Monday, September 12, 2016
What Businesses Should Learn From United States v. Texas Decision
First, businesses are still obligated to use Form I-9 to verify the legal status of new employees even though the form expired or be subject to monetary penalties up to $16,000 per violation.
Second, businesses relying on foreign skilled workers eligible for an H1-B visa should start planning for the next fiscal year as soon as possible. As a result of this decision, the cap on skilled foreign employees remains at 65,000. The USCIS has began accepting H1-B petitions for the 2017 fiscal year, with more than 236,000 petitions filed.
Clearly, businesses cannot turn a blind eye to immigration matters. The possibility of new opportunities to access an expanded workforce can be a boon to businesses, especially those located in large metropolitan areas where new immigrants tend to migrate. Also, the immigrants allowed to remain pursuant to the President's executive orders in question may no longer be protected from deportation or other penalty, so businesses must be sure that any worker who was effected by the executive order are still eligible for employment in the United States.
The law on immigration reform is in a volatile state. Even the outcome of the U.S. Presidential election will chart the course that the law will take, so business owners should keep a keen eye on both the state of the law and the state of American politics to see where immigration reform will settle.
*Gene Berardelli may be contacted at: GeneBerardelli@ipglegal.com.
Gene is a New York street-smart attorney with an extreme passion for success. Gene specializes in litigation, arbitration and general corporate law for New York-based and international clients. He, also, is the host of a popular New York talk radio program.