May 29, 2020

USCIS to Reinstate Premium Processing Service

On May 29, 2020, USCIS announced that it intends to reinstate premium processing service for eligible I-129 petitions and I-140 petitions in stages over the next few months pursuant to the following schedule:

Effective June 1, 2020

  • USCIS will accept premium processing requests for all previously eligible I-140 petitions.
  • I-140 petitions filed for Multinational Executive/Managers and I-140 petitions requesting a National Interest Wavier are not eligible for premium processing service.

Effective June 8, 2020

USCIS plans to resume offering premium processing service for:

  • H-1B petitions filed before June 8 that are pending adjudication, sponsored by cap-exempt institutions, such as institutions of higher education, nonprofit research organizations or a governmental research organizations.
  • H-1B petitions filed before June 8 that are pending adjudication,  filed for individuals who have previously been counted against the H-1B cap.
  • All other non H-1B I-129 petitions that were previously eligible for premium processing, filed before June 8 and pending adjudication. This includes I-129 petitions requesting  TN and O-1 status.

 

Effective June 15, 2020

USCIS plans to resume offering premium processing service for H-1B petitions requesting premium processing by filing a Form I-907 concurrently with the I-129 (or requests for petitions filed on or after June 8) and are exempt from the cap because:

  • The employer is cap-exempt or because the beneficiary will be employed at a qualifying cap-exempt institution, entity or organization (such as an institution of higher education, a nonprofit research organization or a governmental research organization); or
  • The beneficiary is cap-exempt based on a Conrad/IGA waiver under INA section 214(l).

Effective June 22, 2020

USCIS plans to resume to offer premium processing for all other Form I-129 petitions, including:

  • All H-1B cap-subject petitions (including those for fiscal year 2021), including change of status from F-1 nonimmigrant status, for both premium processing upgrades and concurrently filed I-907s.
  • All other Form I-129 petitions for nonimmigrant classifications eligible for premium processing and requesting premium processing by filing an I-907 concurrently with their I-129.

The above dates are subject to change as USCIS evaluates its workload taking on the requests.

Background:

Premium processing service was suspended March 20, 2020 due to the coronavirus pandemic. With the resumption of premium processing pursuant to the schedule above, petitioners may interfile or concurrently file Form I-907 for eligible I-129 or I-140 petitions and pay the filing fee (currently $1,440.00) to compel agency action on the petition within fifteen 15 days.

For additional information, please contact your designated Gibney representative or email info@gibney.com.

May 27, 2020

USCIS Preparing to Reopen Offices for Public Services Starting June 4

USCIS announced that it will resume public non-emergency services at some  local offices within the United States commencing Thursday, June 4, 2020.  The number of appointments and interviews at reopened offices will be limited to facilitate social distancing.

WHICH SERVICES ARE RESUMING

Interviews and Appointments
USCIS intends to send notices to applicants and petitioners with previously scheduled appointments and interviews. Recipients should follow the instructions in the notice.  Those who had other appointments must reschedule through the  USCIS Contact Center  once field offices are open to the public.

Restrictions:
Visitors will be  limited to the applicant, one representative, one family member and one individual providing disability accommodations. If a translator is needed,  the applicant should arrange to have their interpreter available by phone.

Visitors may not enter a USCIS facility if they:

  • are symptomatic for COVID-19, including cough, fever or difficulty breathing.
  • have been in close contact with anyone known or suspected to have VOVID-19 within the alt 14 days.
  • have been directed to self-quarantine by a health care provider or public health official within the last 14 days.

If you receive a USCIS  appointment notice and you are sick, you should not attend the appointment.  You should reschedule the appointment following the instructions on the appointment notice.  There is no penalty for rescheduling the appointment due to illness.

Naturalization Ceremonies
USCIS will begin to reschedule postponed naturalization ceremonies.  Ceremonies will be streamlined and attendance will be limited to the naturalization candidate and individuals providing assistance to disabled persons.

