(TEXAS, UNITED STATES) — Texas A&M leaders face a close-of-business Monday, January 26, 2026 deadline to produce a systemwide roster of H-1B visas holders, as the federal FY 2027 cap season approaches with higher scrutiny and potential selection rule changes.
Governor Greg Abbott has demanded a “comprehensive roster” of Texas A&M System employees working in H-1B status, according to internal communications reported on January 25, 2026. The request lands just weeks before many employers begin final planning for FY 2027 registrations, which typically open in March and lead to an October 1, 2026 start date.
⏰ Deadline: The directive calls for submission by close of business Monday, January 26, 2026, meaning the institution must treat end-of-day operations as the cutoff.
Governor Abbott’s request and why it matters for Texas A&M
A “comprehensive roster” in an H-1B context usually means more than a headcount. Universities often maintain H-1B information across HR, departments, and immigration counsel records.
A roster can imply names, job titles, work locations, sponsoring campus entities, and petition timing. This is a state-level directive touching data tied to a federally governed immigration status.
That intersection matters. H-1B classification is administered by USCIS and tied to Department of Labor (DOL) wage rules. However, public institutions in Texas also operate under state public information laws and political oversight.
For a complex system like Texas A&M, producing a rapid roster can stress internal controls. It can also raise privacy questions. Institutions must separate what can be disclosed from what must be protected.
Triggering events and the public-records context
The immediate trigger is a complaint filed on January 21, 2026 with Texas Attorney General Ken Paxton. The complaint alleges Texas A&M delayed or failed to produce public records tied to foreign worker programs after multiple extensions.
Public information requests often involve extensions for document collection and redaction. They become politically sensitive when requesters argue delays are strategic. This is especially true when immigration-related records include personal identifiers.
As of January 25, 2026, there was no public press release from the Governor’s office in the materials described. Readers should treat this as a document-driven dispute rather than an announcement-based policy change.
Federal backdrop: USCIS selection mechanics and DHS messaging
The Texas A&M roster demand arrives as the federal government signals a tougher posture on selection mechanics and on compliance expectations for nonimmigrants.
USCIS has described a shift toward weighted selection, rather than a purely random lottery. Weighted selection favors some registrations over others, based on defined criteria. Wage level is central to this concept, making the prevailing wage level more consequential during case strategy.
Prevailing wage levels typically map to experience and responsibility. Level I is entry, often 0–2 years with close supervision. Level IV is fully competent, often 6+ years with expert judgment. USCIS has already scrutinized Level I filings more heavily in many occupations.
Weighted selection can change employer behavior. Employers may re-check SOC codes, job duties, and worksite locations. Employers may also push earlier internal approvals for higher wage offers. Employees may see fewer entry-level registrations, especially in crowded job families.
DHS messaging on visa status and conduct has also intensified. University communities often pay extra attention, because students and researchers rely on timely status maintenance. That is separate from H-1B selection, but it affects risk perception and travel planning.
⚠️ Employer Alert: A roster request can trigger internal audits. Confirm LCA Public Access Files are complete and available for inspection.
What data exists in H-1B records, and what should stay protected
H-1B-related records commonly include the Labor Condition Application (LCA), the Form I-129 petition, support letters, degree evaluations, and payroll data. These documents usually live in HR files and immigration counsel case systems.
A key compliance item is the LCA Public Access File (PAF). The PAF is not the full petition file. It generally includes the LCA, wage rate, wage system explanation, and notice documentation. It should not become a bucket for personal data.
Universities must be careful with personally identifiable information (PII). Passport numbers, I-94 records, dates of birth, and home addresses should not be broadly circulated. Even within an institution, access should be role-based.
Texas A&M’s operational complexity also matters. Large universities host thousands of international students and significant international faculty, often in STEM departments. That scale increases the number of work locations, funding sources, and job changes that require immigration review.
What FY 2027 cap season typically looks like (and what comes next)
Most cap-subject employers should treat March 2026 as the critical planning month for FY 2027, with filings to follow after selection.
