The Afghanistan Crisis – How Can You Help? – With Sima Alizadeh from PARS Equality Center

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On this episode of Immigration Today! Angeline Chen interviews Sima Alizadeh, an Iranian-born Senior Immigration Attorney at Pars Equality Center, a nonprofit organization that assists low-income Middle Eastern and South Asian communities of the Bay Area and Los Angeles, with legal and social services.  She is a graduate of U.C. Hastings Law School and has been aiding the Afghan community for the last 10 years. She leads the Pars Afghan Support Project which is committed to matching Afghan nationals with volunteers to help with the filing of humanitarian parole applications, and assist in evacuations and perform strong congressional advocacy work. In her role with the Afghan Support Project, Sima recruits and trains Pars volunteers and attorneys nationwide, and matches them with cases. Sima is an active member of the American Immigration Lawyers Association (AILA) and has served as AILA faculty at various conferences. She is currently on the AILA Afghan Task Force creating relevant material for, and responses to, the crisis.
 
In this podcast, Sima explains what is going on in Afghanistan and how Afghans are attempting to flee the country to safety.  She delves into the different ways that people are leaving and what can be done to aid Afghan nationals.

We are witnessing an exodus. We are watching a humanitarian crisis occur with individuals desperately needing to leave a militant nation. It’s an overnight catastrophe.
— Sima Alizadeh

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PARS Equality Center has received hundreds of inquiries and is in need of assistance from attorneys, volunteers, translators, and anyone with a devotion to those in need. If upon listening to this episode, you are inclined to help, you can find more information about volunteering or donating here. You can also check out their Facebook Fundraiser and make a contribution. Further, lawyers, volunteers, and firms can offer to assist with the humanitarian parole applications by emailing Afghansupport@parsequalitycenter.org .

You can follow PARS Equality Center on Facebook and Instagram, or connect directly via their website.

DISCLAIMER – The views and opinions expressed in the podcast represent the view of the host and guest(s) and not necessarily the official view of Clark Hill PLC. No information contained in this Podcast or on this Website shall constitute financial, investment, legal and/or other professional advice and that no professional relationship of any kind is created between you and podcast host, the guests or Clark Hill PLC. You are urged to speak with your financial, investment, or legal advisors before making any investment or legal decisions.

Does U.S. Asylum Law Really Exist? The Reality of Those Living on the Margins of the U.S.-Mexican Border – with Nicole Ramos from Al Otro Lado

On this episode of  Immigration Today! with Angeline Chen, we are pleased to have Nicole Ramos, Director of Al Otro Lado. Al Otro Lado is a binational non-profit organization providing holistic legal and humanitarian support to indigent refugees, deportees, and other migrants in the U.S. and Tijuana through a multidisciplinary, client-centered, harm reduction-based practice. Nicole Ramos fiercely advocates for immigrants at the border by helping asylum seekers in Tijuana, Mexico who wish to present themselves to immigration authorities. She is incredibly brave and fearless – not only is she constantly in front of the U.S. government challenging the practice of turning away asylum seekers at the border – but she is also equipping these families with the knowledge needed to advocate for themselves. Nicole is also an Adjunct Professor at Temple University Beasley School of Law and lectures extensively at universities, law schools, and professional conferences throughout the United States and Mexico regarding the impact of border enforcement practices and policies on asylum seekers. 

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She talks about the impact of the Migrant Protection Program (MPP), Title 42, the reality many unaccompanied minors face and the lack of basic human aid provided to these refugees. Her work is complex and ground breaking – Al Otro Lado is assuring that asylum seekers can meet their needs with dignity. 

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If you are interested in learning more about Al Otro Lado and Nicole’s Ramos work please consider donating to their page at this link

Please also follow Al Otro Lado on social media: Facebook, Instagram, Twitter and LinkedIn!

I did death penalty work when I was in Alabama and it would be inconceivable to have people go to defend their lives before a giant without the representation of an attorney…but that’s exactly what the US government is telling people to do. Defend your life, prove that you are right and that your life is worth saving and then you can get your asylum… but those are very hard things to do and what’s happening is that our government is deporting tens of thousands of people each year back to their death.