Application Support Centers (ASCs)
USCIS will automatically reschedule ASC appointments, which include appointments for biometrics collection.  Individuals will receive  new appointment letters in the mail, with specific safety instructions.  Individuals who appear at a date or time other than that which is specified in the appointment notice may encounter significant processing delays.

Asylum Offices
USCIS asylum offices will automatically reschedule asylum interviews that were cancelled during the temporary closures. When USCIS reschedules the interview, asylum applicants will receive a new interview notice with the new time, date and location for the interview and information about safety precautions.  Please review the USCIS notice for additional information concerning protocols for affirmative asylum interviews and non-detained or reasonable fear interviews.

WHAT VISITORS SHOULD EXPECT

Visitors to USCIS offices may not enter the facility more than 15 minutes  prior to their scheduled appointment or 30 minutes prior to the naturalization  ceremony, as applicable. Visitors should prepare as follows:

  • Hand sanitizer will be provided for visitors at entry points.
  • Members of the public must wear facial coverings that cover both the mouth and nose when entering facilities. If they do not have one, USCIS may provide one or the visitor will be asked to reschedule their appointment.
  • There will be markings and physical barriers in the facility; visitors should pay close attention to these signs to ensure they follow social distancing guidelines.
  • Individuals may have to answer health screening questions before entering a facility.
  • Individuals are encouraged to bring their own black or blue ink pens.

Please visit the USCIS offices closure page for the status of individual USCIS offices.  USCIS will continue to provide limited emergency services at offices that remain  closed if special arrangements are made through  the USCIS contact center.

For additional information about this alert, please contact your designated Gibney representative or email info@gibney.com.

May 26, 2020

Canada Expedites Process for Temporary Foreign Workers to Start New Jobs

As the unprecedented circumstances surrounding the outbreak of COVID-19 continue to evolve, Immigration, Refugees and Citizenship Canada announced a new policy to significantly reduce the time it takes for a temporary foreign worker to start a new job in Canada.  The policy is effective immediately.

What this Means for Canadian Employers and Foreign Workers

A temporary foreign worker who is in Canada and has a new offer of employment can get approval to start work in their new position while their work permit application is pending. Typically work permit process in Canada, which entails a Labor Market Test, can take up to 10-12 weeks to complete. The new policy will streamline the adjudication of work permit applications to 8-10 days.

This  policy will assist temporary foreign workers in Canada working pursuant to employer-specific work permits who have been laid off, as they will not need to wait for new work permit approval to start work in a new position.

Eligibility Requirements

To be eligible under this new policy, the foreign worker must meet the following requirements:

  • Hold a valid, employment-specific work permit
  • Must be filing an application for a work permit under the Temporary Foreign Worker Program or the International Mobility Program.

Benefit to Employers

There are several sectors of the Canadian economy  providing critical goods and services to Canadians during this time, including agriculture, agri-food, and health care services. This new policy will allow Canadian businesses to recruit and hire unemployed workers to help meet the demand for labor in these sectors of the Canadian economy.

Gibney is closely monitoring matters in Canada and will provide further updates as they are announced by Canada.

May 26, 2020

COVID-19: U.S. Restricts Travel from Brazil

Due to the ongoing coronavirus pandemic, on May 24, 2020 President Trump issued a Proclamation restricting travel to the United States for foreign nationals arriving from Brazil.

WHO IS IMPACTED?

The Proclamation suspends entry to the United States of most foreign nationals, regardless of nationality, who have been in Brazil at any point during the 14 days prior to their scheduled arrival in the United States.

WHEN DOES THE BAN TAKE EFFECT?

According to the Proclamation, the entry restrictions were set to take effect on Thursday, May 28, 2020 at 11:59 pm ET. However, the U.S. Consulate in Brazil is now reporting  that restriction will take effect on Tuesday, May 26, 2020 at 11:59  pm ET.

