We previously reported (see the April 2010 issue of the Immigration eAuthority) on Utah’s law that requires businesses with more than 15 employees to use E-Verify (or another status verification system, such as the Social Security Number Verification Service) to verify the employment authorization eligibility of newly-hired employees effective July 1, 2010. However, Utah Governor Gary Herbert announced at the time he signed the bill that he intended to call the legislature into session to make compliance with the Verification of Employment Eligibility law (SB 251) voluntary for one year. Governor Herbert subsequently decided not to call for the special legislative session and the law will thus go into effect next week. The law does not define a penalty for failure to comply. Under the law, employers may register with the Utah Department of Commerce to certify compliance, though no specific registration process has been defined.
Ohio may become the 17th state to allow individuals to carry concealed guns without a permit. Currently, in the state of Ohio, in order to obtain a concealed handgun license, which is valid for 5 years, an Ohio resident must submit an application to the county sheriff, pay an initial $67 fee (or $91 if the applicant has been an Ohio resident for less than 5 years), pass a federal background check, and complete the minimum educational requirements, including a total of 8 hours of training (at least 2 of which must be in-person training).
The court in Home Care Association of America v. Weil dealt another setback to the U.S. Department of Labor’s (DOL) amendments to the Fair Labor Standards Act’s (FLSA) regulations affecting home health care businesses. On December 31, 2014, the court issued an order temporarily staying the DOL’s new regulation narrowing…..
Beware of H-1B Wage Law Violations: Company to be Debarred, Ordered to Pay Over $120,000 in Penalties and Back Pay for H-1B/LCA Violations
A recent case before the Office of Administrative Law Judges (ALJ) is a compelling reminder that violations of H-1B wage requirements can result in significant financial penalties and fines. Moreover, violations of H-1B program rules also can lead to program debarment and even criminal investigations. Noting that the “rules governing the employment of nonimmigrant workers in specialty occupations are specific and must be followed completely,” Thomas Gauza, District Director for the U.S. Department of Labor’s (DOL) Wage and Hour Division cautioned that the case demonstrates that the DOL “will not hesitate to bring legal action against employers that continue to short their employees and violate the law.”