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Archive for April, 2010
Friday, April 30th, 2010
The United States Citizenship and Immigration Service (“USCIS”) has issued a revised list of questions and answers on the Federal Acquisition Regulation (FAR) final rule on E-Verify. The FAQ addresses what Federal contracts are impacted by FAR, what employees are impacted by FAR, information regarding the initiation of E-Verify inquiries, how the rule impacts subcontractors and more.
E-Verify is a free, Internet-based system operated by USCIS in partnership with the Social Security Administration (SSA). It allows employers to verify the employment authorization of newly hired employees. Based on the information provided by the employee on his or her Form I-9, E-Verify checks this information electronically against records contained in USCIS and SSA databases.
On June 11, 2008, President George W. Bush amended Executive Order 12989 to direct all Federal departments and agencies to require Federal contractors with a Federal contract that contains the FAR E-Verify clause, to use E-Verify to verify the employment eligibility of employees performing work under a qualifying Federal contract. On November 14, 2008, the Civilian Agency Acquisition Council and the Defense Acquisition Regulations Council published the FAR final rule.
For more information on E-Verify and FAR please visit our website www.worksite-compliance.com or contact a Klasko Law attorney.
Tags: E-Verify, Federal Contractors, Worksite Compliance Posted in Agency Updates, Hot Questions, Worksite Enforcement | Click Here To Comment »
Thursday, April 29th, 2010
USCIS has issued updated figures for the FY 2011 H-1B Cap. The Service reports that as of April 22, 2010 a total of 22,764 H-1B cap-subject petitions have been filed. 16,025 of these filings count towards the 65,000 general cap and 6,739 of the filings are for the Master’s cap which allots an extra 20,000 H-1B numbers for individuals with advanced degrees from U.S. institutions of higher education.
Tags: H-1B, H-1B Cap, H-1B cap count Posted in Agency Updates, Temporary Visas | Click Here To Comment »
Thursday, April 29th, 2010
On April 23, Governor Jan Brewer signed the harshest state immigration law to date. The Support Law Enforcement and Safe Neighborhoods Act is slated to go into effect on or about August 24 (90 days after the legislature goes into recess, currently scheduled to occur on May 26, 2010).
The new law requires police to determine whether a person is in the United States legally. It also requires immigrants to carry their alien registration documents at all times and requires police to question people if there is reason to suspect they’re in the United States illegally.
Critics of the law have stated that it is unconstitutional and will foster racial profiling. The most controversial provisions of the law include the requirement that police detain individuals they reasonably suspect are in the United States without authorization. The law makes failing to carry immigration documents a state crime and allows residents to sue cities if the believe the law is not being enforced. Moreover, the law aims to stop day labor solicitations by making it illegal to seek work from a road or sidewalk if doing so slows or impedes traffic. It also makes it a crime for a driver to pick someone up if the driver knows or recklessly disregards the fact that the alien is in the U.S. illegally.
The bill further amends the E-Verify provisions of the Legal Arizona Workers Act to require that employers keep a record of the work eligibility verification for all new hires for the duration of the employee’s employment or at least three years, whichever is longer. Interestingly, there is no such retention requirement under federal law for employers who participate in the E-Verify program. Although, federal immigration law requires that all employers maintain their Form I-9, employment eligibility verification forms for three years after the date of hire, or one year after the date employment ends, whichever is later. Thus, employers in Arizona will now be subject to two different retention requirements related to their employment eligibility documentation.
MALDEF, the American Civil Liberties Union, the ACLU of Arizona and the National Immigration Law Center announced today that they are preparing to challenge Arizona’s extreme new law. Protests against the legislation are scheduled to take place around the country on May 1st with over 100,000 people anticipated in Dallas, Texas alone. KRSS will continue to provide updates to our clients regarding the status of the legislation and the impact that this will have on the national debate relating to Comprehensive Immigration Reform.
Tags: Arizona, Comprehensive Immigration Reform, E-Verify Posted in Hot Questions, News & Politics | Click Here To Comment »
Saturday, April 24th, 2010
On March 31, 2010, the Supreme Court of the United States held that criminal defense counsel has a 6th Amendment obligation to inform a non-citizen client of the immigration consequences of a guilty plea, and to advise when the immigration consequences are clear. The case, Padilla v. Kentucky, 559 U.S. ___ (March 31, 2010), marks a major change in criminal defense counsel’s obligation to alien clients, and is particularly important for non-citizens facing immigration problems because of Pennsylvania criminal convictions.
Padilla, a lawful permanent resident of the U.S. for over 40 years, plead guilty to transporting a large amount of marijuana in Kentucky. His crime was a deportable offense under 8 U.S.C. §1227(a)(2)(B)(i), like nearly all other drug trafficking offenses. During plea negotiations, Padilla claimed that his criminal defense attorney failed to warn him of the immigration consequences of such a guilty plea, thus making an ineffective assistance of counsel claim for post-conviction relief before the Kentucky Supreme Court.
The U.S. Supreme Court held that constitutionally competent counsel would have advised Padilla that his drug distribution guilty plea would result in his removal from the U.S. The U.S. Supreme Court stated that it had never applied a distinction between direct and collateral consequences to define the scope of reasonably professional assistance when measuring the effectiveness of counsel under the 6th Amendment. The Court concluded that the weight of professional norms require that defense counsel advise on the deportation consequences of a conviction. The sources reviewed, including the American Bar Association, criminal defense and public defender organizations, authoritative treatises and state and city bar associations, all agreed that defense counsel should advise of the immigration consequences of a criminal conviction.
The United States Supreme Court’s decision in Padilla is particularly significant in Pennsylvania, where the Supreme Court has held, similar to Kentucky’s, that deportation is simply a collateral consequence of a conviction that cannot serve as the basis for a 6th Amendment claim to ineffective assistance of counsel in an action under the Post Conviction Relief Act (“PCRA”), 42 Pa. C.S. §§ 9541-9551.