WHO IS EXEMPTED FROM THE BAN?

The entry restrictions do not apply to U.S. citizens, U.S. lawful permanent residents, some immediate family members of U.S. citizens, and some other individuals who are identified in the Proclamation, including certain crew members, foreign government officials and their family members, and E-1 employees of the Taipei Economic and Cultural Representative Office (TECRO), also known as the Taipei Economic and Cultural Office (TECO) and their immediate family members.

HOW LONG WILL THE BAN REMAIN IN EFFECT?

The ban will remain in effect until further notice.  Gibney is monitoring the implementation of these measures and will provide updates as they become available.

BACKGROUND INFORMATION AND RESOURCES

The Proclamation restricting travel from Brazil is similar to the bans currently in place restricting travel from China, Iran, Europe, the United Kingdom and Ireland.  Information about U.S.  travel restrictions associated with the coronavirus, including links to some general resources, is available here.

If you have any questions about this alert, please contact your Gibney representative or email info@gibney.com.

May 21, 2020

Travel Restrictions from Canada and Mexico Extended

UPDATE – On May 19, 2020,  the Secretary of Homeland Security extended the suspension of entry of  certain persons traveling  to the U.S. from Canada and Mexico through land ports of entry. The travel restriction will remain in place  through 11:59 pm ET on June 22, 2020.  The United States previously reached mutual agreements with Canada and Mexico to limit non-essential travel at land Ports of Entry and ferry terminals to reduce the spread of COVID-19. The restrictions do not apply to air travel.

RESTRICTED NON-ESSENTIAL TRAVEL

Restricted non-essential travel includes individuals traveling to the U.S. for tourism purposes, including sightseeing, recreation, gambling or attending cultural events.

ESSENTIAL TRAVEL

Essential travel is permitted. On March 24, 2020, U.S. Customs and Border Protection (CBP) published Federal Register notices with additional information about impacted travel from Canada and Mexico, specifying that essential travel includes, but is not limited to:

  • U.S. citizens and lawful permanent residents returning to the United States;
  • Individuals traveling for medical purposes (e.g., to receive medical treatment in the United States);
  • Individuals traveling to attend educational institutions;
  • Individuals traveling to work in the United States (e.g., individuals working in the farming or agriculture industry who must travel between the United States and Mexico or Canada in furtherance of such work);
  • Individuals traveling for emergency response and public health purposes (e.g., government officials or emergency responders entering the United States to support Federal, state, local, tribal, or territorial government efforts to respond to COVID-19 or other emergencies);
  • Individuals engaged in lawful cross-border trade (e.g., truck drivers supporting the movement of cargo between the United States and Mexico or Canada);
  • Individuals engaged in official government travel or diplomatic travel;
  • Members of the U.S. Armed Forces, and the spouses and children of members of the U.S. Armed Forces, returning to the United States; and
  • Individuals engaged in military-related travel or operations.

ESSENTIAL TRAVEL CAUTION

Under the order, CBP may still  adjudicate Free Trade applications at the border, including L-1 petitions and TN applications for Canadians. Travelers with valid visas and visa exempt travelers, including individuals traveling on the Visa Waiver Program, may be admitted at Ports of Entry from Canada or Mexico, though these travelers should expect scrutiny as to whether their travel meets essential travel criteria.     Despite CBP’s fairly broad definition of essential travel, not all business travel may be deemed essential by a CBP officer at a Port of Entry.   Individuals planning to enter the U.S. from Canada or Mexico during the restricted period should confer with counsel prior to travel.  There have been anecdotal reports that some CBP officers have denied admission to individuals because their employment was not deemed essential.

With respect to travel from Mexico, U.S. consular closures in Mexico directly impact the ability to secure L and TN visas for admission to the U.S.

As a reminder, foreign nationals who have traveled in one of the otherwise restricted countries (China, Iran and Europe) in the 14 days prior to requesting admission to the U.S. from Canada or Mexico will not be admitted.

