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Archive for August, 2011

OCAHO Orders Fine Reduction

August 31, 2011 Leave a comment

Significant fines are becoming increasingly common as ICE continues to ramp up the number of I-9 audits conducted.  In cases where ICE feels the employer should be fined due to substantive errors, uncorrected technical errors, knowingly hires and continuing to employ violations, ICE will serve the employer with a Notice of Intent to Fine (NIF).  In instances where an NIF is served, charging documents will be provided specifying the violations committed by the employer.  The employer has the opportunity to either negotiate a settlement with ICE or request a hearing before the Office of the Chief Administrative Hearing Officer (OCAHO) within 30 days of receipt of the NIF. OCAHO will review the appropriateness of the fine levied by ICE.

In a recent OCAHO ruling, U.S. v. Teelah Inc., OCAHO ordered the respondent to pay $28,150 in civil penalties for failure to prepare and/or properly complete I-9 forms, finding that the penalties sought by ICE were disproportionate to the company’s size and resources.

At the Law Offices of Richard A. Gump, Jr., we represent clients clients who are subject to ICE audits.  If your business has received a Notice of Inspection (NOI) from ICE, contact our office immediately.

ICE Audit Leads to Criminal Forfeiture of $600,000

August 31, 2011 Leave a comment

A large tomato producer in southern Arizona pleaded guilty on August 26th and was sentenced for knowingly hiring and engaging in a pattern and practice of employing unauthorized aliens following an investigation by ICE.  The court issued a criminal forfeiture judgment against Eurofresh, Inc. for $600,000.  According to the factual basis of the plea, from August 2000 through December 2006, Eurofresh, Inc., through its former human resources director, knowingly hired, and continued to employ in southern Arizona, at least 17 supervisory-level employees despite the human resources director’s actual knowledge that these employees were unauthorized by law to work in the United States.

The Law Offices of Richard A. Gump, Jr. specializes in I-9 audits to help bring companies into compliance.  Be on top of your company’s hiring practices before ICE comes knocking.

DOJ Slams Farmland Foods for Immigration-Related Employment Discrimination

August 22, 2011 Leave a comment

The Department of Justice reached a settlement with Farmland Foods Inc., a major producer of pork products, resolving allegations that it engaged in a pattern or practice of discrimination by imposing unnecessary and excessive documentary requirements on non-U.S. citizens and foreign-born U.S. citizens when establishing their employment eligibility.

According to an investigation by the Office of Special Counsel for Immigration Related Unfair Employment Practices (OSC), Farmland required all newly hired non-U.S. citizens and some foreign-born U.S. citizens at its Monmouth, Illinois plant to present specific and, in many cases, extra work-authorization documents beyond those required by federal law.  Farmland has agreed to pay $290,400 in civil penalties, the highest civil penalty paid through settlement since enactment of the INA’s anti-discrimination provision in 1986.

 

A Family’s Courage

August 17, 2011 Leave a comment

Jorge G. Castaneda in his excellent 2011 book entitled MANANA FOREVER: MEXICO AND THE MEXICANS captures the Mexican character of individual responsibility over collective efforts. Mexicans, Castaneda says, tend not to trust government or other collective social efforts and rely instead on their own initiative and skills to survive. For one Mexican doctor who lives in our community, the will to survive and succeed overcame fear and intimidation.

Just over a year ago, the doctor was kidnapped at gunpoint in front of his son in the middle of his hometown in Mexico. Threatening calls from extortionists followed at his office and home. Fearing for his life and that of his family, he brought them to the U.S. to stay with his sister while he tried to determine what he could do in a foreign country that would not allow him to stay or work. Going home permanently was not an option. He and his wife had successful professional careers in Mexico as a doctor and accountant. In the U.S. the couple was unauthorized for work of any kind due to their visitor status and money was tight. Although his sister had a good job, supporting six people, three of which are teenagers, was difficult and they soon sought help from our firm to try to find a way for him to live and work in the U.S. legally.

A small glimmer of hope emerged from the grim situation when he disclosed that many years ago his mother, a dual citizen of the U.S. and Mexico living in Mexico, had applied for legal permanent residency for his sister, his brother and himself. He did not complete the process and remained in Mexico because he was attending college while his sister and brother came to the US and eventually became US citizens. Now that he was married and over 21, the quota system made that route to permanent residence hopeless.

We probed further to gain facts relating to the possible breakthrough: Was he a U.S. citizen by derivative status through his mother? Under certain circumstances a person born outside the U.S. to one U.S. citizen parent is a derivative U.S. citizen. After digging further into his family’s past, we discovered that his mom had lived in the U.S. for several years before marrying his father in Mexico. Now came the hard part: finding proof that his mother had lived in the US for at least 10 years of her life, five after the age of 14. She didn’t remember many details of her time in the US, only the city and state she lived in and with whom she had lived.

Many weeks later, after an attorney and paralegal spent countless hours of ancestry research and correspondence with the family, schools, churches, the Social Security Administration, and Citizenship and Immigration Services (the former INS), we were finally able to piece together just over 10 years of living in the US.

The documentation was organized and a timeline created. A US passport application was submitted in December 2010, along with the applicable regulations, timeline and documents showing his mother’s time spent in the U.S. The initial passport application was rejected and the application was resubmitted with a request for supervisor review in late January 2011.

