American Workers, Skilled Immigration & Sensitive Domestic Functions
AMERICAN WORKERS, SKILLED IMMIGRATION & SENSITIVE DOMESTIC FUNCTIONS
POSITION
Legal immigration should serve the United States, respect American workers, verify skill and character, and protect national security and personal data. Employers may recruit qualified foreign workers for genuine needs. They may not use immigration programs to replace qualified Americans with cheaper or more controllable labor.
OUR PHILOSOPHY
America benefits from lawful immigrants who contribute skill, work, investment, and commitment to the country. Fairness requires equal rules: prove the need, prove the qualification, pay a fair wage, protect the American worker, protect the foreign worker from exploitation, and keep sensitive American functions under American law and control.
AMERICAN-WORKER PRIORITY
Before petitioning for a foreign worker, an employer must advertise the actual job, location, schedule, required qualifications, and total compensation through accessible American recruitment channels.
The employer must document qualified American applicants, interviews, offers, and job-related reasons for rejection. A preference for lower pay, greater control, immigration dependence, or avoidance of an American worker is not a valid reason.
A foreign worker may not be paid less than the greater of the actual wage paid to comparable American workers or the independently verified market wage for the work and location.
An employer may not lay off, demote, cut the hours of, or force the transfer of a qualified American worker in order to create the claimed foreign-worker need.
Recruiters and labor brokers must disclose beneficial ownership, fees, subcontracting, work locations, and every entity controlling the worker's assignment.
$100,000 H-1B EMPLOYER FEE
The petitioning employer pays a one-time $100,000 fee for each new H-1B petition.
The fee may not be deducted from the worker's pay, charged to the worker, shifted to a recruiter, recovered through another company, or disguised as a debt.
An existing visa and an ordinary renewal for the same approved worker are not charged again.
A national-interest exemption requires a written, publicly reviewable determination identifying the need, why an American worker is not reasonably available, and why the exemption serves the United States.
The fee does not replace wage, qualification, recruitment, credential, testing, security, or worker-protection requirements.
UNITED STATES CREDENTIAL VERIFICATION
A foreign degree, license, certification, or professional credential must be independently authenticated and compared with the relevant American standard. When the work materially affects health, safety, engineering, finance, cybersecurity, law, public authority, or another licensed or sensitive field, the applicant must complete the applicable United States examination, practical assessment, supervised period, or licensing process before independently performing the work.
Testing must measure actual job competence and may not be waived merely because a document carries a foreign title similar to an American credential. Legitimate equivalent education should receive fair recognition, and an applicant receives written reasons and an appeal when equivalency is denied.
SENSITIVE WORK MUST REMAIN IN THE UNITED STATES
Cybersecurity operations, security administration, human-resources records, identity systems, background investigations, and work requiring access to Social Security numbers, medical information, financial data, biometrics, government credentials, classified information, critical-infrastructure controls, or other sensitive personally identifiable information must be performed inside the United States under United States law.
Covered data must remain in approved United States systems unless a specific lawfully reviewed exception is necessary for a person located abroad. Access is limited to verified, trained, authorized personnel. Contracts must identify every location, subcontractor, beneficial owner, administrator, and data transfer. Offshoring, hidden subcontracting, or remote access used to evade the rule triggers termination, restitution, debarment, and criminal referral when a defined crime is proven.
$1 MILLION RESIDENCY-TO-CITIZENSHIP PATHWAY
A qualified applicant may seek an accelerated lawful permanent-residency decision through the following process:
Pay a documented at-cost application fee capped at $15,000.
Complete criminal, national-security, sanctions, financial, tax, immigration, and source-of-funds screening.
After conditional approval, make a $1 million contribution to the United States Treasury through a publicly audited account.
Receive lawful permanent residency, not immediate citizenship.
Complete the ordinary residence period, good-character, English, civics, oath, security, and other lawful naturalization requirements before citizenship.
Payment never guarantees approval. Each participating family member requires separate identity and security screening. A contribution is refunded when the government denies final approval without applicant fraud, less the lawful documented processing cost. The account may not operate as an off-budget fund.
ENFORCEMENT & MEASUREMENT
Audits should compare claimed shortages with actual recruitment, American-worker applications, wages, displacement, credential results, work locations, subcontracting, security incidents, and data transfers. Knowing false statements, worker-paid petition fees, wage theft, retaliation, fabricated recruitment, and concealed offshore access require back pay, restitution, civil penalties, loss of program access, debarment, and criminal referral when the elements of a crime are proven.
Core MPA standard: Welcome lawful talent when America genuinely needs it. Test the qualification. Pay fairly. Protect American workers. Keep sensitive American work and data under American law.
Related policies: Immigration; Workers' Rights; National Cybersecurity Standards & Trusted Personnel; Personal Data, Records & Identity Protection; Taxes.
Status: Proposed / Draft, not yet formally adopted.
Originally published: September 29, 2026.
Last updated: September 29, 2026.
Version: Draft 0.1.