Finally, CBP advises that any person with COVID-19 symptoms should not make a personal appearance at a Port of Entry.

For additional information, please contact your Gibney representative or email info@gibney.com.

May 7, 2020

Updated EEOC Guidance on Covid-19 and the ADA: What Employers Need to Know

On Tuesday May 5, 2020, the United States Equal Employment Opportunity Commission (EEOC) further updated its Technical Assistance Questions and Answers about COVID-19, the American with Disabilities Act (ADA) and other EEO laws. The latest EEOC update focuses on accommodating an employee with an underlying medical condition that may place the employee at greater risk from COVID-19.

New Guidance on Addressing Requests for Reasonable Accommodation
The EEOC raised the practical question of what an employee needs to do in order to request a reasonable accommodation because of a medical condition identified by the CDC as one that may put the employee at higher risk for severe illness from COVID-19. The EEOC stated that an employee, or a third party such as a doctor, must let the employer know that the employee needs an accommodation for reasons related to a medical condition. The communication should let the employer know that the employee has a medical condition that necessitates a change to meet a medical need. The EEOC indicated that the request can be made orally or in writing, and that the term “reasonable accommodation” or a reference to the ADA does not need to be explicitly mentioned.

After receiving a request, the employer may seek medical documentation and ask follow up questions to help determine whether the employee has a disability and if there is a reasonable accommodation that can be provided without imposing an undue hardship on the employer.

Guidance for Employers In Absence of an Accommodation Request
The EEOC also addressed the situation where an employee has not requested an accommodation, but the employer is aware that the employee has one of the medical conditions identified by the CDC and is concerned that the employee’s health will be jeopardized upon returning to the workplace.

The EEOC first confirmed that if the employee does not request a reasonable accommodation, the ADA does not mandate that the employer take action.

The EEOC then cautioned that “the ADA does not allow the employer to exclude the employee – or take any other adverse action – solely because the employee has a disability that the CDC identifies as potentially placing him at “higher risk for severe illness” if he gets COVID-19.” The only exception identified under the ADA, which the EEOC noted is a high standard, is where the disability poses a “direct threat” to the employee’s health that cannot be eliminated or reduced by reasonable accommodation.

The EEOC specifically stated that a “direct threat assessment cannot be based solely on the condition being on the CDC’s list.” Rather, the determination must be an individualized assessment based on a reasonable medical judgment about this employee’s specific disability. In making this determination, an employer is required to consider the duration of the risk to the specific employee, the nature and severity of the potential harm, and the likelihood and imminence of potential harm.

Even where an employer reasonably determines that an employee’s disability poses a direct threat to their own health, the EEOC makes clear the employer still cannot exclude the employee from the workplace unless the employer is unable to provide a reasonable accommodation without undue hardship to the employer. If there are no reasonable accommodations to remove the direct threat in the workplace, then the employer must consider whether accommodations such as telework, leave, or reassignment may be offered without undue hardship to the employer.

EEOC Offers Accommodation Examples
The EEOC provided specific examples of accommodation that, absent undue hardship, “may eliminate (or reduce to an acceptable level) a direct threat to the health of the employee.” These examples include:

  1. Additional or enhanced protective gowns, masks, gloves, or other gear beyond what the employer may generally provide to employees returning to its workplace;
  2. Erecting a barrier that provides separation between an employee with a disability and coworkers/the public;
  3. Increasing the space between an employee with a disability and others;
  4. Elimination or substitution of particular “marginal” functions (less critical or incidental job duties as distinguished from the “essential” functions of a particular position);
  5. Temporary modification of work schedules (if that decreases contact with coworkers and/or the public when on duty or commuting);
  6. Moving the location of where one performs work (for example, moving a person to the end of a production line rather than in the middle of it if that provides more social distancing).

The EEOC made clear that these are not an exhaustive list of examples, and encouraged employees and employers to be creative and flexible.

