; and (H) other agreed terms and conditions of employment. (2) Enforcement of agreements Employers or associations of employers and D–3 nonimmigrants have the right to avail themselves of appropriate legal recourse in the United States, including voluntary arbitration, in the event of disputes arising due to nonperformance of any provision of an agreement. (3) Language barriers and recordkeeping (A) In general Employers or associations of employers shall secure such language services as may be necessary to ensure that D–3 nonimmigrants understand the terms of the labor agreement described in subsection (b) that is presented to them before embarking on their first voyage on a longline fishing vessel and may not seek compensation or reimbursement from D–3 nonimmigrants for the provision of such services. (B) Record retention requirements A signed copy of each labor agreement shall be kept on file by the employer in English and in the language of the D–3 nonimmigrant. Copies of signed labor agreements shall be submitted to the Secretary of Homeland Security, the Secretary of Labor, and such State and local entities as may be required for compliance with State and local licensing and oversight of the employer or association of employers. (4) Recruitment costs and oversight (A) Employee reimbursement Employers or associations of employers shall pay or reimburse each D–3 nonimmigrant, in his or her first workweek, for all visa, visa processing, border crossing, and other related fees (including those mandated by the Government) incurred by the D–3 nonimmigrant, but are not required to reimburse D–3 nonimmigrants for passport expenses or other charges primarily for the benefit of the D–3 nonimmigrants. (B) Other costs and oversight Employers or associations of employers may engage agents or firms in the United States or elsewhere to recruit D–3 nonimmigrants only if the employer or association— (i) solely assumes all costs associated with such recruitment services, including— (I) fees for the employers’ attorneys and