We are pleased to share with you The Global Employer – Global Immigration & Mobility Quarterly Update, a collection of immigration and mobility alerts from around the world.
Please click here to view.
New guidance from USCIS provides a new alternative, starting August 1, 2023, allowing employers that participate in E-Verify to inspect documents presented for I-9 completion remotely. This update will free qualifying employers from the burden of performing a physical verification.
To qualify, employers must be in good standing with E-Verify. This significant change in USCIS policy provide a pragmatic solution for qualifying employers, particularly those with large remote-working populations. The new guidance is also timely – as it is effective the day after USCIS’ COVID-19 flexible guidance is set to expire.Continue Reading Update: USCIS Modernizes I-9 Verification Process Allowing for Virtual Verification
We are pleased to share with you The Global Employer – Global Immigration & Mobility Quarterly Update, a collection of immigration and mobility alerts from around the world.
Please click here to view.
With special thanks to co-presenters Pamela Mafuz and Tony Haque.
In our latest Global Immigration and Mobility Video chat, our on-the-ground immigration and mobility attorneys explore the impact of geopolitical changes to immigration and mobility of employees in the EMEA region.
Click here to watch the video.
The month of July will bring forth two notable changes to immigration compliance requirements: (i) Florida will require that all private employers with at least 25 employees use E-Verify as of July 1; and (ii) the United States Citizenship and Immigration Services (“USCIS”) will end temporary flexibilities on July 31 that permitted certain employers to complete the Form I-9 remotely without inspection of the original documents. Employers–throughout the United States–must be aware of how mandatory E-Verify will or could impact their company and how the end of remote I-9 completion will impact its remote workforce.
Governor Ron DeSantis signed SB 1718 into law on May 10, with an effective date of July 1, 2023. The law expands mandatory use of E-Verify to all private employers with 25 or more employees. SB 1718 expands existing State law which requires the use of E-Verify by public employers, private employers which contract with public employers, and private employers which receive state incentives. The new law aligns Florida with other states with mandatory E-Verify requirements, including Utah, Arizona, Tennessee, Mississippi, Alabama, South Carolina, and North Carolina.
What is E-Verify?
E-Verify is an internet-based system that compares information entered by an employer from an employee’s Form I-9, Employment Eligibility Verification, against records available to the US Department of Homeland Security and the Social Security Administration to confirm employment eligibility. The program is additive to and does not replace the I-9 requirement. E-Verify is a meaningful tool that helps employers verify the work authorization of their workforce; it can also serve as evidence of good faith during government investigations relating to I-9 practices. However, employers must meet compliance requirements when using E-Verify, and noncompliance can result in fines and other civil penalties.
Requirements for private employers
The Florida law will require that all private employers with 25 or more employees register for E-Verify and utilize it for new employees hired on or after July 1, 2023. Each employer subject to the new law will be required to retain copies of the E-Verify documentation for at least three years, and will be required to verify compliance on its first return when making contributions to or reimbursing the state’s unemployment compensation or reemployment assistance program. Notably, employers who use E-Verify–whether required or not–will create a rebuttable presumption that they have not knowingly employed an unauthorized worker.Continue Reading Mandatory E-Verify in Florida and the End of I-9 Flexibility for Remote Workers: Major Changes to Immigration Compliance Landscape on the Horizon
Special thanks to co-authors Eunkyung Kim Shin and Alexandre Lamy.
Last month, the U.S. Department of Justice issued a new fact sheet reminding employers of how to simultaneously comply with export control regulations and avoid running afoul of anti-discrimination provisions contained in the Immigration and Nationality Act. The new fact sheet aligns with recent
Special thanks to co-presenters, Daniel Urdiain and Nell Slochowski.
Our on-the-ground immigration and mobility attorneys explore considerations for US employers looking to send foreign national employees to work in Canada or Mexico if they were not selected in the H-1B visa lottery this year and what steps to take before the next H-1B cap lottery
We are pleased to share with you The Global Employer – Global Immigration & Mobility Quarterly Update, a collection of immigration and mobility alerts from around the world.
Please click here to view.
Special thanks to Scott McMillen.
Looking Ahead: Exploring the Key Themes and Recommendations for US and Global Employers in 2023
Between maintaining business continuity and keeping your workforce safe, we know there’s been little time to track the rapidly changing employment, compensation and mobility law landscape — in Illinois, across the US, and globally.
Special thanks to presenters: Jennifer Bernardo, Jeremy Hann, Andrew Shaw, Ajanthana Anandarajah, Dave Bushuev, Matthew De Lio, Rono Khan, Junaid Malik & Juliette Mestre.
The new year brings new challenges for employers. Join us as we take stock of changes over the last year and strategize for
