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Why H-2B Matters More Than You Think (And What’s Next) with Marty Grunder & Andrew Bray (NALP)

📅 July 8, 2026 ⏱️ 50:03 🎤 Marty Grunder, Andrew Bray

Chapters

Click to jump to section

  • 0:00
    H-2B Misconceptions
    Andrew Bray dispels myths about the H-2B program, highlighting how H-2B workers support US jobs and contribute to higher median wages in communities.
  • 0:47
    Program Basics & Cap
    Andrew explains the H-2B program as a seasonal temporary worker visa with a statutory cap of 66,000, split into two tranches for different seasons.
  • 2:00
    Dispelling Job Displacement
    Andrew provides data and anecdotal evidence, emphasizing that H-2B workers do not replace American jobs but rather create and support them, especially in industries facing labor shortages.
  • 4:02
    Addressing Uncertainty
    The discussion covers the history of the H-2B cap, the challenges of discretionary visa releases, and ongoing efforts to secure more reliable access to workers.
  • 5:52
    Future H-2B Advocacy
    Andrew outlines NALP's advocacy for a 'certified seasonal employer' program, which would reward compliant employers with more predictable access to H-2B visas.
  • 6:55
    Ideal Workforce Program
    Andrew describes his ideal H-2B program, mirroring the H2A with more flexibility and direct access for employers who demonstrate a genuine need.
  • 7:27
    Workforce Planning Advice
    Andrew advises landscape owners to view H-2B as one component of a multifaceted workforce strategy and to engage with NALP's advocacy efforts.

Speakers

M
Marty Grunder
Host — Grunder Landscaping Company and the Grow Group
A
Andrew Bray
Senior VP of Governmental Relations and Membership at the National Association of Landscape Professionals

Key Takeaways

✦

Challenge the misconception that H-2B workers take US jobs; they often support four US jobs and can lead to higher median wages in communities.

✦

Understand that the H-2B program is crucial for filling seasonal labor gaps in the landscape industry that US workers are often not available to fill.

✦

Do not attempt to navigate the H-2B program without professional assistance; engage reputable legal or consulting firms to ensure compliance and avoid costly errors.

✦

Recognize that the H-2B program is a critical component of a comprehensive workforce strategy, not a silver bullet, and should be balanced with local recruitment efforts.

✦

Actively support industry advocacy by getting informed through NALP's communications and taking action on calls for outreach to elected officials.

✦

Plan for continued labor market challenges and consider diverse recruitment strategies beyond H-2B, such as working with veterans groups, community colleges, or correctional facilities.

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