Archive for the ‘Hot Questions’ Category

Complaint Filed Challenging USCIS Guidance Relating to Employee-Employer Relationships in H-1B Petitions

Monday, June 14th, 2010

Last week, an application for Preliminary Injunction and a Complaint (Broadgate, Inc., et al v. USCIS, et al) were filed in the U.S. District Court of the District of Columbia, challenging the USCIS’s application of the January 8, 2010, Neufeld Memorandum’s definition of employer-employee relationships

As Klasko Law previously reported, the H-1B guidance issued by USCIS earlier this year reinterpreted the H-1B program to place added emphasis on the relationship between the employee and employer as a basis for eligibility for the visa classification.  The memorandum asserted that it would no long recognize employees hired by staffing agencies and assigned to work at third party worksites because the USCIS no longer considered such arrangements did not constitute a valid employer-employee relationship. Almost immediately after issuance of the memorandum, employers who had previously had no issues in obtaining H-1B status for their employees across a variety of industries that include healthcare, information technology, education, engineering and manufacturing reported receiving extensive requests for evidence and denials of petitions.   

The Compliant claims that the USCIS violated mandatory rule marking procedures under the Administrative Procedures Act (APA), which requires that the agency conduct an analysis of the impact of the new rule on small business and entities per the Regulatory Flexibility Act.  Moreover, the compliant asserts that the USCIS failed to follow proper rule making procedures by seeking to legislate through memorandum.  Federal regulations require that agencies amend rules through posting in the Federal Register and allowing for notice and comment from the public.  Finally, the complaint alleges that the rule is arbitrary and capricious because it targets a specific business model that has been regularly recognized under immigration law without good cause or public hearing. 

Klasko Law will continue to provide our clients with updates regarding the status of the Neufeld memorandum.

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New York Academy of Sciences Posts E-Briefing Featuring Klasko Law Attorneys Suzanne Seltzer and Kate Kalmykov

Monday, June 7th, 2010
 
Science education and research is a global endeavor. The recently released NSF Survey of Earned Doctorates reported that 33% of the 41,000 PhDs awarded in science and engineering in the U.S. in 2008 went to non-U.S. citizen visa holders. What is more, these highly skilled and trained scientists are not leaving, with a separate study by the Oak Ridge Institute for Science and Education (ORISE) finding that 62% of foreigners who came to the U.S. for their doctorates were still working here five years later. The implication then is that a large part of the scientific workforce in the U.S. consists of and relies upon foreign talent.

These statistics supporting the role of the U.S. in the globalization of academic science belie a common impediment that foreign scientists face: a challenging visa process that has seen a recent resurgence in delays for students and a low cap on permanent-resident visas for those aspiring to remain and work here. For international scientists, the immigration and visa process in the U.S. is a legitimate concern.

To help international science PhDs understand the intricacies involved in studying and working in the US, Science Alliance hosted the event “Navigating Immigration and Visa Issues: A Primer for Postdocs and Young Scientists” March 8, 2010, at the Academy.  Leading the discussion were Suzanne Seltzer, Partner, and Kate Kalmykov, Associate, from Klasko, Rulon, Stock & Seltzer, LLP, a law firm that specializes in immigration and nationality law.  In their talk, they stepped through the alphabet of visa options available to foreign scientists, from H-1Bs, O-1s and J-1 Waivers, and addressed factors for those wishing to establish permanent residence status. 

Tune in to the E-Briefing to learn more.

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A Look at Material Change as Defined by the December 2009 EB-5 Neufeld Memorandum

Wednesday, May 12th, 2010

The December 11, 2009 Neufeld Memorandum regarding material changes in business plans is misguided and legally deficient in a number of respects.  The issue of material change has arisen in many contexts, including nonimmigrant petitions and immigrant petitions.  If a change is not material, nothing must be filed.  If a change is material, an amended petition must be filed.

The Neufeld Memorandum states that a “new petition”, rather than an “amended petition”, must be filed.  The distinction is critical.  If an amended petition must be filed, the investor keeps his conditional permanent resident status.  If a new petition must be filed, the investor must abandon his conditional permanent resident status.  USCIS states that the investor can then readjust status but must incur a new two year conditional residence period.  This is contrary to law, since INA§245(c)(7) prohibits such an adjustment of status.

