Status Documents: Documents non-citizens should carry to prove lawful status in the U.S.
Which status documents should you carry with you to prove lawful status in the U.S.?
Guide to Responding to Immigration Enforcement in the Workplace
Immigration actions, such as audits or raids, can be disruptive for your business and employees. As an employer, you have rights and responsibilities to protect your workers and comply with…
Major Employers Navigating Immigration-Related Legal Waters with the DOJ in 2023
In 2023, the U.S. Department of Justice (DOJ) took legal action against and reached settlements with several employers accused of creating unlawful barriers that hindered work-authorized foreign nationals from pursuing employment opportunities in the United States. Some of these employers were well-known companies, highlighting that even organizations with significant resources are not immune to unintentional or intentional involvement in immigration-related discrimination. One of these employers, SpaceX, has also presented a legal challenge that has the potential to reshape the landscape of the DOJ’s enforcement of immigration-related discrimination.
Apple’s $25 Million Settlement with DOJ Highlights Concerns in PERM Recruitment Practices
Apple’s recent $25 million settlement with the U.S. Department of Justice (DOJ) serves as a cautionary tale for employers engaged in the Permanent Labor Certification Process (PERM) when sponsoring employees…
Preparing for a Potential Government Shutdown: Immigration Implications for Employers
As the possibility of a government shutdown on September 30 looms, employers should proactively address the potential immigration implications that may arise. Impacts include closure of the DOL and E-Verify system unavailability.
Understanding the Impact of the DHS Alternative Procedure on Workplace Compliance Policies
Form I-9, officially known as the Employment Eligibility Verification Form, is a document used by employers in the United States to verify the identity and employment authorization of individuals they hire. Employers of remote workers, and/or employers with centralized Human Resources departments may be eager to incorporate the Department of Homeland Security’s (“DHS’”) new “Alternative Procedure” to facilitate the document review process required for the Form I-9. However, employers must first consider whether their organization will meet the requirements to use the Alternative Procedure and how they can ensure consistent and compliant practices.
News and Events | Corporate Immigration | Employer Compliance | Latest Changes in US Immigration Law
DOL Ends Grace Period for LCA Amendments and Mandatory Postings Required by Worksite Changes
The Department of Labor (DOL) has ended a 30-day grace period, instituted during the COVID-19 National Emergency, for employers to comply with Labor Condition Application (LCA) amendments and mandatory postings…
Completing the Form I-9 For Remote Employees: What Employers Need To Know About DHS’ New Alternative Procedure
This article provides the highlights of the qualifications and process of DHS’ Alternative Procedure to facilitate completing the Form I-9 for remote employees. We recommend that qualifying employers who wish to adopt the “Alternative Procedure” review their current practices, policies and procedures and make appropriate updates to document this change.
New Form I-9 Now Available
USCIS has released the new Form I-9. Per our previous post, the form has undergone some welcome adjustments to include; • Sections 1 & 2 combined into one page. •…