As legal developments related to COVID-19 are evolving rapidly on the federal, state, and local level, employers are encouraged to keep aware of additional guidance and regulations that will be issued by federal and state departments in the coming days. As always, we encourage employers to consult with counsel with their specific questions and concerns related to COVID-19.

May 2, 2020

USCIS Offers Limited Flexibility to Meet Response Deadlines

On May 1, 2020, U.S. Citizenship and Immigration Services (USCIS) announced flexibility for applicants and petitioners to meet certain government response deadlines for the following:

  • Requests for Evidence;
  • Continuations to Request Evidence (N-14);
  • Notices of Intent to Deny;
  • Notices of Intent to Revoke;
  • Notices of Intent to Rescind and Notices of Intent to Terminate regional investment centers; and
  • Filing date requirements for Form I-290B, Notice of Appeal or Motion.

Which Documents are Eligible

Response deadline flexibility applies to the above documents if the issuance date listed on the request, notice or decision is between March 1 and July 1, 2020, inclusive.

New Response Deadlines

USCIS will consider a response to the above requests and notices received within 60 calendar days after the response due date set in the request or notice before taking action. USCIS will consider a Form I-290B received up to 60 calendar days from the date of the decision before it takes any action.

Please visit uscis.gov/coronavirus for other USCIS updates.

April 27, 2020

Reopening of USCIS Offices Postponed to at least June 4

Due to the impact of COVID-19, USCIS temporarily suspended all in-person services, including interviews and biometrics collection, at its field and asylum offices and application support centers on March 18, 2020. USCIS announced that it is now preparing to reopen its offices on or after June 4. While offices are temporarily closed, USCIS continues to provide limited emergency in-person services which must be coordinated through the USCIS Contact Center.

What This Means for Employers and Foreign Nationals

  • Field offices will send notices to applicants and petitioners with scheduled appointments and naturalization ceremonies
  • Asylum offices will send interview cancellation notices and automatically reschedule asylum interviews; applicants will receive a new interview notice with the new time, date and location
  • Application Support Center (ASC) appointments, including biometrics appointments, will be automatically rescheduled when in-person services resume and individuals will receive new appointment letters in the mail
  • Individuals with InfoPass or other appointments must reschedule through the USCIS Contact Center once field offices are open to the public

Ongoing Updates

USCIS continues to posts updates at USCIS.gov. For assistance with emergency appointments, you may  contact the USCIS Contact Center. For the latest information on the status of an office, visit https://www.uscis.gov/about-us/uscis-office-closings. For additional information, please contact your Gibney legal team or email info@gibney.com.

April 27, 2020

New Version of Form I-9 is Required on May 1, 2020

REMINDER: Employers must use the new version of Form I-9 new version of Form I-9 (version dated 10/21/2019) starting Friday, May 1, 2020. Due to the coronavirus pandemic, DHS has temporarily relaxed the “in-person” review requirements associated with the Form I-9 process for certain employers on a remote working schedule.

Form and Instruction Changes

  • Revised the Country of Issuance field in Section 1 and the Issuing Authority field (when selecting a foreign passport) in Section 2 to add Eswatini and Macedonia, North (change is only visible on the online form)
  • Clarified who can act as an authorized representative on behalf of an employer
  • Updated USCIS website addresses
  • Provided clarifications on acceptable documents for Form I-9
  • Updated the process for requesting paper Forms I-9
  • Updated the DHS Privacy Notice

In-Person Requirements Relaxed

DHS relaxed the “in-person” review requirements associated with the Form I-9 process for certain employers on a remote working schedule. All other Form I-9 process rules remain in effect, meaning that remote-working employers must still complete Form I-9 within three (3) business days following an employee’s first day of work. You may review the official announcement on the DHS website. Please  visit our alert reviewing instructions for the remote completion of Forms I-9 due to the COVID-19 pandemic.