DISCLAIMER – The views and opinions expressed in the podcast represent the view of the host and guest(s) and not necessarily the official view of Clark Hill PLC. No information contained in this Podcast or on this Website shall constitute financial, investment, legal and/or other professional advice and that no professional relationship of any kind is created between you and podcast host, the guests or Clark Hill PLC. You are urged to speak with your financial, investment, or legal advisors before making any investment or legal decisions.

Federal Tort Claims Act: What Everyone Should Know – Trina Realmuto from National Immigration Litigation Alliance

“I have gotten to witness firsthand the trauma that it causes to people…all folks that have had abuse in detention. Money helps but money does not take away the trauma that people experience from being subjected to this kind of abuse and misconduct.” 

On this episode of  Immigration Today! Angeline Chen interviews Trina Realmuto, the Executive Director at the National Immigration Litigation Alliance. With over twenty years of experience in immigration, damages, and transparency litigation in federal courts, Trina has litigated and argued several precedent decisions and is a frequent presenter on immigration issues. Most recently, Trina was a Directing Attorney of Litigation at the American Immigration Council, the Litigation Director of the National Immigration Project of the National Lawyers Guild and as a consulting attorney to the Council. She has done great work abroad representing noncitizens applying for visas at U.S. embassies and consulates and has even won awards for her excellence in immigration litigation. 

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Trina became acquainted with immigrant struggles from a very young age. Her mother grew up in the outskirts of rural New York and Trina’s grandfather was a farmer who had some onion fields. Trina’s mother would pick onions with the migrant workers. There she grew a strong appreciation for the hard work that these migrant workers did and instilled these values to her children. Trina later went to law school and started working with migrant farmers herself through “know your rights” presentations herself which further exposed her to her career in immigration law. 

Specifically, she fights cases under the Federal Tort Claims Act which is a statute that allows people to make claims against the federal government for damages on account of mistreatment at the hands of federal officers. Trina works with these type of claims to make real systemic change which has a lasting impact in the future of immigration policies for all. Trina is an inspiration to many and an example of what it means to fight for immigrant rights.

If you want to support the National Immigration Litigation Alliance please consider donating via their website. You can even join their Strategic Assistance program for more in depth detail of the wonderful work they do! 

Give them a follow on twitterLinked-in and Facebook

A Look Inside a Migrant Shelter in TJ, Mexico – Leticia Herrera, Pro Amore Dei

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“How can I live so well when a lot of people are suffering? I knew I had to do something to help my people.”

On this episode of Immigration Today! with Angeline Chen, meet Leticia Herrera, the owner of a migrant shelter in Tijuana Mexico called Pro Amore DEI that houses asylum seekers. This shelter hosts around 185 people including 60 children.  One of the unique qualities of this shelter is that they work with the Yes We Can World Foundation and turned a school bus into a classroom for kids.  You can review the LA Times article here.  

In the podcast, Leticia details why she does this work, what is provided in the shelter, and how you can help. 

I had the pleasure of meeting Letitia as the cofounder of Rise to Reunite, a volunteer group that helps reunite families separated at the border. We volunteer with Al Otro Lado, which is a bipartisan legal services organization assisting migrants in Tijuana and Los Angeles.  We have brought volunteers to Pro Amore DEI consistently from the middle of 2018 to 2020 providing humanitarian aid and legal services.  Leticia is one of the strongest and most committed people I know, doing this work out of the kindness of her heart.  

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You can follow Pro Amore Dei on Facebook.

If you are interested in donating money to help with food, water, diapers, medical supplies, utility bills, etc., you can donate directly to this shelter by using pay pal at this link Pro Amore Dei  

You can also donate food, clothes, and supplies directly to the shelter by contacting Leticia through Whatsapp at +52 664 232 3116 or through www.borderangels.org.

