March 27, 2020

USCIS Operational Changes in Response to COVID-19

Due to the impact of COVID-19 on its operations, USCIS has implemented several changes to the processing of petitions and the completion of forms. USCIS has also temporarily suspended all in-person services at its offices, including interviews and biometrics collection.

Temporary Suspension of Premium Processing

Effective March 20, 2020, USCIS has temporarily suspended premium processing service for all Form I-129 and I-140 petitions until further notice.

What This Means for Employers and Foreign Nationals

  • USCIS will process petitions with a previously accepted Form I-907, Request for Premium Processing Service.
  • For all petitions mailed before March 20 but not yet accepted, USCIS will reject Form I-907 and return the $1,440 filing fee.
  • Petitioners who filed a Form I-129 or Form I-140 using premium processing service who receive no agency action within the 15-calendar-day period will receive a refund.
  • Petitioners may submit a request to expedite their petition if it meets the expedite criteria.

Flexibility in Submitting Signed Petitions and Applications

USCIS will temporarily accept all benefit forms and documents with reproduced original signatures, including Form I-129, for submissions dated March 21, 2020 and after.

What This Means for Employers and Foreign Nationals 

  • For forms that require an original “wet” signature, USCIS will accept electronically reproduced original signatures. This temporary change only applies to signatures – all other form instructions should be followed.
  • Individuals or entities that submit documents bearing an electronically reproduced original signature must retain copies of the original documents containing the “wet” signature.
  • USCIS may, at any time, request the original signed documents, which, if not produced, could negatively impact the adjudication of the immigration benefit.

Automatic Extension of Some Filing Deadlines

On March 27, 2020 USCIS announced that it would extend response deadlines for some requests for evidence (RFEs) and notices of intent to deny (NOIDs).

What This Means for Employers and Foreign Nationals   

  • For applicants and petitioners who receive an RFE or NOID dated between March 1, 2020 and May 1, 2020, a response will be considered timely submitted if it is received at USCIS within 60 calendar days after the response deadline set in the RFE or NOID.
  • If an RFE or NOID is dated prior toMarch 1, 2020, applicants and petitioners must respond by the specified deadline.

In-Person Appointments Suspended

USCIS has suspended in-person services in-person services at all field offices, asylum offices and Application Support Centers (ASCs), including the collection of biometrics, through at least April 7, 2020. USCIS will provide limited emergency services which must be coordinated through the USCIS Contact Center.

What This Means for Employers and Foreign Nationals

  • The inability to collect biometrics and conduct in-person interviews will slow the adjudication of associated benefits, including applications for employment authorization, advance parole travel documents, and adjustment of status (“green card”) applications, among others.
  • 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.
  • ASCs will be automatically reschedule biometrics appointments when normal scheduling resumes and will send 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

The situation is rapidly evolving. USCIS continues to follow CDC guidelines and posts updates at USCIS.gov.  This site should be checked regularly. For additional information, please contact your Gibney legal team or email info@gibney.com.

March 26, 2020

COVID-19: U.S., Mexico and Canada: Temporary Travel Restrictions for Land Ports of Entry & Ferry Service

UPDATE – APRIL 22, 2020:  On April 20, 2020, the Centers for Disease Control (CDC) issued an order extending the suspension of entry of  certain persons traveling  to the US from Canada and Mexico through land ports of entry through 11:59 pm ET on May 20, 2020.

The United States 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.

Effective Dates

The restrictions are effective as of March 20, 2020 at 11:59 p.m. EDT and will remain in effect until at least April 20, 2020 at 11:59 p.m. EDT.

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

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. The American Immigration Lawyers Association is reporting that CBP officers at some Ports of Entry on the Canadian border continue to adjudicate L petitions and TN applications, while at other ports, CBP indicates it is waiting for more guidance. There are also anecdotal reports that some CBP officers have denied petitions and 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.

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 also expect scrutiny as to whether their travel meets essential travel criteria. Individuals planning to enter the U.S. from Canada or Mexico during the restricted period should confer with counsel prior to travel.

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.

March 25, 2020

COVID-19 Travel: U.S., Mexico and Canada – Temporary Travel Restrictions for Land Ports of Entry & Ferry Service

The United States 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.

Effective Dates

The restrictions are effective as of March 20, 2020 at 11:59 p.m. EDT and will remain in effect until at least April 20, 2020 at 11:59 p.m. EDT.

