Muzaffar Chishti and Julia Gelatt, MPI, May 15, 2024 "The Immigration Act of 1924 shaped the U.S. population over the course of the 20th century, greatly restricting immigration and ensuring that...
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Democracy Now! - May 14, 2024 "Amid an intensifying crackdown on asylum seekers at the U.S.-Mexico border, we speak to the author of the new book Unbuild Walls: Why Immigrant Justice Needs Abolition...
Justice Department Files Lawsuit Against the State of Iowa Regarding Unconstitutional State Immigration Law Civil Rights Groups File Lawsuit to Block Iowa’s Unconstitutional SF 2340
Aline Barros, VOA, May , 2024 "President Joe Biden on Thursday proposed a new regulation to expedite the asylum claims process for specific migrants at the U.S.-Mexico border, but the plan drew...
"In an April 24, 2014 stakeholder teleconference, FDNS’s Associate Director, Sarah Kendall, confirmed plans to expand the Administrative Site Visit and Verification Program (ASVVP) to include all L-1 employers. ... USCIS has provided little guidance regarding L-1 compliance. Therefore, sending FDNS officers on site visits to investigate employers’ compliance with the L-1 program seems frivolous at best.
With or without further guidance from USCIS, L-1 employers should be prepared for FDNS site visits. Employers should take these visits seriously and contact an immigration attorney as soon as an FDNS site visitor appears. Identify procedures in advance to prepare for an unannounced FDNS worksite visit and notify all personnel of these procedures. Always provide complete and accurate information whether requested to do so onsite or subsequently via email. According to USCIS, the ASVVP is a voluntary program. The employer has a right to terminate a site visit at any time. If the officer has not gathered the required information, the officer will follow up with the employer via telephone or email to obtain additional information to complete the compliance review. An attorney can help prepare a timely and thorough response.
Employers should conduct an internal review of the employment of all L-1 employees to ensure that their job duties, worksites and salaries are readily available. Retain complete copies of all I-129 petitions and paperwork. Ensure that foreign national employees and their managers are aware of the content of the I-129 petition and supporting documentation. While there is currently no requirement to file an amended L-1 petition due to minor changes in employment, employers should be prepared to provide complete and accurate information about L-1 beneficiaries to site inspectors either on site or in response to follow-up inquiries by an inspector." - Maura K. Travers and Angelo A. Paparelli, May 11, 2014.