DISCLAIMER – No information contained in this Podcast or on this Website shall constitute financial, investment, legal and/or other professional advice and that no professional relationship of any kind is created between you and podcast host, the guests or Clark Hill PLC. You are urged to speak with your financial, investment, or legal advisors before making any investment or legal decisions.

Webinar: Let's Chat About the U.S. Citizenship Act of 2021 and DACA

Join us in a free discussion about the latest immigration changes under President Biden: Immigration Bills, Executive Orders, and DACA. We will go into detail about these updates and inform you on where to obtain free legal services as well as other services for immigrants. Event will be held in English and Spanish.

Monday, March 8 - 6:00 PM PT

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Highlights of Biden’s Immigration Bill and Will it Pass? – Angelica Salas from CHIRLA

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On this episode of the Immigration Today! podcast with Angeline Chen, meet Angelica Salas, the Executive Director of the Coalition of Humane Immigrant Rights also known as CHIRLA.  From 1999 to now, she has transformed CHIRLA into one of the nation’s largest and most effective immigrant rights organizations.  CHIRLA is a mass membership immigrant-led organization that empowers immigrants and their families to win local, state, and national policies that advance their human, civil, and labor rights.  Among her achievements include: winning in-state, financial aid, and grant programs for California’s undocumented students, winning drivers’ licenses for undocumented drivers, decoupling local police departments from immigration enforcement, and winning Deferred Action for Childhood Arrivals (DACA).

Angelica is an immigrant from Durango, Mexico, and came to the United States as a child to reunite with her parents.  She comes to her understanding of immigrants and immigration first hand.  She and her entire family lived in the country undocumented, experienced deportation, and were able to legalize their status.  In 2008, she became a U.S. citizen.

“ When you really think about family separation, just think about your kids and ask, ‘How long could I be away from my children? What would I be willing to risk for them?’  And all of a sudden, the answer is…anything.” 

I have had the pleasure of knowing Angelica through the YWCA Pasadena, where she was a recipient of the Women for Racial Justice Award at the annual breakfast and has been a valuable supporter of the YWCA.  I am truly inspired by her leadership, voice, and an unstoppable drive to help immigrants.  

Learn more about CHIRLA and how you can help at www.CHIRLA.org and on IG @chirla_org.  

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DISCLAIMER – No information contained in this Podcast or on this Website shall constitute financial, investment, legal and/or other professional advice and that no professional relationship of any kind is created between you and podcast host, the guests or Clark Hill PLC. You are urged to speak with your financial, investment, or legal advisors before making any investment or legal decisions. 

What’s Still Happening at the US-Mexico Border - Erika Pinheiro from Al Otro Lado

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On this episode of the Immigration Today! podcast with Angeline Chen, meet Erika Pinheiro, the litigation and policy director for Al Otro Lado, a binational non-profit organization providing legal and humanitarian support to indigent refugees, deportees, and other migrants in the US and Tijuana. Erika leads her organization's efforts in filing class action lawsuits challenging the Trump administration's attacks on the US asylum system, on unfair labor practices, and severe medical neglect in immigration detention facilities.

"They haven’t funded any of it in the past.  I think that a lot of people believe that the government has tried to reunify the families they have located. And the only reason why there are still families separated is because they have not been found.  That cannot be further from the truth."

Her team has reunified many separated families, including parents who were deported without their children, and has freed dozens of asylum seekers detained at the border. Her work has been frequently featured in national and international media outlets.  Her Ted Talk about the border situation has over 2 million views.  

I’ve had the pleasure of knowing Erika through Rise to Reunite, a volunteer group I co-founded to help reunite families separated at the border.  

Erika is my personal hero.  She is my hero because she and her team are literally saving lives, by serving and assisting the most vulnerable population.  They not only provide legal services but humanitarian aid to the migrant shelters in Tijuana by providing direct support in the form of emergency food and housing assistance, urgent medical care, hygiene supplies and PPE, and other critical needs during the pandemic.

