President Donald J. Trump recently issued an Executive Order, followed by a proposed bill and other guidance, which would drastically change the current immigration system. Based on these developments, employers should be prepared for immigration hiring changes and may want to consider applying now for immigrant status for affected key employees.
Joan-Elisse Carpentier provides legal representation in all areas of immigration and nationality law affecting individuals, corporations and other businesses. She has worked on evaluations of immigration practices of corporations, development of corporate policies and procedures for handling immigration matters and obtaining immigrant and non-immigrant visas, as well as citizenship and expatriation. Joan-Elisse assists businesses with I-9 compliance programs and provides representation during government audits and in settlement negotiations. She also provides advice concerning immigration issues during mergers and acquisitions. Read Joan-Elisse Carpentier's full bio.
Over the past week, President Donald J. Trump signed three Executive Orders involving US immigration issues. The Executive Order signed on January 27, 2017, was somewhat unexpected in terms of its focus and the extent of its reach. Entitled “Protecting the Nation from Foreign Terrorist Entry into the United States,” the order has an immediate…
Under the Immigration Reform and Control Act of 1986 (IRCA), all employers are required to complete an Employment Eligibility Verification Form I-9 on the first day of employment for all hired employees. While most employers are aware of this requirement, unique Form I-9 issues arise in corporate acquisitions.
President Obama’s plan for executive action on immigration includes items of interest to businesses, professionals, investors and other highly skilled workers. The plan aims to grow the U.S. economy and create jobs for U.S. workers, while allowing U.S. businesses to more readily hire and retain foreign employees.
Immigration and Customs Enforcement (ICE) takes its enforcement of employment eligibility verification requirements seriously, and employers need to ensure compliance with Form I-9 procedures even if they participate in the E-Verify program, McDermott Will & Emery attorney Joan-Elisse Carpentier writes in this BNA Insights article.
Carpentier looks at recent cases involving ICE sanctions against employers …