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This article discusses visa bulletin dates, fees, processing times or form versions whose latest figures have not yet been verified. Please confirm with the official sources cited in the article before planning an application.
Chinese edition
PERM首先是雇主程序
多数由雇主支持的EB-2和EB-3案件，在向USCIS递交I-140之前，需要由美国雇主取得劳工部永久劳工证。DOL关注的是：在拟就业地区是否缺少能够、愿意、合格且可用的美国工人，以及雇用外国员工是否会不利影响同类美国工人的工资和工作条件。
第一步是确定真实永久岗位
雇主需要明确工作职责、地点、最低教育和经验要求，并能够解释这些要求如何来自实际业务需要。职位不能只是为某个外国申请人量身定做，也不能在招聘中使用与最终申请不一致的标准。
第二步是取得现行工资
雇主通常先向国家现行工资中心申请工资认定。工资水平结合职业、地区、职责与要求确定。获批后的工作机会应至少达到适用工资水平；宣传中的“入境后工资”应与官方流程和正式工作条件一致。
第三步是真实开展招聘
雇主按岗位类型完成规定招聘和内部通知，并对申请者进行善意考虑。PERM不是证明完全没有美国人投递，而是记录是否存在符合法定条件、愿意并可用的美国申请者。预设拒绝理由或形式化面试可能导致审计或否决。
第四步是提交ETA-9089
招聘完成并满足时间要求后，雇主通过DOL程序提交劳工证申请。案件可能获批、被审计、要求补充或被拒。劳工证获批并不等于取得绿卡，它只是后续I-140及移民程序的重要基础。
每一步都需要持续存在的雇主意愿
从岗位设计到最终赴美工作，雇主的业务、职位和聘用意图应保持真实。TIHU可以协调沟通和岗位核验，但不能代替雇主作出招聘决定，也不能把PERM包装成购买一个结果。
Note for applicants based in China
Applicants based in China usually also need to handle three things: keeping Chinese- and English-language documents consistent, making sure funds and income can be explained with independent documentation, and managing the gap between priority-date timing and a child's age. Any packaging that doesn't match the underlying facts creates greater risk at the RFE or interview stage.
TIHU's role and relationship disclosure
Projects, employers, attorneys or law firms, and China-based service companies may be independent legal entities. Where a resource has an affiliated or compensated relationship with TIHU, we disclose it in writing before any engagement.
Legal judgment and legal documents are the responsibility of a licensed attorney acting within an actual engagement. TIHU does not provide legal advice and does not promise any approval outcome.
Official sources
This article is general educational content and does not constitute legal, investment or tax advice. Tax matters should be assessed for your specific situation by a licensed U.S. tax attorney or CPA.