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DISCLAIMER – No information contained in this Podcast or on this Website shall constitute financial, investment, legal and/or other professional advice and that no professional relationship of any kind is created between you and podcast host, the guests or Clark Hill PLC. You are urged to speak with your financial, investment, or legal advisors before making any investment or legal decisions.

USCIS Resumes Premium Processing Service

USCIS announced that it will resume premium processing service for eligible I-129 and I-140 visa petitions during June 2020. Premium processing service had been temporarily suspended due to the COVID-19 pandemic.

The resumption of premium processing service is scheduled to occur on a week-to-week basis as follows:

June 1

USCIS will begin accepting Form I-907, Request for Premium Processing Service for all eligible Form I-140 petitions. (See chart below.)

June 8

H-1B petitions filed before June 8, 2020 that are pending adjudication and are cap-exempt (for example, petitions filed by petitioners that are cap-exempt and petitions filed for beneficiaries previously counted toward the numerical allocations).

All other Form I-129 petitions (non H-1B petitions) for nonimmigrant classifications eligible for premium processing filed before June 8, 2020 that are pending adjudication. (See chart below.)

June 15

H-1B petitions requesting premium processing service by filing an I-907 concurrently with their I-129 (or request for a petition filed on or after June 8, 2020) and are exempt from the cap because:

The employer is cap-exempt  or because the beneficiary will be employed at a qualifying cap-exempt institution, entity or organization (such as an institution of higher education, a nonprofit research organization or a governmental research organization); or

The beneficiary is a cap-exempt physician based on a Conrad or other Interested Government Agency waiver.

June 22

All H-1B cap-subject petitions (including those for fiscal year 2021), including change of status from F-1 nonimmigrant status, for both premium processing upgrades and concurrently filed I-907s.

All other Form I-129 petitions for nonimmigrant classifications eligible for premium processing and requesting premium processing by filing an I-907 concurrently with their I-129.

All of the above dates are subject to change as USCIS continues to accept more requests for premium processing service. USCIS will announce any changes to these dates accordingly.

Premium Processing Service – Eligible I-140 Petitions

Designated Classification Within Form I-140 Corresponding Employment-Based (EB) Immigrant Visa Classification Availability Date
Aliens of extraordinary ability EB-1 Nov. 13, 2006 and reinstated June 29, 2009
Outstanding professors and researchers EB-1 Sept. 25, 2006 and reinstated June 29, 2009
Multinational executives and managers EB-1 Not Yet Available
Members of professions with advanced degrees or exceptional ability not seeking a National Interest Waiver EB-2 Sept. 25, 2006 and reinstated June 29, 2009
Members of professions with advanced degrees or exceptional ability seeking a National Interest Waiver EB-2 Not Yet Available
Skilled workers EB-3 Aug. 28, 2006 and reinstated June 29, 2009
Professionals EB-3 Aug. 28, 2006 and reinstated June 29, 2009
Workers other than skilled workers and professionals EB-3 Sept. 25, 2006 and reinstated June 29, 2009

Premium Processing Service – Eligible I-129 Petitions

Designated Classification Within Form I-129 Corresponding Nonimmigrant Classification Availability Date
Treaty Trader E-1 June 1, 2001
Treaty Investor E-2 June 1, 2001
Alien in Specialty Occupation H-1B July 30, 2001
Temporary Worker performing nonagricultural services H-2B June 1, 2001
Trainee or Special Education Exchange Visitor H-3 June 1, 2001
Intracompany Transferee, Executive or Manager Capacity L-1A June 1, 2001
Intracompany Transferee, Specialized Knowledge Professional L-1B June 1, 2001
A petitioner meeting certain requirements which seeks continuous approval of itself and some or all of its parents, branches, subsidiaries, and affiliates LZ (Blanket L-1) June 1, 2001
Alien of extraordinary ability or achievements in the sciences, arts, education, business, or athletics O-1 June 1, 2001
Alien providing essential support services for a principal O-1 alien O-2 June 1, 2001
Internationally recognized athlete or member of an internationally recognized entertainment group P-1 June 1, 2001
Essential Support Alien, highly skilled, who performs support services essential to the successful performance of the principal P-1 alien P-1S June 1, 2001
Artist or Entertainer under a Reciprocal Exchange Program P-2 June 1, 2001
Essential Support Alien, highly skilled, who performs support services essential to the successful performance of the principal P-2 alien P-2S June 1, 2001
Artist or Entertainer in a Culturally Unique Program P-3 June 1, 2001
Essential Support Alien, highly skilled, who performs support services essential to the successful performance of the principal P-3 alien P-3S June 1, 2001
International cultural exchange alien Q-1 June 1, 2001
Alien in a Religious occupation R-1 July 30, 2001 and reinstated July 20, 2009
NAFTA professional, Canada TN-1 July 30, 2001
NAFTA professional, Mexico TN-2 July 30, 2001