In Commonwealth v. Frometa, 555 A.2d 92 (Pa. 1989), the Pennsylvania Supreme Court held that a guilty plea was not subject to collateral attack, even though the defendant was not informed that he would face deportation as a result of the plea. The Pennsylvania appellate courts have ruled consistently that a defendant’s lack of knowledge about collateral consequences surrounding the entry of a guilty plea does not render the plea unknowing or involuntary. Padilla abrogates Frometa, so now criminal counsel’s failure to warn non-citizen defendants about deportation consequences of a guilty plea can no longer simply be dismissed as merely a “collateral consequence” of a conviction or plea.
Immigration counsel is essential to assess the deportation consequences when working with a non-citizen client to reach a plea agreement. Creative bargaining for a plea agreement under a different section of the statue, and for a specific maximum sentence, may save a non-citizen from deportation. Criminal defense counsel should consult an immigration attorney in order to render effective assistance under Padilla.
Posted in Agency Updates, Hot Questions, News & Politics | Click Here To Comment »
Monday, April 19th, 2010
As further evidence of increased enforcement efforts by the Department of Justice (“DOJ”), its Office of Special Counsel for Unfair Immigration-Related Employment Practices (“OSC”) has filed suit alleging that John Jay College (“John Jay”) discriminated against non-US citizens by requiring them to provide more documentation of work authorization than is required for the purposes of the Form I-9. This type of violation is often referred to as document abuse. In one example cited, an non-citizen worker presented a driver’s license and an unrestricted social security card, which are valid List B and List C documents, respectively, for the purposes of Form I-9. According to the allegations, however, these documents were not accepted, and the school demanded that a green card also be provided. The employee did not provide a green card, and she was ultimately terminated.
The lawsuit alleges that John Jay engaged in a pattern and practice of discrimination, as at least 103 other people were also required to provide documentation beyond what was required. The lawsuit seeks penalties of $1100 for each individual, in addition to compensation for each person who was impacted by the alleged discriminatory practice.
This recent development follows the recent agreement between the DOJ/OSC and United States Citizenship and Immigration Services (“USCIS”) to share E-Verify information. Specifically, under the agreement, the USCIS will share data obtained from queries run through E-Verify with OSC, which will allow OSC to identify potential violations of the anti-discrimination provisions of the Immigration and Nationality Act. USCIS will also provide employer information to OSC, as necessary, when employers have engaged in potential misuse or abuse of E-Verify.
In light of this recent lawsuit, and the recent information sharing agreement, it is clear that the issue of discrimination in employment verification is a focus of both USCIS and DOJ. Employers must take all steps to ensure that employees responsible for I-9 completion, and for E-Verify queries, are aware of the anti-discrimination provisions of the Immigration and Nationality Act. These steps include not only training employees on the “nuts and bolts” of these processes, but also training related to potential discrimination claims as well.
Posted in Agency Updates | Click Here To Comment »
Friday, April 9th, 2010
Klasko, Rulon, Stock & Seltzer, LLP is pleased to announce that we were once again selected by Chamber’s Global, as one of the five top tier immigration law firms based on peer and client reviews. Since 1990, Chambers has published the world’s leading guides to the legal profession and has built a reputation for in-depth, objective research.
Tags: KRSS Posted in Success Stories | Click Here To Comment »
Friday, April 9th, 2010
Today USCIS issued an emailed press release indicating that it would continue to accept H-1B petitions subject to the 2011 cap. USCIS announced that they had received approximately 13,500 H-1B petitions counting towards the 65,000 cap and only 5,600 petitions for individuals with advanced degrees.
Klasko Law will continue to monitor the situation and will provide updates regarding how many H-1B spots continue to remain.
Tags: H-1B, H-1B Cap Posted in Agency Updates, Temporary Visas | Click Here To Comment »
Thursday, April 1st, 2010
The Utah and Virginia legislatures recently passed laws requiring the verification of new hires’ employment authorization by employers in those states. The Utah legislature passed the Private Employer Verification Act, although the Act currently awaits signature by the Governor before officially becoming law. This law requires private employers with 15 or more employees to verify the employment authorization of all new hires on and after July 1, 2010 through a “status verification system.” The law defines “status verification system” broadly to include E-Verify, the Social Security Number Verification System, or another similar program run by the federal government. Notably, the law exempts H-2A and H-2B workers from the verification requirement. Public employers also are exempt.
The Utah law also includes a “safe harbor” rule. If an employer unlawfully hires an alien without work authorization, the employer cannot be held civilly liable if the employer was registered with and used the status verification system, and the information received from the system indicated the employee had authorization to work in the U.S. Likewise, an employer cannot be held civilly liable if the employer refuses to hire the alien because the information from the status verification system indicated the alien was not authorized for employment by the federal government. As of March 19, 2010, the law was awaiting the governor’s signature.
Virginia also passed a law requiring the use of E-Verify. Unlike the Utah law, however, Virginia’s law only requires public employers to use E-Verify for new hires on or after December 1, 2012. Private employers in Virginia have no obligation to use E-Verify.
E-Verify is an internet-based Employment Eligibility Verification System run by United States Citizenship and Immigration Services (USCIS) that allows employers to electronically verify the employment eligibility of certain employees. To use E-Verify, an employer enters employee information from the Form I-9 into the web-based system. E-Verify then runs that information against records in the Social Security Administration (SSA) and Department of Homeland Security (DHS) databases to confirm whether the employee is authorized to work in the United States. For more information, contact your Klasko Law attorney.
Tags: E-Verify, Worksite Enforcement Posted in News & Politics, Worksite Enforcement | Click Here To Comment »
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