A Montgomery County, Pennsylvania, tree removal company was fined $95 million after pleading guilty before the U.S. District Court for the Eastern District of Pennsylvania to violating several federal immigration laws due to the company’s practice of hiring and rehiring undocumented immigrants. Federal prosecutors described the fine as the largest ever for an immigration-related case.
As part of its plea, the company admitted to employing undocumented immigrants whom company management knew were ineligible to work in the United States. » Read More
On August 7, 2017, the Ninth Circuit affirmed a several hundred thousand dollar penalty against a Phoenix, Arizona employer for violating several provisions of the United States Code related to an employer’s statutory requirement when hiring any and all employees: the Form I-9.
In DLS Precision FAB LLC v. Immigration & Customs Enforcement, a custom sheet metal fabrication company— DLS Precision Fab LLC (“DLS”)—experienced great growth due to its contracts with the United States Department of Defense. » Read More
The American Immigration Lawyers Association today posted a practice advisory as a result of comments made this morning by Charles Oppenheim, Chief of the Visa Control and Reporting Division at the U.S. Department of State. According to AILA, Oppenheim projects that in either May or June the EB2 employment based visa categories will retrogress almost three years from the May 2010 date listed in the April Visa bulletin just released this past Monday to “around” August 2007.» Read More
Doing business in the U.S.? Thinking about entering the U.S. market? If so, it’s essential that your company considers and properly manages human resource and personnel matters as you enter or continue to conduct business in the U.S. market. Compliance with U.S. personnel-related laws and the development of sound policies should be an essential part of any business plan. One way in which a company can address and consolidate its policies on personnel matters and integrate their compliance into their U.S.» Read More
Guest Blogger: Stefanie R. McNamara, General Counsel at St. Peter’s University Hospital (formerly a Senior Associate with Norris McLaughlin & Marcus, P.A.)
After the initial reforms in the health care law go into effect later this year, the bulk of the reforms applicable to U.S. employers and insurance carriers will be effective in 2014. A few key provisions are detailed below:
As of January 1, 2014, individuals must obtain minimum essential health care coverage for themselves and their dependents.