DHS Announces Temporary Deferral of Inspection of Physical Documents for Form I-9 Completion

By Karen Kett

Due to physical distancing precautions being implemented by employers as a result of COVID-19, on Friday, March 20, 2020, the Department of Homeland Security (DHS) announced it will exercise discretion to defer the physical presence requirements of documents presented by new hires as part of the Form I-9, Employment Eligibility Verification process. However, employers must comply with the following: 

  • Inspect the Section 2 documents remotely via video, fax, e-mail, etc. and obtain, inspect, and retain copies of the documents within three days after the date of hire.

  • Employers should then include “COVID-19” as the reason for the physical inspection delay in the Section 2 “Additional Information” box.

  • Once normal operations at the employer resume, a physical inspection of the documents must take place, and a second notation in the “Additional Information” box should be made stating “documents physically examined” and the date of physical examination.

  • Employers may only use this delay of physical examination option for 60 days from March 20, 2020, or three days from the termination of the National Emergency, whichever comes first.

  • Employers who use this delayed physical inspection option must provide written documentation of their remote onboarding and telework policy for each employee, and retain that with the Form I-9 to submit in the case of an I-9 audit.

  • This may only be used by employers who are operating remotely. If there are employees physically present at a work location, there are no exceptions to the physical inspection requirement, unless the newly hired employee or existing employees are subject to COVID-19 quarantine or lockdown protocols.

  • Note that an employer designated authorized representative may complete Section 2 of the Form I-9.

More information regarding the Form I-9, including the current version of the Form I-9, can be found here

More information on Clark Hill’s Internal Form I-9 Audit Assistance can be found here.

The full text of the DHS announcement can be found here.

DHS Announces Extension of Time to Respond to a Notice of Inspection Forms I-9s

DHS announced on March 20, 2020, that effective March 19, 2020, if any employer was served a Notice of Inspection requiring that the employer submit its Form I-9s and/or other company documentation, and the employer has not yet responded to the Notice of Inspection, the Employer would be granted an automatic extension of 60 days from the effective date. Additional extensions would be reviewed, if necessary, at the end of the 60 day period.

The full text of the announcement can be found here.

E-Verify Announces Extension of Time for Tentative Nonconfirmation Response

Due to the closure of Social Security Administration (SSA) offices to the public, E-Verify announced on March 20, 2020, that it will extend the timeframe to take action to resolve SSA based Tentative Nonconfirmations (TNCs). E-Verify is also extending DHS TNCs in limited circumstances where the employee cannot resolve a TNC due to public or private office closures. Employers must comply with the following:  

  • Employers must still create an E-Verify case within three business days from the date of hire, using the hire date from the Form I-9.

  • If case creation is delayed due to COVID-19 precautions, selected “Other” as the reason for the delay in the drop-down list and enter “COVID-19” as the specific reason.

  • If a TNC is issued, employers must still notify employees if they are issued a TNC as soon as possible. If the employee decides to take action to resolve the TNC, the employee should acknowledge the decision on the Further Action Notice and the employer should notice E-Verify of the employee’s decision.

  • Employers cannot take any adverse action against an employee who is in an interim case status, even if that interim status is extended.

  • More information regarding E-Verify can be found here.

The full text of the announcement can be found here.

