As employers navigated the challenges posed by the COVID-19 pandemic, the U.S. Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) introduced flexibility to the Employment Eligibility Verification process on Form I-9. These...
July 18, 2022 update:The M-274 Handbook for Employers was updated with guidance on how to verify work authorization for E-2 and L-2 spouses.May 18, 2022 update: Effective May 4, 2022, the automatic extension period is now 540 days for eligible spouses, not to exceed...
In March of 2019 the Social Security Administration (SSA) resumed sending “no-match” letters (formally known as Employer Correction Request Notices) to U.S. employers whose 2018 W-2 wage reports contained non-matching combinations of names and Social Security Numbers (SSNs). According to SHRM, about 575,000 such letters have been issued to employers so far this year.
By way of background, a no-match letter is simply a notification from SSA to an employer that a certain number of wage reports prepared by an employer contained name and SSN combinations that do not match SSA records. No-matches can arise from benign reasons, such as typos or hyphenated names.
California Assembly Bill No. 450 (AB 450) regarding California employers’ obligations when subject to federal immigration worksite enforcement actions was signed by Governor Brown on October 5, 2017, and took effect on January 1, 2018. As part of a group of immigration-related bills recently signed into law, AB 450 is hailed by advocates as solidifying California’s status as a Sanctuary State. The law introduces several requirements applicable to public and private employers in California. How the California Labor Commissioner or California Attorney General will enforce the law is still an open question, given that federal law ordinarily preempts state law in the area of immigration, and because there is uncertainty surrounding which federal immigration enforcement agents must be refused entrance or documents under the new California law. Below we detail a few of the new requirements for employers:
News Release from Jewell Stewart & Pratt – November 22, 2016 On November 18, 2016, the U.S. Department of Homeland Security (DHS) published a Final Rule, 81 FR 82398, effective January 17, 2017, that amends certain regulations governing employment-based immigrants...
News Release from Jewell Stewart & Pratt PC On November 14, 2016, U.S. Citizenship and Immigration Services (USCIS) published a revised version of Form I-9, "Employment Eligibility Verification," the form used by employers to verify the identity and employment...
News Release from Jewell Stewart & Pratt PC The U.S. Citizenship & Immigration Service (USCIS) has announced that the Office of Management & Budget has approved a revised Form I-9, Employment Eligibility Verification. USCIS must publish a revised form by...
On March 11, 2016, the U.S. Department of Homeland Security published a Final Rule, effective May 10, 2016, 81 Fed. Reg. 13039 (March 11, 2016), that provides requirements and procedures for 24-month extensions to post-completion Optional Practical Training (OPT) work authorization of foreign nationals who are in F-1 student visa status with U.S. degrees in fields of Science, Technology, Engineering, and Mathematics (“STEM” fields). The new regulation also contains transition provisions for approved and pending STEM OPT applications filed under prior regulations. Finally, the new regulation carries over the “cap gap” work authorization and status extension provisions that existed under prior rules.
News Release from Jewell & Associates, PC USCIS has revised the Employment Eligibility Verification form (Form I-9) that employers use to verify the identity and employment eligibility of employees. The new I-9 bears a revision date of ``(Rev. 03/08/13) N'' and...
