Category Archives: Employment

Extension of H-1B1, E-3 and CW-2 Now Allows 240 days Employment

On February 16, 2016, a new rule became effective to authorize continued employment for up to 240 days for H-1B1 (Chile, Singapore), E-3 (Australia) and CW-1 (Commonwealth of the Northern Mariana Islands) nonimmigrants whose status has expired, provided that the employer timely filed an extension of stay with U.S. Citizenship and Immigration Services. This change […]

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How to Correct Immigration Records in E-Verify Nonconfirmation

E-Verify is an online system for employers to check whether a potential employee is legally authorized to work in the United States.  The system compares information from an employee’s Form I-9, Employment Eligibility Verification, to data from U.S. Department of Homeland Security and Social Security Administration records. If the information matches, the employee is eligible […]

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Employment Verification

The Department of Justice discussed the limit of how employers can verify employment related documents. The anti-discrimination provision of the Immigration and Nationality Act (INA) prohibits unfair documentary practices during the employment eligibility verification (Form I-9) process. In general, employers are not allowed to request more or different documents than are required to establish a […]

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Employment Authorization Self Check

For immigrants and non-immigrants who are authorized to work, when you look for a job your next employer may use E-Verify to make sure that you are legally authorized for employment. How do we know that the government system is up to date of the employment information? Now we can use Self Check to make […]

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Unfair Employer Form I-9 Practices

According to the Immigration and Naturalization Act (“INA”), all U.S. employers need to follow form I-9 process in hiring employees to make sure employees are legally authorized to work in the United States. On the other hand, U.S. employers cannot discriminate against authorized U.S. workers in the form I-9 process. "The INA’s anti-discrimination provision protects […]

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