Category: Compliance

  • US Congress urged to crack down on student overstays

    US Congress urged to crack down on student overstays

    Over 7,000 of these student and exchange visitors that overstayed their visas came from India, house representatives heard in a committee hearing on immigration enforcement in the US on January 22.  

    “Thirty-two countries have student/exchange visitor overstay rates of higher than 20%,” Jessica Vaughan, director of policy studies at the anti-immigration think-tank, the Center for Immigration Studies, told the committee.  

    However, sector leaders have argued that Vaughan’s testimony contained “some serious and inaccurate generalisations” and relied on “faulty statistics for her claim about the student visa overstay rate,” according to NAFSA‘s director of immigration policy, Heather Stewart.  

    “International students are the most tracked non-immigrants in the US and a clear and comprehensive understanding of student visa misuse is needed if the field is to arrive at effective and appropriate solutions,” said Stewart.  

    After India, Vaughan highlighted China, Colombia and Brazil as each having more than 2,000 of their citizens overstay student/exchange visas in 2023, urging Congress to eliminate OPT and impose penalties for institutional sponsors, among a host of regulations.  

    “The F and M visa categories have [the] highest overstay rates of any of the broad categories of temporary admission,” Vaughan told committee members, with F visas used for academic study and M visas for vocational study.  

    According to recent DHS figures, the total overstay rate for student and exchange visitors in 2023 was 3.67% with a suspected in-country overstay rate of 2.86%, dropping slightly to 2.69% solely for F-1 students, with all metrics excluding Mexico and Canada.  

    Countries with highest student/exchange overstay rates by numbers (2023): 

    Country  Suspected in-country overstays  Total overstays  Total overstay rate 
    India   5,818 7,081 4.67%
    China 3,012 5,255 2.1%
    Colombia 2,792 3,223 8.29%
    Brazil 1,692 2,198 4.6%
    Source: US Homeland Security Entry/Exit Overstay Report FY 2023 

    While India, China, Colombia and Brazil recorded the largest numbers of student overstays in 2023, their overstay rate as a percentage of overall student populations in the US were relatively low.  

    It is perhaps unsurprising that India and China, whose combined student populations made up 54% of total international enrolments at US institutions in 2023/24, also saw the highest levels of visa overstays. 

    Country Total overstay rate
    Equatorial Guinea  70.18% 
    Chad   55.64%
    Eritrea  55.43% 
    Congo (Kinshasa)  50.06%
    Djibouti 43.75% 
    Burma 42.17% 
    Yemen  40.92% 
    Sierra Leone 35.83%
    Congo (Brazzaville)  35.14% 
    Togo  35.05% 
    Global (excl. Mexico + Canada) 3.67% 
    Source: US Homeland Security Entry/Exit Overstay Report FY 2023 

    Notably, the ‘in-country overstay rate’ refers to the percentage of individuals suspected to still be physically present in the US after their visa expired, while the ‘total overstay rate’ includes both those still in the country and those who may have eventually left after overstaying their visa, but were not recorded as departing. 

    Sector members have raised concerns about the “troubling” scale of the problem uncovered by the report, ranging from benign violations of legitimate students to “cases of wilful fraud”, said Eddie West and Anna Esaki-Smith, two leading US educators.  

    NAFSA, however, has disputed the figures as “unreliable”, claiming that the report “overstates” the issue and urged stakeholders to take caution when taking the figures out of context.  

    Indeed, DHS concedes that “infrastructural, operational and logistical challenges” in the exit environment make it difficult to identify students who do not depart via air or who transition from F-1 status to H-1B, legal permanent residency and other statuses.  

    What’s more, DHS data revealed a 42% decline in the suspected overstay rate for student and exchange visitors across a 15-month period ending in January 2024, indicating a lag time for the system to register students’ changing situations. 

    “Not only do visa issuance policies need to be adjusted and interior enforcement boosted, in addition Congress should amend the law in several important ways,” Vaughan told the hearing.  

    In a statement raising some concern about Vaughan’s testimony, she recommended that “the concept of dual intent should not apply to student visa applicants”. 

    Under current law, it does not.  

    While the Optional Practical Training (OPT) program has been widely proven to benefit American workers as well as international graduates, Vaughan blamed the initiative for spawning “an industry of diploma mills and fake schools”, calling for it to be eliminated or “much, much more closely regulated”.  

    Vaughan also recommended stricter regulations on H1-B specialty occupation visas, a move which Stewart warned would “immediately” make the US look less attractive to international students who “strongly consider” post-study employment opportunities when deciding where to study abroad.  

    During Donald Trump’s presidential campaign, he surprised some of the sector.

    The second-time US president spoke out in support of the H1-B visa during his presidential campaign amid a row about the work pathway among prominent Republicans.

    The US is the only one out of the ‘Big Four’ study destinations – US, UK, Australia and Canada – to publish data on international student overstay rates.

