USCIS Implements Fraud-Protection Measures to Ensure Fairness in FY2025 H-1B Cap Registration
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USCIS Implements Fraud-Protection Measures to Ensure Fairness in FY2025 H-1B Cap Registration

In preparation for the FY2025 H-1B cap registration, United States Citizenship and Immigration Services (“USCIS”) has introduced a final rule incorporating certain fraud-protection measures designed to ensure fairness in FY2025…

Department of State Announces Domestic H-1B Visa Renewal Pilot Program
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Department of State Announces Domestic H-1B Visa Renewal Pilot Program

The Department of State (DOS) has announced a pilot program for the renewal of eligible H-1B nonimmigrant visas issued by Mission Canada or Mission India from within the U.S.   In 2004, domestic renewal of non-diplomatic nonimmigrant visas was…

Major Employers Navigating Immigration-Related Legal Waters with the DOJ in 2023
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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.

Understanding the Impact of the DHS Alternative Procedure on Workplace Compliance Policies
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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.