FY 2027 typical timeline (employment start: October 1, 2026)
| FY 2027 Milestone | Typical Timing |
|---|---|
| Registration period | Early-to-mid March 2026 |
| Selection notifications | Late March / early April 2026 |
| Filing window | April 1 to June 30, 2026 |
| Earliest start date | October 1, 2026 |
USCIS also applies the one-registration-per-beneficiary rule. Since the beneficiary-centric changes, multiple employers can register the same person. However, the system is designed to reduce duplicate advantage.
Comparison: prior cap seasons and selection pressure
USCIS data illustrates how crowded the cap can be. For FY 2025, USCIS reported 780,884 total registrations and 188,400 selections.
For FY 2026, USCIS reported 479,953 total registrations, 470,342 eligible registrations, and 135,137 selections. That shift shows why strategy has moved beyond “register and hope.”
Employers now focus more on job-duty specificity, wage level alignment, and documentation readiness.
After selection
If selected, the employer files an H-1B petition during the filing window. The petition must show a specialty occupation, with a degree requirement tied to the duties.
The employer must also show it will pay the higher of the prevailing wage or the actual wage. If the beneficiary is in the U.S. in F-1 status, a timely filed change-of-status petition can support “cap-gap” work authorization in many cases.
Travel during a pending change of status can create problems. The beneficiary should confirm travel plans with counsel before departing.
If not selected: realistic alternatives
| Option | Best for | Notes |
|---|---|---|
| Cap-exempt H-1B | Universities, affiliated nonprofits, research orgs | No annual cap, filing is year-round |
| O-1 | Individuals with strong awards, publications, high-impact work | Evidence-heavy, faster with premium processing |
| L-1 | Employees transferring from related foreign entity | Requires qualifying relationship and prior employment abroad |
| TN | Canadian and Mexican professionals in listed occupations | Limited to specific categories |
| STEM OPT (F-1) | Recent grads with qualifying STEM degrees | Time-limited, strict reporting rules |
Cost and compliance pressures for universities and employers
Federal fee policy has become a budgeting issue. Standard H-1B costs already include the registration fee, the Form I-129 filing fee, ACWIA, and the fraud prevention fee. Many employers also use premium processing for predictability.
A substantial supplemental fee introduced in late September 2025 has added uncertainty for some employers. University budgeting cycles can make last-minute approvals difficult. That can affect recruitment and retention, especially in labs and grant-funded roles.
Employees feel this directly. Anxiety rises when workers fear a petition will not be filed, or a renewal will be delayed. The best mitigation is disciplined document management and early HR coordination.
💼 Employee Tip: Keep current copies of your LCA, approval notices, pay stubs, and job description. Confirm your worksite address matches the LCA.
Official sources and how to verify updates
For federal updates, start with USCIS pages that control cap season and program rules. Watch for effective dates, applicability language, and transition rules.
For Texas-level context, verify directives through official state channels and public information materials tied to the request. For fee applicability and exemptions, read the controlling proclamation text and any implementing agency guidance.
Employers should also monitor DOL guidance for wage and LCA compliance, especially when job locations or telework arrangements change.
What employers and employees should do next
Employers, including university departments, should inventory all H-1B cases now. Confirm each case has a complete PAF, clean worksite records, and a wage level that matches duties. Begin prevailing wage checks in February to support March registrations.
Prepare for March 2026 registration and an April–June 2026 filing window.
Employees should confirm their job title, duties, and worksite address are accurate in HR systems. Verify your offered wage meets at least the prevailing wage for the SOC code and location. Plan travel conservatively during registration and filing months.
Track USCIS cap season updates ahead of October 1, 2026.
📋 Official Resources:
- H-1B Program: https://www.uscis.gov/working-in-the-united-states/h-1b-specialty-occupations
- Cap Season: https://www.uscis.gov/working-in-the-united-states/temporary-workers/h-1b-specialty-occupations/h-1b-cap-season
- Prevailing Wages: https://flcdatacenter.com