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  • PeopleAdmin A PowerSchool Company

    PeopleAdmin A PowerSchool Company

    Tips and Best Practices for Higher Ed HR Compliance

    Compliance is a key and complicated part of the role of human resources teams, and this is especially true in higher education. The HigherEd industry is highly regulated, at both the state and federal levels, making the job even more complicated for HR teams that work on a college or university campus. Noncompliance, even when unintentional, can have serious negative consequences for an institution, ranging from legal and financial (including fines and penalties) to reputational. That’s why ensuring compliance is such an important part of the role of higher education human resources teams. Read on below for some top tips and best practices for ensuring higher ed HR compliance.

    Challenges faced by Higher Ed

    There are several HR challenges faced by HigherEd that are unique, making the world of compliance even more complicated. They include:

    1. Regulatory complexity: Higher education institutions must navigate a web of federal and state regulations, including Title IX, FLSA, and ADA, which can be particularly intricate in an academic setting. Teams must navigate these human resources rules, regulations, and procedures to remain compliant.
    2. Faculty and staff diversity: Ensuring compliance with equal employment opportunity laws while managing a diverse workforce of faculty and staff presents unique challenges.
    3. Student employment: Compliance with regulations related to student employment, such as work-study programs and internships, adds another layer of complexity.
    4. Varying types of employees: Colleges and universities may have to deal with different regulations for faculty, staff, part-time faculty, hourly workers, summer employees, and more—campuses have a greater variety of types of workers than many other organizations.

    Higher Education HR Compliance Best Practices

    1. Stay informed about regulations: Regularly monitor federal and state regulations to ensure compliance with labor laws, as they often evolve in response to changes in the workforce.
    2. Document policies and procedures: Properly document all company policies and procedures, and ensure easy access for employees. This includes creating an accessible and easy-to-navigate employee handbook.
    3. Regularly audit HR policies: Conduct regular HR audits to ensure that HR policies, such as leave policy, non-discrimination policy, and compensation policy, are compliant.
    4. Establish specialized HR departments: Consider establishing specialized HR departments within colleges to address theQuote: Modern, digitized workflows can streamline the hiring process, improve data security, and facilitate compliance with regulations. unique objectives of different divisions.
    5. Promote diversity, equity, and inclusion: Initiate regular conversations on campus among staff and departments to promote diversity and inclusion, enabling the institution to move into a more inclusive environment.
    6. Leverage technology: Use HR compliance software to track regulatory requirements and obligations. Modern, digitized workflows can streamline the hiring process, improve data security, and facilitate compliance with regulations. HR compliance software can centralize and automate compliance-related tasks, such as tracking employee certifications and managing leave policies, thereby reducing the risk of non-compliance.
    7. Standardization: Standardize hiring and interviewing procedures to ensure fair hiring.
    8. Training and education: Provide thorough orientation for new hires that includes their responsibilities for HR compliance and clearly explains policies for reporting noncompliance. Provide ongoing training to HR staff, faculty, and supervisors on compliance requirements and best practices. Create higher education compliance checklists to stay on top of things.
    9. Get leadership involved: Encourage executive leaders to champion ethics and compliance, and provide ways for employees to report unethical activity.
    10. Collaboration across departments: Encourage collaboration between HR, legal, and academic departments to ensure a comprehensive approach to compliance.

    The Role of Technology in Higher Ed HR Compliance

    When it comes to HigherEd HR compliance, the right technology is key. A platform built for your HR needs supports your team in so many ways, including:

    1. Efficiency and streamlining: Technology removes administrative burdens, eliminates duplicate processes, and centralizes information, making data insights more accessible. This streamlines communication, increases security, and automates tasks, thereby saving time for HR professionals.
    2. Data management: HR technology allows for the centralization and management of vast amounts of information related to faculty and staff recruitment, onboarding, compensation, performance management, and compliance training. This helps HR professionals find more insight into information like retention, growth, and historical data about positions and job duties, and keep that information secure and accessible for compliance purposes.
    3. Strategic role of HR: By leveraging technology, HR professionals can engage in more strategic work, such as employerQuote: By leveraging technology, HR professionals can engage in more strategic work. branding to attract talent, and providing insights into retention and growth, rather than being bogged down by manual processes and administrative tasks.
    4. Data-driven decision making: HR technology provides access to critical data, which is essential for financial forecasting, succession planning, and staff performance management, enabling HR teams to make informed, data-driven decisions.

    Luckily, PeopleAdmin has the technology your team needs to keep track of employee information, stay audit-ready, and manage your employees. Built just for HigherEd, PeopleAdmin’s tools have the customizable, flexible workflows you need to tackle any HR challenge. Check out:

    • Employee Records: With all documents in one portal and visibility into processes, you’ll ensure compliance and reduce time-consuming records management tasks. Plus, digital forms management means all faculty and staff have self-service, mobile-friendly access to HR forms like change-of-address to FMLA documents without requesting them in person or via email.
    • Applicant Tracking System: In our powerful ATS, real-time dashboards with easy-to-understand visuals make it easy to interpret your data. Standard reports help you stay EEO compliant and audit-ready based on federal and state regulations. Customizable reports can be automated so you can share information with key stakeholders on your own schedule.
    • Insights: Insights helps you uncover key insights into EEO compliance, budget planning, balanced hiring, faculty and staff hiring and retention, and more. And with automated reporting, you can easily schedule specific, easy-to-understand reports for institution leaders and key stakeholders — empowering data-based decision making across the institution.

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