For more information, contact Clark Hill immigration attorney Karen Kett.

Public Charge Rule Video

The US Department of Homeland Security and State Department issued a new public charge rule that went into effect on February 24, 2020. This new rule affects green card applicants and temporary visa applicants, including current individuals who are seeking to change or extend their status. Learn more in this video.

DISCLAIMER: This material may be deemed “Attorney Advertising.” Carl Shusterman, Senior Counsel (1055 W. 7th Street, Suite 2400, Los Angeles, CA 90017) is responsible for the content. Consultations are subject to fees.

New Public Charge Rules Make it More Difficult to Come to the U.S

By Carl Shusterman

The U.S. Department of Homeland Security and the Department of State have issued new public charge regulations which became effective on February 24, 2020.

The new rules will make it more difficult for less wealthy people to qualify for temporary visas and green cards, or, if they are already in the U.S., to change or extend their temporary visa status.

Applications and petitions pending before February 24, 2020, will be decided based on the prior standard.

Reinterpretation of the Law: Primarily Dependent vs Likely Receipt

The term "likely at any time to become a public charge" is a ground of inadmissibility found in Section 212(a)(4) of the Immigration and Nationality Act. The new rules redefine this section of law.

The public charge ground of inadmissibility used to apply only to persons who might become "primarily dependent" on designated state and federal programs for more than half of their income or support. The new rules broaden the definition to apply to those who are determined to be more likely than not to receive a broader list of benefits for more than 12 months in the aggregate within any 36-month period.

Whether or not a person is likely to become a public charge is a discretionary determination made by the interviewing officer.

Form I-944 - Declaration of Self-Sufficiency

The USCIS issued a new 18-page I-944 form entitled Declaration of Self-Sufficiency which must be filed with applications for Adjustment of Status starting February 24, 2020 for persons who are subject to the rules. This form will be required for most persons in the family-based, employment-based and diversity lottery categories.

Who is Affected by the New Public Charge Rule?

The new rules do not create a new ground for deportation.  They reinterpret an existing ground of inadmissibility. The new public charge rules will apply to all applicants filing for either a temporary visa or a green card on or after February 24, 2020. The same is true if a beneficiary applies for an extension of status or a change of status.

For persons with green cards, the new rules will not affect them unless they leave the U.S. for 180 days or more and attempt to return.  Applicants for naturalization will not be affected.  Neither are persons who receive public benefits while they are in any of the following categories:

  • Asylees and Refugees

  • Special Immigrant Juveniles (SIJS)

  • Persons with T Status (Victims of Human Trafficking)

  • Persons with U Status (Crime Victims)

  • Persons with VAWA (Violence Against Women Act)

  • Persons with NACARA

  • Persons with Registry

  • Persons with the Cuban Adjustment Act

  • Applicants for Temporary Protected Status

Addition of Five New Benefit Programs

The new rules expand the list of state and federal programs that can be considered when applying the public charge test.

Previously, the government only considered the following four programs:

  • Supplemental Security Income (SSI)

  • Temporary Assistance to Needy Families (TANF)

  • State General Relief or Assistance

  • A Medicaid program that covers institutionalization for long-term care

The new rules add the following five additional programs to the list:

Non-Emergency Medicaid

  • Supplemental Nutrition and Assistance Program (SNAP, formerly food stamps)

  • Section 8 Housing Choice Voucher Program

  • Section 8 Project-Based Rental Assistance

  • Public Housing

Focus on Five Statutory Factors

Under the new rules, government officers will focus on the following five factors:

  • Age: Applicants younger than 18 or older than the minimum early retirement age for Social Security (62) will need to demonstrate why their age will not impact their ability to work.

  • Health: Applicants will need to show whether their medical conditions will affect their ability to work and care for themselves.

  • Family status: Applicant's household includes dependents and persons providing the applicant with more than 50 percent of support.

  • Asset, resources and financial status: Whether the annual household income is at least 125 percent of the Federal Poverty Guidelines, given the new household definition. Financial status will be measured by civil liabilities, credit history and credit score, past applications for or receipt of public benefits, an application for or receipt of a fee waiver for an immigration benefit after the effective date.

