mitigate the demand for foreign workers in the first place.

This is sensible, it is viable, and it is doable. Take this up with your members of Congress.

So funny. You’re assuming that Elon and Trump actually care about American workers.

[Anonymous]

There are a lot of scams associated with this type of a visa.

[Anonymous]

Anonymous wrote:Here's my proposal:

1. Create a central jobs clearinghouse site, under the supervision of DOL and USCIS -

Mandatory Job Posting: Before submitting an application to bring employees in via requesting visas, companies must first post the job on this clearinghouse, which would include detailed job descriptions, requirements, salary information, and benefits.

Public Access: The clearinghouse should be publicly accessible so that job seekers, particularly American workers, can review the opportunities and apply directly before any visa is granted.

Standardized Job Description & Salary Requirements: The government could set guidelines for how job postings should be formatted, ensuring that the job description, qualifications, and salary are clearly defined and in line with industry norms.

2. Use AI and human review to ensure oversight and appropriateness -

AI Integration: AI could analyze job postings and compare them to industry standards, adjusting for region, company size, and job complexity. This would allow the system to flag positions that appear underpaid relative to market norms for similar roles, especially for technical positions in the STEM field.

Human Oversight: Given the complexity of job roles and salary variations across regions, a combination of AI and human reviewers would be necessary. Human experts in labor economics and industry trends would be required to verify edge cases and ensure that the algorithm’s recommendations are sound.

3. Ensure jobs are not fillable by American workers -

Minimum Posting Period: To implement this, companies could be required to post the job for a minimum period (e.g., 30 to 90 days) on the clearinghouse. During this time, the system could track applications and attempts to fill the position with U.S. workers.

American Worker Proof: Companies would need to demonstrate that they made reasonable efforts to recruit U.S. workers (e.g., interviews, job offers) before resorting to visa applications. The clearinghouse could facilitate this by collecting application data and allowing U.S. citizens to apply before visa applications are processed.

4. Factor in layoffs and other scenarios -

Layoff Reporting: Companies could be required to report any layoffs and the number of affected workers, which could be tracked against their visa employee count.

Visa Reduction in Line with Layoffs: If a company downsizes, the number of visa workers should ideally be adjusted downwards as well. For instance, if a company lays off a significant portion of its U.S. workforce, the number of visa holders employed at the company might need to be reduced, or visa renewals should be denied.

In addition to this system, we should also do the following:

Strengthen Labor Market Testing: One potential addition to your idea would be to make labor market testing (the process where companies demonstrate that they couldn't find qualified U.S. workers) more rigorous, including interviewing a more diverse set of candidates.

Wage Floor for Visa Workers: Another idea could be to impose a minimum wage requirement for visa holders, based on regional cost of living and the prevailing wage for the occupation. This would directly address concerns that companies use visa workers to undercut U.S. wages.

Expand STEM Education: A long-term solution might involve expanding STEM education programs to ensure a more robust pipeline of U.S. workers qualified for these roles. It would help mitigate the demand for foreign workers in the first place.

This is sensible, it is viable, and it is doable. Take this up with your members of Congress.

o

Skip the AI stuff. That’s just another way that the corporations are trying to screw labor.