If you have any questions, please contact your designated Gibney representative or email info@gibney.com.

April 23, 2020

President Restricts Entry for Limited Group of Immigrants

President Trump issued a Proclamation Suspending Entry of Immigrants Who Present Risk to the U.S. Labor Market During the Economic Recovery Following the COVID-19 Outbreak. The proclamation is effective 11:59 pm EDT on April 23, 2020 for an initial period of 60 days, and is subject to extension.

The proclamation temporarily suspends the entry of select classes of immigrants currently outside the U.S. seeking to enter the U.S. as permanent residents with a new immigrant visa. Due to consulate closures and COVID-19 travel restrictions already in place, as well as broad categories of exempted immigrants, the immediate impact of the order is limited in scope.

Initially the president intended a more sweeping ban that would have also barred individuals from obtaining temporary work visas, but that proposal was met with fierce resistance from the business community. With respect to temporary workers, the proclamation has no immediate impact but does direct the Department of Labor (DOL) and Department of Homeland Security (DHS) to review nonimmigrant programs in the next 30 days and recommend “other measures appropriate to stimulate the United States economy and ensure the prioritization, hiring, and employment of United States workers.”

Who is impacted by the admission restrictions?

The proclamation only applies to immigrants seeking to enter the U.S. as permanent residents who:

  • are outside the United States on the effective date;
  • do not have an immigrant visa that is valid on the effective date; and
  • do not have another valid official travel document other than an immigrant visa (such as a transportation letter, an appropriate boarding foil, or an advance parole document).

The proclamation does not apply to:

  • lawful permanent residents of the United States;
  • essential workers and qualifying immediate family members who are determined by the government to be essential to the U.S. COVID-19 response, including: physicians, nurses, health care professionals, researchers and others who perform work essential to combating, recovering from, or otherwise alleviating the effects of the COVID-19 outbreak;
  • foreign nationals applying for a visa to enter the United States pursuant to the EB-5 Immigrant Investor Program;
  • any foreign national who is the spouse of a United States citizen;
  • qualifying children of a U.S. citizen under 21 or qualifying prospective adoptees;
  • any foreign national whose entry would further important United States law enforcement objectives, as determined by government and based on the recommendation of the Attorney General’s office;
  • members of the United States Armed Forces and their spouses and children;
  • qualifying Special Immigrant Visa holders in the SI or SQ classification and their spouses and children;
  • individuals whose entry would be in the national interest, as determined by the Secretary of State, the Secretary of Homeland Security, or their respective designees.

The proclamation also does not apply to immigrants seeking asylum or entry on certain humanitarian grounds.  Consular officers have discretion to determine who qualifies for an exemption from the order.  For additional details regarding qualifying exemptions, please see the full text of the Proclamation.

What is the impact on employers?

As indicated above, the immediate impact of the proclamation is limited by the relatively narrow scope of the covered individuals and travel restrictions already in place due to COVID-19. If the proclamation is extended or expanded, there may be broader impacts and delays in processing of immigrant visas (i.e., green card applications) for foreign national employees applying for permanent residence.

With respect to temporary foreign workers, e.g. nonimmigrants, the proclamation directs DOL and DHS to recommend further measures to “ensure the prioritization, hiring, and employment of United States workers.” The Trump Administration has long sought to limit legal immigration, H-1B visas and other temporary worker programs, in line with its earlier “Buy American, Hire American” executive order and its ensuing highly restrictive policies. Many such proposals face strong resistance from Congress, employers, business groups, universities, and immigration advocates as detrimental to the economy and outside the authority of the President. Executive actions that lack statutory authority or a sufficient nexus to national security are likely to face significant legal challenges. Nonetheless,  employers should expect the Administration to advance additional restrictive measures impacting other visa types in the weeks ahead.

Gibney will continue to monitor developments and provide updates as they become available.  If you have questions or need specific legal advice, please contact your Gibney representative.