The new USCIS Employee Rights Webinar for Form I-9 and E-Verify

November 13, 2012

Workers and Worker Advocates – Learn more about Employee Rights!

The new Employee Rights Webinar will help you help others to understand their rights in the Form I-9 and E-Verify processes.

USCIS and the DOJ Civil Rights Division are co-presenters of this free live webinar that explains employee rights and employer responsibilities in the employment eligibility verification process. This webinar also includes a review of Self Check and materials to educate and assist workers. Don’t forget to view and download the creative resources in the Employee Rights Toolkit to share with those you serve.

Workers and job seekers are welcome to attend too.

Join one of these sessions. Preregistration is not required.

Tuesday, November 13, 2012 at 2:00 PM EST Attend Session

Thursday, November 15, 2012 at 2:00 PM EST Attend Session

Source of Information: U.S. Citizenship and Immigration Services sent this bulletin at 11/07/2012 08:45 AM EST

E-Verify, an Internet-based system operated by USCIS in partnership with the Social Security Administration (SSA); allows participating employers to electronically verify the employment eligibility of their newly hired employees. Approximately 98.3 percent of all E-Verify queries are automatically confirmed without any need for employee action. Note that the use of E-Verify is voluntary. Please visit USCIS’s web site, “E-Verify” for page detail information.

Form I-9 is the Employment Eligibility Verification form which all U.S. employers must complete and retain. This form must be completed for all employees; citizens and noncitizens. The employer must examine the form information and the identification used to determine if they are reasonably genuine. Please visit USCIS’s web site, “I-9 Central Home” page for detail information.

Kansas corporation admits knowingly hiring illegal alien to run McDonald's franchise

November 2, 2012

A Kansas corporation agreed to plead guilty Wednesday to an immigration charge after a federal investigation showed that the manager of one of its McDonald's restaurants in Wichita was an illegal alien. This announcement was made by U.S. Attorney Barry Grissom, District of Kansas.

This guilty plea agreement resulted from an investigation by U.S. Immigration and Customs Enforcement's (ICE) Homeland Security Investigations (HSI), with the assistance of the Social Security Administration's Office of Inspector General.

McCalla Corporation, a McDonald's restaurant franchisee with offices in Wichita, was charged Oct. 31 with one felony count of knowingly accepting a fraudulent identification document offered as proof that an employee was eligible to work. As part of the plea agreement, the corporation agreed to pay a $300,000 fine, and an additional $100,000 forfeiture judgment.

For more information about how employers can help ensure they hire a legal workforce, visit the U.S. Citizenship and Immigration Services Web site at www.uscis.gov and click on E-verify.


Source of Information: “ICE News Release, October 31, 2012, Wichita, KS”

MVP "Immigration Q & A Forum" - This Friday, September 14, 2012

September 10, 2012

We wanted to find a new way to engage our reader base. Every other Friday, we will post the ten (10) best/most frequently asked questions received during the week from our h1bvisalawyerblog, Facebook, and Twitter readers. We will answer those questions and provide the Q&A on our H-1B Visa Lawyer Blog.

If you have a burning question, are seeking assistance with a difficult immigration related case, wish to discuss your views on Comprehensive Immigration Reform, DREAMers, Deferred Action for Childhood Arrivals, priority dates, the monthly visa bulletin, adjustment applications, etc., please contact us by submitting your question/comment/viewpoint in our comment box provided on our H-1B Visa Lawyer Blog.

Our next “Q & A Forum” will take place this Friday, September 14, 2012. Act now and submit your questions!

THANK YOU!

MVP Law Group, P.A. makes available the information and materials in this forum for informational purposes only. The information is general in nature and does not constitute legal advice or any contractual obligations. Further, the use of this site, and the sending or receipt of this information, does not create an attorney-client relationship between us. Therefore, your communication with us through this forum will not be considered as privileged or confidential.