The impact of this distinction is a serious one for the investor.  It is even more serious for family members.  USCIS states that, if a conditional resident spouse has been divorced, or if a conditional resident child has turned 21, the spouse or child cannot gain the benefit of the new I-526 petition.  Presumably, the spouse or child is subject to removal from the U.S.  This is wrong both as a matter of policy and as a matter of law. 

The Neufeld Memorandum relating to material change should be rescinded or challenged.

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Department of Justice’s Office of Special Counsel Issues Best Practices for Online Job Postings

Tuesday, May 11th, 2010

The Department of Justice’s (DOJ) Office of Special Counsel for Immigration-Related Unfair Employment Practices published best practices for employers and recruiters who post job ads on the internet.  You can find the guidance on their website at: http://www.justice.gov/crt/osc/htm/best_practices.php.

The Civil Rights Division of the Department of Justice, created in 1957 by the enactment of the Civil Rights Act of 1957, works to uphold the civil and constitutional rights of all individuals, particularly some of the most vulnerable members of our society. The Division enforces federal statutes prohibiting discrimination on the basis of race, color, sex, disability, religion, familial status and national origin.

 
The Civil Rights Division’s work addresses discrimination in education, employment, credit, housing, public accommodations, voting, state and local government programs, and certain federally funded and conducted programs. In addition, the Division prosecutes hate crimes, misconduct by public officials, human trafficking crimes, and criminal interference with those obtaining reproductive health services. The Division also coordinates enforcement efforts of federal agencies whose programs are covered by various civil rights laws, and it assists federal agencies in identifying and removing discriminatory provisions in their policies and programs.

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Podcast Available from 2010 Spring Seminar

Friday, May 7th, 2010

The KRSS Annual Spring Seminar was held on April 13, 2010.  We have segmented highlights of the program into six short podcasts.  Podcasts from this year’s Spring Seminar are now available!  Click on the links below to listen:

Seminar webpage: KRSS Spring Training: How to Win When the Government is Playing Hardball

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Do You Have Questions About the Prevailing Wage Process?

Wednesday, May 5th, 2010

Over on the firm’s main web site, we’ve added a new resource that explains the prevailing wage process and some of the most common questions that arise.  The prevailing wage is used as a measure of the minimum allowable wage to be paid by employers seeking to employ a foreign national in certain nonimmigrant classifications (H-1B, H-2B, H-1B1, E-3), or sponsor a foreign national for permanent residence through the labor certification process (PERM).

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A Look at the Kerry-Lugar Immigrant Entrepreneur Bill

Tuesday, May 4th, 2010

Sens. John Kerry (D-Mass.) and Richard Lugar (R-Ind.), the chairman and ranking member of the Senate Foreign Relations Committee, introduced legislation on February 24, 2010, to help immigrant entrepreneurs secure visas to the United States.

The “Start Up Visa Act of 2010″ would allow an immigrant entrepreneur to receive a two-year visa under a new EB-6 category, drawing from existing EB-5 visas, if he or she can show that a qualified U.S. investor is willing to dedicate a minimum of $250,000 to the immigrant’s startup venture. After proving that he or she has secured initial investment capital and if, after two years, the immigrant entrepreneur can show that he or she has generated at least five full-time jobs in the U.S., attracted $1 million in additional investment capital, or achieved $1 million in revenue, he or she would receive permanent resident status.

Sen. Kerry noted, “Everywhere Dick Lugar and I travel for the Foreign Relations Committee, we see firsthand the entrepreneurial spirit driving the economies of our competitors.” Sen. Lugar said the U.S. “should channel the power of innovative thinkers from around the world and American investors towards creating jobs and encouraging economic growth and future prosperity.”  More than 160 U.S. venture capitalists have endorsed the senators’ proposal.

Klasko Law will continue to provide our clients with updates on the status of the bill.

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USCIS Issues Revised FAQ on Federal Contractors and E-Verify

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.

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Arizona Immigration Law Sparks Mass Protests Across the Country

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.

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What the Supreme Court’s Padilla Decision Means for Criminal Defense Attorneys

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.

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