The Florida Department of Revenue recently provided some guidance clarifying which employers are covered by the new Florida immigration law’s requirements, although some questions remain.
Employers have until August 30, 2023, to conduct in-person physical verification of identity and employment eligibility documentation for all employees who were onboarded using remote virtual verification between March 20, 2020 and July 31, 2023.
For the past several years, we have reported on employment and labor laws taking effect mid-year. Increasingly, new compliance challenges are not taking a summer vacation.
U.S. Citizenship and Immigration Services (USCIS) has updated its policy guidance in the USCIS Policy Manual to clarify that, as of April 1, 2023, USCIS will accept the self-identified gender marker for individuals requesting immigration benefits.
In April 2023, the long-anticipated new and modernized PERM Form 9089 was introduced to the public by the U.S. Department of Labor, Foreign Labor Certification (FLC) unit.
On May 4, 2023, the Department of Homeland Security (DHS) and Immigration Customs and Enforcement (ICE) announced that employers have 30 days to reach I-9 compliance after COVID-19 flexibilities end on July 31, 2023.
On May 10, 2023, Florida Governor Ron DeSantis signed into law a new immigration bill (SB 1718) that will make sweeping changes for private employers with 25 or more employees.
U.S. Customs and Border Protection has officially implemented its “Simplified Arrival” program that was piloted in various cities from 2021 to 2022 to streamline the arrival process for international travelers.
H-1B cap exempt petitions, O-1s, L-1s, TNs, and other alternatives for foreign nationals who were not selected in the initial FY 2024 H-1B registration process (H-1B lottery).
