By Dawn Lurie and Christina Pitrelli
On October 25, 2011, Director of United States Citizenship and Immigration Services (USCIS) Alejandro Mayorkas announced the release of a redesigned Employment Authorization Document (EAD or Form I-766) and a redesigned N-560 Certificate of Citizenship. The new documents will be issued on an ongoing basis, beginning, respectively, on October 25 and October 30. Both documents have been redesigned to contain enhanced security features aimed at combating document fraud and discouraging tampering. USCIS estimates that more than one million people will be issued these new documents in the next year.What do employers and Human Resources professionals charged with completing the I-9 process for new hires, rehires, and re-verification for existing employees, need to know about these new documents? How does the redesign effects the I-9 processing of your workforce? This GT Alert will focus primarily on the redesigned EAD, since the N-560 Certificate of Citizenship is no longer an acceptable document for Form I-9 purposes.
ABOUT THE AUTHOR(S):This GT Alert was prepared by Dawn Lurie and Christina Pitrelli. Questions about this information can be directed to:Dawn M. Lurie - 703.903.7527 / 202.331.3185 | firstname.lastname@example.orgChristina Pitrelli - 212.8012252 | email@example.comAny member of Greenberg Traurig's Business Immigration & Compliance team listed belowOr your Greenberg Traurig attorneyGreenberg Traurig's Business Immigration and Compliance Group has extensive experience in advising multinational corporations on how to minimize exposure and liability regarding a variety of employment-related issues, particularly I-9 employment eligibility verification matters. In addition to assisting in H-1B (Labor Condition Application) audits, GT develops immigration-related compliance strategies and programs and performs internal I-9 compliance inspections. GT has also successfully defended businesses involved in large-scale government worksite enforcement actions, I-9 Audits and Department of Labor Wage and Hour investigations. GT attorneys provide counsel on a variety of compliance-related issues, including penalties for failure to act in accordance with government regulations, IRCA anti-discrimination laws-Office of Special Counsel Investigations, and employers' responsibilities when faced traditional no-match situations as well as more serious workplace identity theft or other alleged misrepresentations made by employees.
For more insight into immigration compliance issues, please visit GT's Immigration Compliance blog at http://www.immigrationcomplianceblog.com.
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