  • Education and skills: Whether the applicant has adequate education and skills to obtain lawful employment with an income sufficient to avoid becoming a public charge. Factors include employment history, education level, occupational skills and licenses, English proficiency and the status of the applicant as a primary caregiver to another individual in the household.

The new rules require that DHS and DOS consider the totality of the circumstances and make a forward-looking determination of whether applicants for an immigrant or nonimmigrant visa, applicants for admission to the US, and applicants for adjustment of status are likely to become a public charge "at any time"  in the future.

The DHS regulation also introduces a related condition for change of status and extension of stay nonimmigrant applicants, who will have to demonstrate that "since obtaining the nonimmigrant status they seek to extend or change, until the date USCIS adjudicates the COS or EOS application, they have not received one or more of the listed public benefits over the designated duration threshold."

Public Charge Bonds

The new rules allow for the posting of a bond in situations where the applicant needs to assure the government that he or she will not become a public charge. If it is determined that an applicant is likely to become a public charge, he may be offered to opportunity to post a bond of at least $8,100. The bond is considered breached if the applicant receives benefits from any of the 9 programs identified above for more than 12 months in the aggregate within any 36-month period.

The 2020 H-1B Lottery: Hoping For The Best, Planning For The Worst

By Rob P. Neale

As it does each year, the office of U.S. Citizenship and Immigration Services (USCIS) will soon hold its random lottery to select which H-1B visa petitions filed by sponsoring employers will be allowed under the annual H-1B visa quota. The agency’s rationale behind creating the “H-1B lottery” was to fairly allocate the available quota of new H-1B visas. If your business will participate in the H-1B process this year, the time to prepare is now.

Begin Planning Now

Due to changes in the H-1B lottery process starting in 2020, employers must plan more carefully than ever to ensure the highest likelihood of success to secure one of the coveted new H-1Bs. Rather than filing an H-1B petition on April 1, 2020, employers must instead submit an electronic registration request with a $10.00 fee. Electronic registrations may commence as early as March 1, 2020. If the agency notifies the employer that their registration has been selected under the H-1B lottery, the employer may only then submit their full H-1B petition along with all of the required documentation and additional government filing fees. Due to these changes it is expected that demand for new H-1Bs will be even higher than past years.

Employers should spend the next few weeks identifying those foreign workers who may need H-1B sponsorship, preparing the H-1B petitions as early as possible, and developing backup strategies should the petition not be selected.

The H-1B: A Background

The H-1B is the most popular temporary work visa option to employ professional foreign workers. To sponsor a foreign worker, a U.S. employer must first petition USCIS for approval showing that both the role and the foreign worker meet the legal requirements for sponsorship. This also includes an attestation by the employer that they will pay the foreign worker at or above the average (or prevailing) wage for other similar U.S. workers in the same geographic location.

If the sponsored worker has never previously worked in the U.S. with an H-1B visa, such as students just graduating from school, the employer's H-1B petition will be subject to the yearly H-1B quota, as discussed previously. The yearly quota limit does not apply to existing H-1B workers who are extending their current H-1B status or who are changing H-1B employers because they have previously been counted in the quota. The cap also does not apply to certain nonprofit organizations or institutions of higher education.

Alternative Options May Be Available

Due to the expected high demand, employers should be planning now for a possible non-selection of their H-1B petition. Alternative visa options for affected employees include, but are limited to, the following:

  • For Canadian and Mexican professionals, the TN visa available under the North American Free Trade Agreement (soon to be known as the U.S.-Mexico-Canada Agreement);

  • For nationals of Australia, the E-3 visa;

  • For nationals of Chile or Singapore, the H-1B1 visa;

  • For intracompany transferees, the L-1 visa (an organization with foreign operations can transfer employees to its U.S.-affiliated company in a similar position under certain circumstances);

  • For individuals with a U.S. degree in a science, technology, engineering or math (STEM) field and employers enrolled in E-Verify, the 17-month optional practical training (OPT) extension;