After a request for extension of their visitor status was denied, the outlook became even grimmer for the family with funds running out and no relief in sight. They knew the penalty for staying in the U.S. longer than permitted but did not want to return home, where conditions were growing more dangerous by the day. Finally, the husband and wife decided to risk a return to Mexico to attempt to earn some badly needed income while the children would remain in the US with their aunt and cousin.

In March 2011, a supervisor contacted our office and indicated that he had all the required documents and he would approve the passport application if we could provide the mother’s original naturalization certificate (even though the government itself should have had proof of the document it issued). Mom located her original naturalization certificate several months later and it was submitted to the US Passport Agency in late June.

Three weeks later our office contacted the passport officer with whom we had originally spoken in March. He indicated the application was on his supervisor’s desk and would likely be approved. Within three days of this call, the US Passport Agency sent the US passport to our office via Federal Express. Bingo, he is now a U.S. citizen!

In just under a year’s time, our client went from being scared for his and his family’s life in their hometown to being a U.S. citizen. Additional efforts are underway to complete the process for the wife and children. He is now eligible to sponsor his wife and children for permanent resident green cards. The children, under 18 when their father received his U.S. citizenship, will be able to obtain U.S. passports for themselves once they receive their green cards, and the wife after 3 years of permanent residence.

The result? A Mexican family has hope and excitement for their future in the US due to a father’s desire for a better life for his family coupled with our team’s expertise in researching legal evidence of ancestry.

Categories: Immigration Tags:

WSJ on the Effects of ICE Audits

August 16, 2011 Leave a comment

For the third time in 2011, the Wall Street Journal published an article regarding the effects of ICE initiated immigration audits.

Self Check Expands to 21 States

August 16, 2011 Leave a comment

E-Verify has expanded the number of states in which the Self Check program is available.  Individuals can check their employment eligibility status before being hired in 21 states, including:

Arizona, California, Colorado, the District of Colombia, Idaho, Louisiana, Maine, Maryland, Massachusetts, Minnesota, Mississippi, Missouri, Nebraska, Nevada, New Jersey, New York, Ohio, South Carolina, Texas, Utah, Virginia, or Washington.

As a reminder, employers cannot require an individual to run a Self Check at any time during the hiring process.  However, employers may utilize E-Verify to check the employment eligibility status of new hires.

Categories: Immigration Tags: , , ,

FDNS Employment Verification Questionnaire Released

August 12, 2011 Leave a comment

The Vermont Service Center has released a copy of the Fraud Detection and National Security (“FDNS”) Employment Verification Questionnaire. FDNS Site Inspectors should follow this questionnaire when performing site visits for H-1B and R-1 petitions. Some of the questions include:

· Employer name, address, number of employees and number of H-1B employees

· Employee name, DOB, address, phone, worksite address, exact dates of employment at each location, phone number, work hours, salary, date employment started, title and duties, beneficiary’s benefits and if the employee has been away from work other than normal sick or vacation time

· Employee Supervisor information such as name, title, phone, employer and worksite address

The site inspector will request copies of the beneficiary’s Form W-2 and two recent pay stubs.

If the employee works offsite at a 3rd party employer, the site inspector may request additional information such as name, address and phone number of the employer, number of employees placed at that location, duties at that location, name of the person who directs the day to day activities of the beneficiary, methods of evaluation of the employees performance.

The officer may also request copies of the contracts between the 3rd party employer and the company as well as confirmation that an updated LCA has been submitted if there has been a change in work location.

In addition to asking questions and gathering documentation, the site inspector may speak with the employee, the employee’s supervisor and a representative of the company to determine whether the petitioner and the beneficiary have met or continue to meet eligibility requirements.

After the inspection, the site inspector will prepare a report that is reviewed by an FDNS Officer. The officer will use the report to determine whether or not the petitioning organization qualifies for the benefit sought. If FDNS cannot verify the information on the petition or finds the information to be inconsistent with the facts recorded during the site visit, additional evidence from the petitioner make be requested.

The USCIS provides petitioners and their representatives of record (if any) an opportunity to review and address the information before denying or revoking an approved petition based on information obtained during a site inspection.

Categories: Immigration Tags: , , ,

DOL Prevailing Wage Determinations on Hold

August 12, 2011 Leave a comment

Recently, the DOL’s Office of Foreign Labor Certification announced the temporary suspension of the processing of prevailing wage determinations for most case types, including PERM and H-1B.

 A court order issued in June 2011 by a US District Court relating to the re-issuance of prevailing wage determinations for H-2B applications requires the National Prevailing Wage Center to re-issue 4,000 prevailing wage determinations. The determinations, many of which have multiple locations listed, must be completed manually by OFLC personnel and the DOL has dedicated all of its resources to complete this task as quickly as possible.

 The DOL has indicated that the process should be completed by October 1, 2011.  Until the reissuance of the H-2B prevailing wage determinations has been completed, no prevailing wage determinations will be issued for H-1B and PERM applications.  This decision by the DOL will greatly impact the completion and submission of Labor Certification (PERM) applications.   A Prevailing Wage Determination is generally the first step in the PERM process and a PERM application cannot be filed without it.

 In most circumstances, the H-1B process will not be affected. The Occupational Employment Statistics (“OES”) provided by the Foreign Labor Certification Data Center are available online. The OES wages are the same as those used by the National Prevailing Wage Center and therefore are accepted by the DOL for Labor Condition Applications (“LCA”).

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