Approximately 192,000 employers are now participating in E-Verify, the electronic employment eligibility verification system operated by United States Citizenship and Immigration Services (USCIS) in partnership with the Social Security Administration (SSA). Following the release of a report detailing some continuing issues with the E-Verify system (see the report in the March 2010 issue of the Immigration eAuthority), USCIS issued a fact sheet outlining a series of initiatives designed to improve the accuracy and efficiency of E-Verify. In addition to providing employee and employer civil rights and civil liberties videos and establishing an employee hotline for inquiries, issues and complaints regarding E-Verify, USCIS announced an agreement with the Department of Justice’s Office of Special Council for Immigration-Related Unfair Employment Practices (OSC) to refer allegations involving potential discrimination gleaned from E-Verify. USCIS will share data from E-Verify queries to the OSC to assist in indentifying violations of the anti-discrimination provision of the Immigration and Nationality Act. As such, employers are encouraged to train and review the activities of personnel responsible for running E-Verify queries when signing up for the program, whether E-Verify participation is voluntarily or required by law.
Iskanian v. CLS Transportation: California Supreme Court Gives Class Action Arbitration Waivers the Green Light
Today, in a decision with significant ramifications for California employers seeking to use class action arbitration waivers as a deterrent to wage and hour class action litigation, the California Supreme Court issued its long-awaited decision in Iskanian v. CLS Transportation Los Angeles, LLC, S204032 (June 23, 2014). The decision is generally good for employers seeking
House Relents on DHS Funding Debate; Leaves Executive Action on Immigration to Be Fought in the Courts
Legislative Update: On March 3, 2015, the U.S. House of Representatives agreed to strip language that would have rolled back President Obama’s executive action on immigration.
Employers frequently wonder when to pay bonuses to employees on leave under the Family and Medical Leave Act (FMLA). Do employees who do not meet certain goals due to leave qualify for such bonuses?