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  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 (g.,to receive medical treatment in the United States);
  • Individuals traveling to attend educational institutions;
  • Individuals traveling to work in the United States (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 (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 (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

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.  The American Immigration Lawyers Association is reporting that CBP at some Ports of Entry on the Canadian border continue to adjudicate L petitions and TN applications, while other ports indicate that they waiting for more guidance. There are also anecdotal reports that some CBP officers have denied  petitions and admission to individuals  because their  employment is 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.

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 also expect  scrutiny  as to whether their travel meets essential travel criteria. Individuals planning to enter the U.S. from Canada or Mexico during the restricted period should confer with counsel prior to travel.

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.

March 24, 2020

COVID-19 Travel Restrictions: India

India has issued new travel restrictions due to the COVID-19 pandemic. The following are guidelines for foreign nationals traveling to India:

Commercial Flight Restrictions

Effective March 23, 2020 and until March 29, 2020, no incoming scheduled international commercial passenger aircraft will be allowed to land and disembark passengers in India.

Visa and Consular Services

All Indian visa services are suspended until April 15, 2020. This does not include in-country registration, visa extension, and other visa related formalities.

India has temporarily suspended Visa-on-Arrival for nationals of Japan and South Korea.

Foreign nationals who are already in India on visas remain in valid status until their visa expires. The Indian government has made special provisions (set out below) for in-country extensions.

The Foreigners Regional Registration Offices (FRROs) and Foreigners Registration Offices (FROs) are temporarily providing essential consular services for foreign nationals who are currently unable to leave the country due to travel restrictions. Consular processed visas, electronic visas (e-visas) and stipulations of stay endorsed on the visas, which have expired, or are set to expire, during the period from March 13, 2020 (midnight) to April 15, 2020 (midnight) will be extended until April 15, 2020 (midnight). All foreign nationals must file an online application on the e-FRRO portal. Foreign nationals whose visas have expired and who have made an application to exit the country, will be granted an Exit Permit without a penalty for overstay. Foreign nationals are not permitted to visit the FRRO or FRO without a prior appointment for in-country Registrations, Visa Extensions, Overseas Citizen of India (OCI) applications and other visa related services, until further notice.

OCI cardholders in India remain in valid status. However, OCI cardholders who are not currently in India cannot travel to India until April 15, 2020.

Travel Restrictions for Foreign Nationals and Indian Nationals

Foreign nationals and Indian nationals residing in the following countries are restricted from traveling to India from March 18, 2020 until March 31, 2020:

  • Member countries of the European Union
  • Member countries of the European Free Trade Association (Switzerland, Norway, Liechtenstein and Iceland)
  • Turkey
  • United Kingdom.

Citizens from Afghanistan, Malaysia and the Philippines are restricted from all travel to India until March 31, 2020.

Quarantine Procedures

All foreign nationals who have traveled to India from any location outside India or who may travel to India once international flights are permitted to land in India, may be quarantined for a minimum period of 14 days upon their arrival to India.

All incoming travelers including Indian nationals who have traveled or who are set to travel to India once international flights are permitted to land and who have visited China, Italy, Iran, the Republic of Korea, France, Spain or Germany after February 15, 2020 will be quarantined for a minimum period of 14 days upon their arrival.

We are closely monitoring matters in India and will provide further updates as they are provided by the Indian government.

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

March 23, 2020

New York Emergency Sick Leave Law: What Employers Need to Know

New York employers must be aware of the New York emergency sick leave law which was enacted on March 18, in addition to the federal Families First Coronavirus Response Act (FFCRA) enacted on the same date. Unlike the FFCRA which does not become effective until April 2, 2020, the New York law took immediate effect. The New York law provides emergency sick leave and job protection to employees subject to orders of quarantine or isolation issued by an authorized, state, county, or local governmental entity.

The New York law imposes different obligations on employers based on the size of the company and annual revenue. Employers with fewer than 10 employees and annual revenue of less than $1,000,000 in the prior tax year are required to provide unpaid sick leave (i.e. job protection) during the quarantine period. For employers with more than $1,000,000 in revenue or 11-99 employees, they must provide employees with 5 days of paid sick leave and unpaid leave for the remainder of the quarantine or isolation order. For employers with 100 or more employees, they must provide employees with a minimum of 14 days of paid sick leave and unpaid leave for the remainder of the quarantine or isolation order.

Employers with fewer than 100 employees also must allow employees to be eligible for New York Paid Family Leave (NYPFL) and New York State Disability Leave at the end of their paid sick leave. The new law expands NYPFL benefits to cover: (a) leave taken when the employee is subject to a mandatory or precautionary quarantine or isolation order; or (b) leave taken to provide care for a minor dependent child of the employee who is subject to a mandatory or precautionary quarantine or isolation order. The law expands “disability” to include the inability to perform the employee’s job duties or any other duties offered by the employer due to a mandatory or precautionary order of quarantine or isolation due to COVID-19. Employees who have exhausted paid sick leave may file for disability benefits without any waiting period.

The New York law contains a limited exception. Employees will not be eligible for benefits if they are ordered to be quarantined after returning from a foreign country as to which the Center for Disease Control and Prevention has issued a level 2 or 3 of warning and the employee was aware of the warning before commencing the trip.

The New York law does contain a provision for interacting with federal law providing COVID-19 related benefits, providing that the New York benefits would only be available to the extent they exceed the federal benefit and will not be cumulative with such federal benefit. This should allow an employee to claim benefits pursuant to the provisions of the New York law equal to the difference between the benefits provided by the state law and those provided by any federal law or regulation. It appears that the New York law will have the greatest impact on New York employers with more than 500 employees who are exempt from the FFCRA obligations.

Significantly, the New York law also allows employees whose workplaces closed down for COVID-19 related reasons or pursuant to a mandatory order of a government entity to immediately file for unemployment without any waiting period. Finally, the New York law prohibits discrimination or retaliation against any employee taking leave under the New York law.

As legal developments related to COVID-19 are evolving rapidly on the federal, state, and local level, employers 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 on these new laws.

March 23, 2020

IRS Filing and Payment Deadline Extended to July 15, 2020: What this Means for Individuals and Corporations

The Treasury Department and Internal Revenue Service have extended the federal income tax filing due from April 15, 2020, to July 15, 2020. The payment deadline was also extended to July 15, 2020.

The Treasury Department and Internal Revenue Service have extended the federal income tax filing due from April 15, 2020, to July 15, 2020. The payment deadline was also extended to July 15, 2020.

These steps are in an effort to provide special payment relief to individuals and businesses in response to the COVID-19 Outbreak. Income tax relief is expanded to all “persons,” including individuals, corporations, partnerships, trusts, and estates.

What This Means for Your Tax Filings

  • Taxpayers can defer federal income tax payments due on April 15, 2020, to July 15, 2020, without penalties and interest, regardless of the amount owed. This deferment applies to all income taxpayers, including individuals, trusts and estates, corporations and other non-corporate tax filers as well as those who pay self-employment tax.
  • Taxpayers do not need to file any additional forms or call the IRS to qualify for this automatic federal tax filing and payment relief.
  • Individual taxpayers who need additional time to file beyond the July 15 deadline, can request a filing extension by filing Form 4868. Businesses who need additional time must file Form 7004.
  • Relief applies to only federal income tax (including tax on self-employment income) payments due April 15, 2020.
  • This does not apply to state tax payments or deposits or payments of any other type of federal tax. State filing and payment deadlines vary and are not always the same as the federal filing deadline. The IRS urges taxpayers to check with their state tax agencies for those details or view deadlines here.  As of March 23, 2020, the New York State Tax Department has not extended the deadline to file personal income tax or other tax returns.
  • It is unclear whether relief will apply to gift or estate tax returns or payments.

More information can be found on the IRS Coronavirus Relief page.

March 20, 2020

I-9 “In-Person” Requirement Relaxed During Pandemic

During the 2020 coronavirus pandemic, DHS has 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.

Who does this affect?

Form I-9 in-person inspection rules are currently relaxed for any US employer who has converted to a total remote working schedule for all employees due to COVID-19. On the other hand, DHS states that “if there are employees physically present at a work location, no exceptions are being implemented at this time for in-person verification of identity and employment eligibility documentation for Form I-9.“ However, exceptions will also be made if newly-hired employees are subject to COVID-19 quarantine or lockdown protocols.

How should qualifying remote-working employers proceed?

Remote employees should be asked to complete Section 1 of Form I-9 and choose identity and work-authorization documents from List A/B/C.

Within three (3) business days of hire, remote employers must inspect the employee’s documents over video link, fax or email, etc. and complete Section 2. Employers must retain copies of any documents inspected remotely. Employers should enter “COVID-19” as the reason for the physical inspection delay in the Section 2 Additional Information field.

After normal operations resume and employees return to the office, employers have three (3) business days to physically examine the same documents previously reviewed electronically/remotely. Once the documents have been physically inspected, the employer should add “documents physically examined” with the date of inspection to the Section 2 additional information field on the Form I-9, or to section 3 as appropriate.

What else?

Remote-working employers who avail themselves of this option must be prepared to provide to DHS written documentation of their remote onboarding and telework policy.

DHS reminds employers that, as a general matter for remote workers (even before the pandemic), a company may designate anyone to serve as an “authorized representative” of the company for completion of Section 2, including the inspection of documents. The employer is liable for any violations in connection with the form or the verification process, including any violations in connection with the form or the verification process.

Finally, effective March 19, 2020, any employers who were served NOIs by DHS during the month of March 2020 and have not already responded will be granted an automatic extension for 60 days from the effective date. At the end of the 60-day extension period, DHS will determine if an additional extension will be granted.

How long are these relaxed rules effective?

The relaxed rules are effective immediately and will remain in place until Tuesday, May 19, 2020, or until the President ends the National Emergency Declaration, whichever comes first.

Gibney will be closely monitoring any proposed changes to I-9 policy or procedures and we will provide updates as needed.

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

March 20, 2020

The Federal Families First Coronavirus Act: What Employers Need to Know

As employers grapple with the effects of Covid-19 and federal, state, and local government mitigation efforts, many have had to make difficult decisions involving the shutdown of physical locations, employees unavailable due to closed schools and childcare, and employees suffering from the illness, caring for a loved one, or under a precautionary quarantine.

Among the most significant legal developments affecting employers is the federal Families First Coronavirus Response Act (H.R. 6201) (“FFCRA”) signed into law on March 18, 2020 and set to become effective on April 2, 2020.  The two sections of the FFCRA that will have the most direct impact on employers are Division C Emergency Family and Medical Leave Expansion Act and Division E Emergency Paid Sick Leave Act.

Emergency Family and Medical Leave Expansion Act

Under this emergency act, the definition of eligible employee is expanded to include any employee who has been employed for at least thirty calendar days.  Also, covered employers includes any employer with fewer than 500 employees.  While the FFCRA gives the Department of Labor authority to issue regulations to exclude certain healthcare providers, emergency responders, and employers with fewer than 50 employees if compliance will threaten their ability to continue as an ongoing concern, as of now, there is no statutory minimum number of employees for an eligible employer.

In order for an eligible employee to qualify for the expanded leave, the leave must be related to a public health emergency.  Specifically, the leave would be available to an employee unable to work or telework due to a need to care for a son or daughter under 18 years of age, if the school or daycare is closed, or a childcare provider is unavailable due to a public health emergency.  It should be noted that childcare provider is defined as a provider who receives compensation on a regular basis.

Significantly, the leave provided is paid, although the first 10 days of such leave may be unpaid.  An employee may elect to use available paid time off during this period; however, an employer may not require it. Thereafter, the paid leave must pay a minimum of two thirds of regular rate of pay for the hours the employee normally be scheduled to work up to a maximum of $200 per day and $10,000 in the aggregate.

The job protection provisions of the FMLA apply to leave covered by the FFCRA family leave expansion; however, an employer that employs fewer than 25 employees may be exempt under certain conditions; i.e., if the position no longer exists due to the public health emergency, the employer makes reasonable efforts to restore the employee to an equivalent position, and that the employer contacts the employee within one year of the end of the leave to let them know of an open equivalent position.  Finally, the law excludes employers from civil liability in an employee initiated suit if the employer did not employ 50 or more workers for each working day during 20 or more calendar workweeks in the preceding or current calendar year.

Emergency Paid Sick Leave Act

The emergency paid sick leave provisions of the FFCRA also apply to private employers with fewer than 500 employees.  Employees eligible to receive paid sick time are those unable to work or telework because the employee is:

  1. subject to a federal, state, or local quarantine or isolation order related to Covid-19;
  2. advised by their health care provider to self-quarantine due to concerns related to Covid-19;
  3. experiencing symptoms of Covid-19;
  4. caring for an individual subject to an order or advice under subparagraphs 1 and 2;
  5. caring for a son or daughter under 18 years of age, if their school or daycare is closed, or a childcare provider is unavailable due to Covid-19 precautions; or
  6. experiencing other similar conditions specified by the Secretary of Health and Human Services.

These employees are to be provided 80 hours of paid sick time if full-time.  Part-time employees are to be provided paid sick time for the average number of hours the employee works over a two week period.  Paid sick leave is available to employees regardless of how long they have been employed and employers may not require the requesting employee to search for or find a replacement.  The employer paid sick leave obligations are for their full hourly rate, but are capped at a per employee amount of $511 per day and $5,110 in the aggregate for leave based on 1 through 3 above.  For leaves based on 4 through 6 above, the employer needs to pay two-thirds of the hourly rate, up to a cap of $200 per day and $2,000 in the aggregate.

The law prohibits retaliation based on an employee’s request for such leave and applies the penalties (double damages and attorney’s fees) available under the Fair Labor Standards Act to such violations.  As with the expanded FMLA, the Department of Labor is allowed to enact regulations exempting certain employers, including employers with fewer than 50 employees whose viability may be jeopardized.

The Department of Labor should be issuing guidance in the coming days.  We will keep our clients updated on significant changes as the situation evolves and remain available to respond to specific employer questions.  We encourage all readers to consult with counsel if they have specific questions or concerns.

March 20, 2020

COVID-19: U.S. Travel Advisories and Suspension of Visa Services

As the world grapples with the COVID-19 pandemic, the U.S. and other countries are cautioning against travel,  imposing fast-breaking travel restrictions, and cancelling non-essential visa services at consulates abroad. Recent actions are highlighted below.

Travel Advisory – U.S. Citizens

  • The U.S. Department of State has issued a travel advisory  advising  U.S. citizens to avoid all international travel and recommending that U.S. citizens arrange for immediate return to the U.S. if they are able to do so.  The State Department is warning that U.S. citizens who chose to travel internationally may be forced to remain outside of the U.S. indefinitely.
  • The State Department has also authorized the departure of U.S. personnel and family members from its diplomatic and consular posts abroad if they are at higher risk if exposed to COVID-19.  Departure of personnel may limit the ability of U.S. Embassies and consulates to provide services to U.S. citizens who remain abroad.

Suspension of U.S. Visa Services

  • With increased travel restrictions, the Department of State also announced that it is suspending routine U.S. visa services in most countries worldwide and cancelling immigrant and nonimmigrant visa appointments effective March 18, 2020.  The Department of State aims to resume visa services as soon as possible, but cannot provide a specific date at this time. Please check the Embassy websites for the status of current operations and for information about the availability of emergency appointments.

Travel to the U.S.

  • Earlier this week, the U.S. and Canada announced a mutual agreement to close their shared border to non-essential travel. Official details regarding implementation have not been published as of March 19.
  • The Trump Administration has temporarily suspended travel to the U.S. for most foreign nationals traveling from Schengen Area countries in Europe, the U.K. and Ireland,  China and Iran.  Additional information is available on our Insights We expect more countries to face similar restrictions going forward and it is possible that the U.S. may determine to temporarily close its borders to all foreign national travelers in the near future.

Travel to Countries Outside the U.S.

Gibney is closely monitoring these developments.  Please contact a Gibney representative for additional information.

March 19, 2020

GIbney COVID-19 Response and Business Operations

As we all continue to navigate the rapidly evolving impact of the COVID-19 pandemic, Gibney is proactively at work to protect the health and safety of our employees and ensure high-level service for our clients.

Gibney is poised to respond to the changing landscape as we receive new guidance. We are following all CDC best practices and continued recommendations from federal, state and local agencies in real-time.

Our firm has an established system to employ several layers of business continuity planning. We have been working diligently to ready our technology for seamless business operations in New York and San Francisco. We are implementing a remote work policy to provide safe working conditions for our employees while still delivering efficient service to our clients. Our systems will provide our attorneys and paralegals with full remote access to all office systems and e-mail and the ability to conduct meetings via Zoom Conferencing and phone. Wherever our professionals are located, we are here for you.

Gibney is continuing to monitor the escalating impact and we will update you on the actions we are taking. Practice teams will continue to provide you updates on any critical information that may impact your current matters. For more specific questions, please reach out to your specific contact or email us at info@gibney.com.

We are proud to have serviced many of our clients for decades and that many of our attorneys and staff have spent their entire careers at Gibney. As a community we will get through this challenging time together. We appreciate your understanding during this time and wish everyone good health and safety.

Thank you for your continued trust in Gibney.