USCIS Revises Q&A re Jan. 8, 2010 Neufeld Memo on H-1B Employee-Employer Relationship
Questions & Answers: USCIS Issues Guidance Memorandum on Establishing the "Employee-Employer Relationship" in H-1B Petitions; Published Jan. 13, 2010; revised Aug. 2, 2011 and March 12, 2012.
Business Immigration Law E-BLAST:
- APPLY NOW?: DHS Announces Pre-Travel Authorization Program for U.S.-Bound Travelers from Visa Waiver Countries
- USCIS Reaches H-1B (Non-Advanced Degree) Cap for FY 2007
- Social Security No-Match Letter Process Gets An Overhaul
- [10/16] Courts reject another Arizona immigration law
- [10/16] Mayor: More immigrant families freed than deported
- [10/16] California city rejects migrant shelter
- [10/06] New Mexico immigration lockup draws criticism
- [10/03] Border agent seen punching teen went unpunished
Employment Law - Employer Articles
Affirmative action is the legal term for any program that grants preferences in training, hiring, or promotion to women or minority group members. There are two situations in which an employer is required to adopt affirmative action measures: when it has been ordered to do so as part of the resolution of a discrimination lawsuit against it, or when it has entered into a contract with a state or federal government entity, and is required to use an affirmative action program according to the contract.
What are Some of the Main Federal Employment Laws?
Employers are subject to regulations and laws not only at the state and local level, but at the federal level as well. Employers normally need to have a certain number of employees in order to be subjected to federal employment laws. The list below is not meant to be exhaustive. Employers should consult experienced employment law attorneys to ensure they are in compliance with all applicable laws.
Immigration Law Case Summaries
[10/29] Yang v. Holder
Petition for review of a decision of the Board of Immigration Appeals (BIA) affirming the denial of petitioner's various applications for relief from deportation is granted, the BIA decision vacated, and the case remanded for further proceedings, where: 1) it was error to determine that petitioner is inadmissible under 8 U.S.C. section 1182(a)(6)(C)(i), as the record here lacks substantial evidence to support a determination that petition made deliberate and voluntary misrepresentations to procure an immigration benefit; and 2) petitioner did not abandon his adjustment application by failing to submit updated biometric data as required by 8 C.F.R. section 1003.47, as the Immigration and Naturalization Service did not comply with its legal obligation to notify him of the need to provide biometrics.
Employment Law - Employer Frequently Asked Questions
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