Business Immigration Insights

Foreign nationals are experiencing delays of more than a month in receiving approved work permits and green cards that are normally issued and mailed within days of approval.  Applicants are also experiencing extended delays in the time it takes USCIS to adjudicate these applications.  These delays have a major impact on foreign nationals and their US employers.

Since the start of the COVID-19 pandemic, US immigration agencies have continued offering minor, but welcome, accommodations to individuals affected by COVID-19 who rely on immigration programs. While there are no groundbreaking changes, here is a roundup of the most notable changes in the last two months.

In response to the COVID-19 crisis, US authorities are announcing a number of significant changes that impact everyone who relies on immigration programs to operate businesses or to live and work in the United States. Companies and their sponsored employees should be aware of the following changes announced within the past week:

UPDATE: Law360 posted a version of this article as Expert Analysis on March 31, 2020.

As employers throughout the United States increasingly move to remote work arrangements for employees, they are confronted with challenges in completing Form I-9.  An employer must inspect an employee’s original identity and employment authorization documents in the physical presence of the employee within 3 business days after employment begins.  For remote hires, and for reverification of current employees working remotely, government agencies have relaxed some I-9 requirements and companies are developing temporary procedures to ensure compliance during the COVID-19 crisis.

In 2019, the large policy and enforcement shifts signposted in 2017 and 2018 continued to play out with stricter immigration enforcement across the board. While we don’t expect to see seismic shifts in the coming year, there are a few issues to watch for in 2020.

(1) H-1B “Specialty Occupation” Definition Change Likely to Stall in Court

USCIS has indicated it will be announcing an official change to the definition of “specialty occupation.” While we have already seen a detrimental shift in the H-1B adjudication process, this would be an official regulatory change. We expect that any attempt to re-interpret the H-1B statute as narrowly as possible will face a lengthy court battle.

Since mid-June, the White House has been promising massive U.S. Immigration and Customs Enforcement (ICE) coordinated immigration raids around the country.  The goal: arrest and quickly remove approximately 2,000 recently arrived individuals with deportation orders.  This, according to the White House, would serve as a deterrent to others seeking to enter the U.S. unlawfully.  The raids were expected to begin in earnest on Sunday July 14, 2019.

What happened?

That date has come and gone, without the expected nationwide show of force.  There were no large-scale raids with weapons ...

On April 3^rd, U.S. Immigration and Custom Enforcement’s (ICE) largest worksite compliance operation hit the private company CVE Technology Group (CVE) and four of CVE’s staffing companies in Texas.  ICE executed criminal search warrants and arrested approximately 280 CVE employees who, according to ICE, were working unlawfully.  Each arrested employee will be fingerprinted and processed by ICE for removal from the United States.  Approximately 200 ICE officers took part in the raid, including manning busses to remove the alleged unauthorized workers and patrolling the area ...

During the government shutdown, lasting from December 22, 2018 through January 25, 2019, employers were required to complete and retain Form I-9, Eligibility Employment Verification, for each individual hired during the shutdown, even though E-Verify services were unavailable. However, it was recently announced that E-Verify resumed operations on January 28, 2019 and participating employers have until February 11, 2019 to create an E-Verify case for all new hires during the government shutdown, using the hire date on the employee’s I-9. Employers should be prepared for ...

Effective January 1, 2018, AB-450, which was signed into law by Governor Jerry Brown on October 5, 2017, imposes the following requirements on public and private employers in California:

• Except as otherwise required by federal law, an employer or other person acting on the employer’s behalf is prohibited from providing voluntary consent to an immigration enforcement agent to enter nonpublic areas of a place of labor unless the agent provides a judicial warrant, except as specified
• Except as required by federal law, an employer or other person acting on the employer’s behalf is ...

This week, Tom Homan, acting Director of the Immigration and Customs Enforcement (ICE), announced that he has instructed Homeland Security Investigations (HSI), the investigative branch of ICE, to quadruple the number of worksite inspections.  Danielle Bennett, spokeswoman for the agency, confirmed this directive and added “ICE’s worksite enforcement strategy continues to address both employers who knowingly hire unauthorized workers and the workers themselves.”

What does this mean for U.S. employers? This means that employers should expect to see increased HSI visits during which HSI will conduct not only I-9 audits to ensure that employers are complying with established employment eligibility verification requirements, but also other investigations related to compliance with immigration and labor regulations.

U.S. Citizenship & Immigration Services (“USCIS”) is scheduled to release a revised Form I-9, Employment Eligibility Verification, on July 17, 2017. The previous version, dated 11/14/16 N, remains valid, but only through September 17, 2017. On September 18, 2017, employers must use the new form.

The new form changes the name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices to its new name, the Immigrant and Employee Rights Section.  In addition, several key changes have been made to the List C, Acceptable Documents to Prove Employment ...

The Department of Homeland Security (DHS) has announced that it is extending Temporary Protected Status (TPS) designation for Haiti through January 22, 2018 – a much shorter period than the normal 18-month extension. This announcement allows qualifying individuals to reapply for TPS and work authorization during a 60-day period starting May 24, 2017. If TPS designation for Haiti is allowed to expire in January 2018, as DHS warns may happen, the nearly 60,000 persons enrolled in the program will be forced to return to Haiti, change to another status if eligible, or remain in the ...

The USCIS released its updated Handbook for Employers, which is available as a free download here.  The Handbook is a great resource for human resources personnel involved in the I-9 identity/work eligibility/reverification process.  Part Seven (FAQs) and Part Eight (acceptable documents) are especially helpful sections of the Handbook.

The Retention of EB-1, EB-2, and EB-3 Immigrant Workers and Program Improvements Affecting High-Skilled Nonimmigrant Workers rule was published in the Federal Register today. This significant rule codifies long-standing but unofficial agency practices under the American Competitiveness in the Twenty-First Century Act of 2000 (“AC21”) and establishes a variety of new provisions to further streamline business immigration processes, including the following: