Tag: Immigration

On October 1, 2020, a federal district court blocked enforcement of Presidential Proclamation 10052 (PP 10052) issued in June 2020, which suspends the entry of temporary foreign workers in certain visa categories, including many H, L, and J visa applicants.  The court found that PP 10052 exceeded the President’s authority and unlawfully invalidated significant portions of the Immigration and Nationality Act.  The impact of the ruling is currently limited to the plaintiffs who filed suit and the members of their respective organizations.  Plaintiffs include the National Association of Manufacturers, the Chamber of Commerce of the United States, the National Retail Federation, and others.

Impact on Foreign Workers

While the court’s injunction remains in place, visa applicants sponsored by plaintiffs or their member organizations are not subject to the PP 10052 entry bans on work visa categories.  However, visa applicants may still be subject to regional travel bans restricting travel to the U.S. from designated countries pursuant to other proclamations, and consular operations may be impacted by local COVID-related public health measures.  For more information regarding coronavirus-related travel bans, please see Gibney’s Immigration Updates and FAQs.

Looking ahead, the Trump Administration may appeal the court’s decision.  If the injunction remains in place or is expanded in scope by other rulings, the U.S. Department of State is likely to issue additional guidance regarding consular processing for visa applications.

Temporary visa holders should consult with immigration counsel prior to departing the U.S., seeking entry to the U.S. or applying for a visa. International travel carries risks related to COVID-19, and immigration policies are subject to change with little notice.

The case is National Association of Manufacturers, et. al. v. United States Department of Homeland Security, et. al. (U.S. District Court Northern District of California Case 4:20-cv-04887-JSW).

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

The October 2020 Visa Bulletin takes effect today.  The Bulletin shows rapid advancement in priority dates for both final action dates and dates for filing  in the employment-based  (EB) preference categories, with the exception of EB-5.  Significantly, USCIS indicates that it will follow the Visa Bulletin’s dates for filing in the employment-based categories. This means that numerous employment-sponsored foreign nationals, many of whom have been waiting years, are eligible to file their I-485, adjustment of status (“green card”) applications in October.

Employment-Based Priority Date Summary

The October priority date advancement most significantly impacts Indian and Chinese nationals subject to long backlogs.  Individuals  in a category that is “current” as well as  individuals who have a priority date before the cut-off date listed under dates for filing on the Visa Bulletin may file an adjustment of status/green card application this month.

EB-1, First Preference Category

• Worldwide (including El Salvador, Guatemala and Honduras, Mexico, Philippines, and Vietnam) is current in October.
• India and China:   The cut-off date for filing is September 1, 2020.

EB-2, Second Preference Category

• Worldwide (including El Salvador, Guatemala and Honduras, Mexico, Philippines, and Vietnam) remains current in October.
• China: The cut-off date for filing is October 1, 2016.
• India:  The cut-off date for filing is May 15, 2011.

EB-3, Third Preference Category

• Worldwide (including El Salvador, Guatemala and Honduras, Mexico, Philippines, and Vietnam) and EB-3 Worldwide Other Workers (including El Salvador, Guatemala and Honduras, Mexico, Philippines, and Vietnam) (including EB-3 Other Workers) becomes current in October.
• EB-3 China’s cut-off date for filing is June 1, 2018.   EB-3 China Other Workers’ cut-off date for filing is October 1, 2008.
• EB-3 India’s (and EB-3 India Other Workers’) cut-off date for filing is January 1, 2015.

While  individuals with a priority date that is a current or before the published cut-off date may file an adjustment of status application based on the dates outlined above, an individual’s  green card application may not be approved until the priority date is available under the final action dates posted on the Visa Bulletin.  These dates may differ significantly depending on the preference category and country of birth.

Background

The rapid advancement in the employment-based priority dates reflects the impact of travel bans and consular closures in fiscal year (FY) 2020.  In particular, Presidential Proclamation 10014 (PP 10014), banning admission of certain immigrants, meant that many family-based immigrants were unable to obtain their immigrant visas in FY 2020. By statute, the unused family-based numbers from FY 2020 have been added to the FY 2021 employment-based visa allocation.  In this first month of FY 2021, a record number of immigrant visas are available in most of the  employment-based categories.

What  Should Employers Expect?  

Employers should work with immigration counsel to identify  foreign nationals who are eligible to file adjustment of status applications this month.  Quick action to initiate cases is critical, as these applications require significant documentation, including  documentation required under the recently reinstated Public Charge provisions.

The Department of State has projected that advancement in employment-based priority dates will continue through January 2021. However, this will be subject to fluctuations in applicant demand and the government’s ability to process applications.   The November Visa Bulletin will be published later in October, and will give some insight into whether the advancement is sustained.  We must also wait and see if USICS will honor filing dates next month, or if it will instead revert to following final action dates, which are less favorable.

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

A federal court has temporarily barred the Department of Homeland Security (DHS)  from implementing a rule that would have significantly increased many immigration application filing fees.  The rule was set to take effect October 2, 2020.  In prohibiting USCIS from implementing the rule while litigation proceeds, the court found that  acting DHS Secretary Chad Wolf was likely improperly appointed and thus likely lacked authority to issue the rule. The government is expected to appeal the decision.

Overview of the Fee Rule
The fee rule would have significantly increased filing fees for many applications including petitions for H-1B, L-1, O and TN status, and applications for citizenship.  The rule also introduced new versions of some USCIS forms and extended the premium processing adjudication period from 15 calendar days to 15 business days.  The court’s order prohibits USCIS from implementing or enforcing any portion of the rule, so while the injunction is in effect, USCIS may not implement the fee increases, increase premium processing times, nor require the new forms advanced in the rule.  As of the publication of this alert, USCIS has not yet updated its website with respect to the court’s order.

The case, from the Northern District of California, is Immigrant Legal Resource Center, et al v. Chad F. Wolf et al., case number 4:20-cv-05883.

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

The U.S. Department of Homeland Security (DHS) has extended Form I-9 compliance flexibility for certain employers for an additional 60 days, until November 19, 2020. The policy, initially announced on March 20, 2020,  relaxes the requirement to review Form I-9 identity and employment verification documents for remote workers “in-person” during the pandemic.

WHO DOES THE POLICY AFFECT?

Form I-9 in-person inspection rules are relaxed for any US employer who has converted to a total remote working schedule for all employees due to COVID-19. The policy  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, according to the policy, DHS will consider exceptions if newly-hired employees are subject to COVID-19 quarantine or lockdown protocols.

HOW SHOULD QUALIFYING EMPLOYERS PROCEED?

Remote employees must 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, email, fax, etc., and complete Section 2 of Form I-9. 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 will 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.

Qualifying employers who avail themselves of this option must be prepared to provide DHS with 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 in-person inspection of documents. Rather than relying on the temporary pandemic policy for a remote workforce, an employer may consider utilizing an authorized representative to inspect the employee’s documents in-person with three (3) days of hire, in accordance with pre-existing rules permitting the use of authorized representatives to perform this function. 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.

The relaxed  rules for qualifying employers with a total remote workforce will remain in place until November 19, 2020.

WHAT ELSE?

As a reminder, DHS also previously announced temporary relaxation of  Form I-9 verification requirements pertaining to individuals utilizing an  Employment Authorization Document (EAD) for employment.  Specifically,  employees may use a Form I-797, Notice of Action in lieu of the EAD, as a Form I-9, List C document establishing employment eligibility if the Notice indicates approval of an Application for Employment Authorization and is dated on or after December  1, 2019 and through and including August 20, 2020.  The relaxed Form I-9/EAD verification rule in effect until December 1, 2020.  Additional information is available at Gibney’s insights.

Gibney is  closely monitoring changes to employment eligibility verification policy and procedures and will provide updates as they become available. If you have questions regarding this alert or the Form I-9 process generally, please contact your Gibney representative or email info@gibney.com.

U.S. Citizenship and Immigration Services (USCIS) may resume implementation of its Inadmissibility on Public Charge Grounds Final Rule (Public Charge Final Rule) nationwide after the Second Circuit Court of Appeals lifted a nationwide injunction on September 11, 2020.  As of the publication of this alert, USCIS has not yet updated its website with instructions on how impacted applicants should proceed to comply with the Public Charge Final Rule, nor how it will handle applications that were filed without public charge documentation while the injunction was in effect.

Background

As previously reported,  individuals seeing admission to the U.S. must show they are not likely to become a public charge. The Trump Administration’s Public Charge Final Rule dramatically expanded the definition of pubic charge for individuals seeking to extend or change their temporary status in the U.S., as well as for individuals applying for lawful permanent resident status.  The rule has been the subject of ongoing litigation. In January 2020, the U.S. Supreme Court lifted prior nationwide injunctions, allowing the rule to take effect on February 24, 2020 while litigation on the merits proceeds.  However,  in July 2020, the rule was again enjoined nationwide due to the coronavirus public health pandemic.  That injunction was later modified by the court to include only New York, Connecticut and Vermont.  With the court’s holding on September 11, USCIS may again require all adjustment of status applicants  and individuals applying to change or extend their nonimmigrant status to provide extensive public charge documentation and information.

Gibney will continue to monitor this matter and provide updates as they become available. For additional information, please contact your designated Gibney representative or email info@gibney.com.

The U.S. Department of Homeland Security (DHS) announced  temporary relaxation of a key Form I-9 compliance requirement as it pertains to individuals who require an  I-766, Employment Authorization Document (EAD) for employment.  Specifically,  DHS will permit employees to use a Form I-797, Notice of Action, as a Form I-9, List C document establishing employment eligibility if the Notice indicates approval of an Application for Employment Authorization and is dated on or after December  1, 2019 and through and including  August 20, 2020.

Typically an employee working pursuant to an EAD is  required to provide the actual card as a List C document to establish employment eligibility. However, there have been significant delays by USCIS in producing EAD cards after approval of applications.   The temporary relaxation of the requirement to present the EAD card as a List C document stems from litigation challenging USCIS card production delays.   As a result, an employee may now use the I-797 Notice in lieu of the EAD card as a Form I-9, List C document.

HOW DOES THIS IMPACT EMPLOYERS

• For purposes of Form I-9 compliance, employers may accept the Form I-797, Notice of Action, described above as a Form I-9, Employment Eligibility, List C #7  document. This is true even though the I-797 Notice states  that it is not evidence of employment authorization.
• The I-797 Notice must be dated between December 1, 2019 through and including August 20, 2020, and it must indicate that the Application for Employment  Authorization (I-765) has been approved.
• Employers may use the I-797 Notice as evidence of a List C document and employment authorization  until December 1, 2020.
• Employees must still present an acceptable Form I-9, List B document to establish identity.
• Current employees who require reverification may also present the I-797 Notice  as proof of employment authorization under List C.
• Employers must reverify employees who provided the I-797 Notice as a List C document by December 1, 2020.  At the time of reverification, employees may present their new EAD card or a different document from either List A or List C.

Gibney is  closely monitoring changes to employment eligibility verification policy and procedures and will provide updates as they become available. If you have questions regarding this alert or the Form I-9 process generally, please contact your Gibney representative or email info@gibney.com.

UPDATE – On August 14, 2020, the U.S. Department of Homeland Security further extended measures to restrict non-essential travel to the U.S. from Canada and Mexico through land ports of entry and ferry terminals through September 21, 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.

Information concerning the scope of the travel restrictions and exemptions is available here.

The COVID-related travel restrictions at the U.S. land border are distinct from the visa-related travel ban imposed by the Trump Administration on June 22, 2020 in  Presidential Proclamation (PP) 10052.  PP 10052 restricts the admission of certain H, L and J visa holders to the United States  until December 31, 2020.    While PP 10052 also remains in effect,  U.S. Customs and Border Protection has indicated that Canadian citizens are not subject to P.P. 10052, as previously reported by Gibney.  In contrast, Mexican citizens are also subject to the restrictions imposed by PP 10052.

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

The U.S. Department of Homeland Security (DHS)  has extended  Form I-9 compliance flexibility for certain employers until September 19, 2020.  The policy, initially announced on March 20, 2020,  relaxes the requirement to review Form I-9 identity and employment verification documents for remote workers “in-person” during the pandemic.

WHO DOES THE POLICY AFFECT?

Form I-9 in-person inspection rules are relaxed for any US employer who has converted to a total remote working schedule for all employees due to COVID-19. The policy  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, according to the policy, DHS will consider exceptions if newly-hired employees are subject to COVID-19 quarantine or lockdown protocols.

HOW SHOULD QUALIFYING EMPLOYERS PROCEED?

Remote employees must 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, email, fax, etc., and complete Section 2 of Form I-9. 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 will 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?

Qualifying employers who avail themselves of this option must be prepared to provide DHS with 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 in-person inspection of documents. Rather than relying on the temporary pandemic policy for a remote workforce, an employer may consider utilizing an authorized representative to inspect the employee’s documents in-person with three (3) days of hire, in accordance with pre-existing rules permitting the use of authorized representatives to perform this function. 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.

HOW LONG ARE THESE RELAXED RULES EFFECTIVE?

The relaxed  rules for qualifying employers will remain in place until September 19, 2020

Gibney will closely monitor any proposed changes to employment eligibility verification policy and procedures and will provide updates as they become available. If you have questions regarding whether your business is a qualifying employer or the Form I-9 process generally, please contact your Gibney representative or email info@gibney.com.