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Super User

On January 17, 2017, a new rule, “Retention of EB-1, EB-2, and EB-3 Immigrant Workers and Program Improvements Affecting High-Skilled Nonimmigrant Workers” amending DHS regulations went into effect. The regulatory amendments provide for the automatic extension of the validity periods of certain Employment Authorization Documents (Form I-766) for up to 180 days if the employee:

 

  • Timely filed to renew Form I-776, Employment Authorization Document (EAD);
  • Is applying to renew such EAD in the same category as the previous EAD (A12 and C19 are considered the same category for this extension); and
  • Is in a category that is eligible for the extension.

 

For more information, please see the Auto-Extended EAD Fact Sheet (PDF, 499 KB) Retention of EB-1, EB-2, and EB-3 Immigrant Workers and Program Improvements Affecting High-Skilled Nonimmigrant Workers Rule.

 

Beginning January 22, 2017, employers must use the 11/14/2016 N version of Form I-9 Employment Eligibility Verification, to verify the identity and work eligibility of every new employee hired after Nov. 6, 1986, or for the reverification of expiring employment authorization of current employees (if applicable). This date is found on the lower left hand corner of the form. Prior versions of the form will no longer be valid for use. Employers who fail to use Form I-9 (11/14/2016 N) on or after January 22, 2017 may be subject to all applicable penalties under section 274A of the Immigration and Nationality Act, 8 U.S.C. 1324a, as enforced by U.S. Immigration and Customs Enforcement (ICE). Employers should continue to follow existing storage and retention, rules for each previously completed Form I-9. For more information visit I-9 Central. Read the USCIS News Alert: Employers Must Use Form I-9 Dated 11/14/2016.

 

The U.S. Equal Employment Opportunity Commission (EEOC) announced that it has extended for 40 days the public input period on its proposed enforcement guidance on unlawful workplace harassment.

The owners of a Farmington, Utah Papa John's Pizza will pay $125,000 and furnish other relief to settle a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).

The U.S. Equal Employment Opportunity (EEOC) has resolved two lawsuits against a group of affiliated coal mining companies that it alleged were engaging in hiring practices that effectively excluded women from working in the underground mines and in other coal production positions.

Representative Steve King (R-Iowa) has introduced the National Right-to-Work Act (H.R. 946), a companion bill to S. 204 introduced last month, which would amend the National Labor Relations Act and the National Railway Act to prohibit labor unions from collecting fees from nonmembers.

Floyd, Skeren & Kelly will hold its annual conference on April 28 at the Disneyland Hotel.

President Trump nominated Neil Gorsuch to fill the 11-month-old vacancy on the U.S. Supreme Court on Tuesday night, fulfilling his campaign promise to appoint a conservative justice to replace Antonin Scalia.

Uber Technologies is paying $20 million to settle allegations that it deceived people into driving for its ride-hailing service with false promises about how much they would earn and how much they would have to pay to finance a car.

Georgia Power Company, an electric utility company headquartered in Atlanta, will pay $1,586,500 to settle a class disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC).

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