A recent ICE guidance memo has fundamentally changed the I-9 compliance landscape, exposing employers to immediate fines for errors once considered minor. Greenberg Traurig attorneys outline the key risks and steps employers should take to get ahead of enforcement.
The U.S. Department of Homeland Security has proposed a rule that would, if finalized, restrict work authorization eligibility for asylum applicants.
In this episode of Greenberg Traurig’s Big Law Redefined Podcast Immigration Insights Series, Kate Kalmykov and Miriam Thompson delve into the topic of I-9 compliance, a concern for employers in light of evolving government regulations and enforcement priorities.
From understanding the basics of the I-9 form and its completion requirements to navigating E-Verify, electronic systems
In this episode of Greenberg Traurig’s Immigration Insights series, host Kate Kalmykov is joined by GT colleague and Labor & Employment Shareholder Galit Kierkut to discuss the intersection of employment and immigration law in the employee hiring and termination process. They discuss employment at will, interviewing, compensation, Form I-9 requirements & E-Verify, and terminations.
Prior to the onset of the COVID-19 pandemic, many employers found the extensive and nuanced Form I-9 and Public Access File (PAF) compliance requirements challenging. Once the pandemic set in, keeping up with these requirements got even more complicated, with the resulting implementation of remote work and numerous other pandemic-related difficulties.
Currently, in the winddown
Federal immigration laws require employers to verify the identity and work eligibility of their new hires by completing what is known as a Form I-9, Employment Eligibility Verification, for every employee. Forms I-9 must be completed for every new hire within his/her three days of employment. During the I-9 process, employees must present to the