United States v. Jiten Nanda

867 F.3d 522, 2017 WL 3431721, 2017 U.S. App. LEXIS 14814
CourtCourt of Appeals for the Fifth Circuit
DecidedAugust 10, 2017
Docket16-11135
StatusPublished
Cited by15 cases

This text of 867 F.3d 522 (United States v. Jiten Nanda) is published on Counsel Stack Legal Research, covering Court of Appeals for the Fifth Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
United States v. Jiten Nanda, 867 F.3d 522, 2017 WL 3431721, 2017 U.S. App. LEXIS 14814 (5th Cir. 2017).

Opinion

EDITH BROWN CLEMENT,

Circuit Judge:

Two brothers, Atul and Jiten “Jay” Nan-da (together, “the Nandas”), were indicted, tried jointly by jury, and convicted of various charges stemming from a conspiracy to fraudulently procure H-1B visas. The Nandas jointly appeal their convictions and sentences, raising a number of issues. Because we conclude that the Nandas have not established any reversible error, we AFFIRM their respective convictions and sentences.

I

The Nandas owned and operated Dibon Solutions (“Dibon”), an information technology consulting cornpany based in Texas. Dibon was essentially a staffing company that recruited primarily Indian nationals with computer expertise to come to the United States and work for Dibon to fulfill the computer needs of Dibon’s clients. Dibon employed about 200 consultants, most of whom were in the United States on H-1B visas.

The H-1B visa program is designed to allow businesses in the United States to temporarily employ foreign workers with specialized expertise on American soil in order to fulfill specific needs of the employer. To obtain an H-lB -visa, an employer must first obtain approval from, the U.S. Department of Labor, (“DoL”) by filing a Labor Condition Application (“LCA”). The LCA requires an employer to represent that it intends to employ a particular foreign worker for a specific position for a given period of time. The employer must also state the rate of pay, the work location, and whether the given position is full-time. The employer further promises to pay all fees arising out of the visa application process, and to pay workers for any non-productive time once they have procured a visa, After approval from the DoL, the employer must then file a Petition for a Nonimmigrant Worker (“I-129”) with .U.S. Citizenship and Immigration Services (“CIS”), The 1-129 requires much of the same information as the LCA, as well as further biographical information regarding the specific prospective visa applicant.

After CIS approves the petition, the worker, can apply for an- H-1B visa at a U.S. consulate or embassy in her home *526 country. Once she obtains the visa, the worker possesses lawful nonimmigrant status and may reside in the United States and work for the sponsoring employer until either the visa expires or her employment with the sponsoring employer is terminated. The employer is required to begin paying the visa holder once she enters into employment or within 30 days of her admission to the United States, whichever is sooner. If the worker’s employment is terminated before her visa expires, the employer must notify CIS and pay for her return to her home country.

The representations that the sponsoring employer makes on the LCA and 1-129— that it already has a specific open position for the visa applicant, that it will pay all visa fees, that it will pay the employee within 30 days of admission to the U.S. regardless of employment, etc.—are designed in part to prevent employers from fraudulently taking advantage of the H-1B system by engaging in a scheme called “benching.” Benching occurs when an unscrupulous employer uses H-1B visas to recruit foreign workers not to fill a specific position at the company itself, but rather to create a pool of relatively inexpensive skilled labor that can then be used on an as-needed basis to fulfill the needs of third-party clients. When the visa holder is not working—i.e. “on the bench”—the employer requires her to pay her own way in contravention of the express visa requirements. The employer is thus able to procure skilled labor on the cheap with little overhead, but takes a cut of the standard rates its visa-holding employees bill out to third-party clients.

The Nandas’ fraudulent scheme was a quintessential ease of benching. Dibon regularly sponsored H-1B applicants and represented to the DoL and CIS that the applicants would work directly for Dibon at its headquarters in Carrollton, Texas. Dibon further represented that it would pay all visa fees and pay the applicants for all non-productive time 30 days after their arrival. Contrary to those representations, however, Dibon in fact benched the workers and required them to pay their own way until they could be placed at a third-party client to provide technology consulting services—with Dibon taking a cut of any money earned. The fraudulent scheme, which continued from 2005-2011, netted Dibon at least hundreds of thousands of dollars.

In 2014, the Nandas and others were indicted on charges stemming from their benching scheme. Several Dibon employees pleaded guilty and cooperated with the Government’s prosecution of the Nandas. The Nandas were tried by jury and found guilty of: one count of conspiracy to commit visa fraud in violation 18 U.S.C. § 371 and 18 U.S.C. § 1546 (a); one count of conspiracy to harbor illegal aliens in violation of 8 U.S.C. §§ 1324(a)(l)(A)(v)(I) and 1324(a)(l)(B)(i); and two counts of wire fraud in violation of 18 U.S.C. § 1343 and 18 U.S.C. § 2. The district court sentenced each brother to 87 months’ imprisonment, three years of supervised release, and restitution.

II

The Nandas raise myriad issues on appeal, challenging aspects of the trial’s procedure and substance as well as their respective sentences. We address each issue in turn.

A. Bruton Challenge

During the Nandas’ trial, the Government entered into evidence a letter Jay wrote to the DoL after he had left Dibon. In the letter, Jay confessed that “Dibon has submitted incomplete and false documentation ... [and] continues to violate all the wage and hour conditions of the H-1B *527 visa program including benching, no pay, LCAs, taking monies for visa[s] and running payroll for H-1B immigrants.” Jay further wrote that Dibon had “not paid back wages to the tune of millions to non immigrant H-1B workers.”

Atul’s counsel vigorously objected to the letter’s entry into evidence, arguing that its admission would violate Atul’s Sixth Amendment right of confrontation under Bruton v. United States, 391 U.S. 123, 88 S.Ct. 1620, 20 L.Ed.2d 476 (1968). In Bruton, the Supreme Court held that admission of a codefendant’s confession at a joint trial where that codefendant does not take the stand violates the other defendant’s Sixth Amendment right of confrontation. Id. at 127-28, 88 S.Ct. 1620. The Court later qualified Bruton’s, scope in Richardson v. Marsh, 481 U.S. 200, 107 S.Ct. 1702, 95 L,Ed.2d 176 (1987). Richardson explained that Bruton created a “narrow exception,” and held that admission of a confession did

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Bluebook (online)
867 F.3d 522, 2017 WL 3431721, 2017 U.S. App. LEXIS 14814, Counsel Stack Legal Research, https://law.counselstack.com/opinion/united-states-v-jiten-nanda-ca5-2017.