  • For individuals who may qualify under the extraordinary ability criteria, the O-1 visa;

  • For essential employees if the company and foreign national share the same nationality, the E-2 visa;

  • For individuals in F-1 status, continue with F-1 studies and look at internship opportunities under curricular practical training (CPT);

  • For individuals who may qualify under the EB-1 extraordinary ability, EB-1 outstanding researcher and/or EB-2 national interest waiver (NIW) criteria, pursue concurrent I-140/485 green card process and work authorization issuance;

  • For individuals whose employers have offices outside the United States, the individuals can be placed on the foreign payroll and work abroad until next year's H-1B lottery or until another type of work visa becomes available;

  • For individuals entering a structured training program, the H-3 visa; and

  • For individuals who can be categorized as an Exchange Visitor, the J-1 visa.

Clark Hill is closely monitoring these new developments regarding the H-1B electronic registration program and will provide any new information as it arises. We are prepared to assist employers on the issues these new initiatives may create. Should you have any questions, please contact the Clark Hill attorney with whom you regularly work.

New Year Brings New H-1B Registration Requirements for Employers in 2020

By Rob P. Neale

Employers who utilize the H-1B work visa program to supplement its domestic workforce must be aware of significant changes in the coming year. Commencing in 2020, the U.S. Citizenship and Immigration Services (USCIS) will require all employers to complete an “electronic registration” process if they want to sponsor a foreign worker subject to the annual H-1B quota. Employers filing an H-1B petition that is exempt from the annual quota, such as certain cap-exempt organizations or H-1B extension filings, are not required to use the new registration system.

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During the upcoming registration period starting on March 1, 2020, and ending on March 20, 2020, employers must complete the on-line registration process by providing, among other things, information about their company, information about the sponsored individual(s), and pay a $10 registration fee per sponsored worker. After the registration period closes, USCIS will notify all registrants whether or not they have been randomly selected to submit a full H-1B petition with supporting documentation. In the past, employers simply submitted their H-1B petition and waited to see if their case was selected for processing.

While USCIS announced that its new program “will dramatically streamline processing by reducing paperwork and data exchange” and “will provide an overall cost savings to petitioning employers,” the actual overall impacts to employers resulting from these changes are unknown. For example, some employers may not in fact experience cost savings because employers whose petitions are selected will end up spending more money on their cases as the additional layer of administrative processing will add a new legal cost. It may turn out that the biggest beneficiary from these changes is the USCIS itself, both from a revenue-generating standpoint and a reduced workload perspective.

Furthermore, decreasing the up-front commitment historically required by an employer to enter the H-1B lottery for an individual beneficiary may result in significant unintended negative consequences to certain employers. Practitioners expect that companies will register as many petitions as possible under the agency’s new process, many of which will either not ultimately qualify for an H-1B or will end up being abandoned. The net result of this filing increase will be reduced odds of having a legitimate H-1B selected. Smaller employers who are unable to increase their selection chances by registering a large applicant pool will feel the most impact

Another area of uncertainty surrounds the extent to which the government will use employer-provided information collected as part of the new H-1B registration program. The final rule authorizes USCIS to collect "sufficient information for each registration to mitigate the risk that the registration system will be flooded with frivolous registrations,” agency spokesman Matthew Bourke said. That includes the inclusion of an attestation with the potential for referrals to law enforcement if the information included in the registration is falsified, he said.

Employers enrolled in other immigration-related programs administered by the Department of Homeland Security (DHS), such as E-Verify, must agree to, among other things, greater government access to protected information which may be data mined and shared with other agencies for various enforcement purposes. Because the new electronic H-1B registration platform has yet to be shared with the public, it is unclear what an employer must specifically agree to in order to use the new system.

Clark Hill is closely monitoring these new developments regarding the H-1B electronic registration program and will provide any new information as it arises. We are prepared to assist employers on the issues these new initiatives may create. Should you have any questions, please contact the Clark Hill attorney with whom you regularly work.