HOME ABOUT US IMMIGRATION SERVICES RESOURCES BLAWG CONTACT US
are you an EMPLOYER
GoffWilson can help you with a broad range of immigration matters, such as obtaining appropriate visas for your foreign-born employees here or around the globe, managing compliance issues, and more.
Fueling growth with talent from abroad Brian Testa of KBACE Technologies relies on GoffWilson to secure H-1B visas for the highly skilled workers the company needs to grow.
see how we help employers
Employer
are you an EMPLOYEE
Today’s global economy offers a wealth of opportunities to develop your talents and advance your career. We can help you obtain the right visa for employment or permanent residency in the U.S., establish a business, and tackle new challenges wherever they are.
Easing the path from employee to entrepreneur When Daniel Baloche decided to start a business in the US, he turned to GoffWilson to streamline the E-2 visa process and help him get up and running.
see how we help employees
Employee
does your FAMILY need immigration help?
We have helped many families overcome complex legal barriers to marry or bring loved ones from other countries to the United States. We are professionals at helping families to establish residency in the U.S. and facilitating the journey from immigrant to citizen.
Bringing sisters back together in America Mona Smith and Zaleha Osman, originally from Singapore, credit GoffWilson with navigating the complex process that led to permanent residency.

see how we help families
Family
Subscribe for bLAWg
updates via email


Past Articles


2024
2023
2022
2021
2020
2019
2018

Biden Administration Lets Worker-Visa Ban Expire

04/01/2021

Good news for foreign-born workers and employers: the Biden administration has allowed a pandemic-related ban on a handful of temporary-worker visas to expire. This move will make a wide swath of U.S. businesses very happy—the controversial ban was the subject of a lawsuit brought by several large business groups, including the National Association of Manufacturers and the U.S. Chamber of Commerce. 
 

The Worker-Visa Ban

 
The ban on temporary-worker visas was implemented last June when the Trump administration issued the Proclamation Suspending Entry of Immigrants Who Present Risk to the U.S. Labor Market During the Economic Recovery Following the COVID-19 Outbreak. The ban covered temporary employment visas such as:  
 
  • H-1B
  • H-2B
  • L-1A
  • L-1B
  • Certain J-1 
 
The ban also encompassed corresponding visas such as the H-4, which are issued to the spouses of workers on H-1B visas, and the L-2, which is for spouses of employees on L-1A and L-1B visas. Originally, the ban was set to expire on December 31, 2020, but it was extended until March 31, 2021, before President Trump left office. 
 

What the Ban’s Expiration Means for Employers

 
The most notable element of the Biden administration allowing the proclamation to lapse is the end of the moratorium on H-1B visas, a temporary-worker visa for individuals in specialty occupations that require specialized knowledge. For example, H-1B visas are frequently used by technology companies to fill their ranks of coders and engineers.
 
Tech companies have been lobbying for the elimination of this ban since its implementation. In August, some of the nation’s tech giants—such as Amazon, Facebook, Apple, Microsoft, Netflix, and Twitter—signed a brief challenging it. It’s also been reported that there has been pressure on the Biden administration to lift the ban since taking office. 
 
Among the many benefits of the ban’s expiration is that it allows technology companies to access much-needed skilled employees. During the height of the pandemic, while many brick-and-mortar companies struggled, technology-based businesses thrived, outpacing the pool of qualified employees. A report from the National Foundation for American Policy (NFAP) shows job vacancy postings increased in computer-related positions by 11% as of March 2021.
 

Affected Visas Important to Other Industries  

 
High-skilled and high-profile visas like the H-1B, L-1A, and L-1B will steal headlines, but letting the ban expire also opens up H-2B visas—used to fill temporary, seasonal jobs in non-agricultural industries, like hospitality—before a busy summer season. Regionally, Maine businesses and lawmakers have already signaled the need for these important employees ahead of what looks likely to be a bustling tourist season.
 

Other Favorable Immigration Moves

 
Allowing the ban on temporary workers to expire comes on the heels of other favorable immigration policies from the Biden administration. At the beginning of March, they revoked the previous administration’s proclamation banning legal immigration for family members of U.S. citizens and residents. 
 

GoffWilson Immigration 

 
GoffWilson has long been a partner of employers seeking to access a global labor force. From securing H-1B visas to bring the world’s best and brightest minds to fill valuable, hard-to-place positions to ensuring access to much-needed seasonal workers, put our 30+ years of experience to work for you. Contact us today—immigration is what we do!

H-1B Visa Electronic Registration is Almost Here

02/18/2021

H-1B filing season is just around the corner and if your business is hopeful to land one of these coveted visas, the time to start preparing is now. USCIS recently announced the initial registration period will run between March 9, 2021, and March 25, 2021. 
 

The H-1B Visa Application Process

 
For the second year in a row, an online registration process will be used to streamline the exchange of information between USCIS and employers. Nominal information is needed to register, such as:
 
  • Legal name 
  • Gender
  • Date of birth 
  • Country of birth
  • Country of citizenship
 
The registration will also want to know if the applicant is, or will be, eligible for the advanced-degree cap. 
 
Provided registrations outnumber the H-1B cap—there is no indication this won’t happen—prospective petitioners will be chosen via lottery, as has been the practice in prior years. The DHS announced the delay of the implementation of a Trump-era regulation that would have shifted the lottery to a wage-tiered system. 
 
USCIS will notify employers and their immigration counsel of winning registrations by March 31, 2021. On April 1, 2021, USCIS will start to accept cap petitions. It’s important to note that, while registration requires minimal information, it is imperative that businesses enter this period prepared and should work with counsel to ensure the best success for the H-1B visa. Proactive businesses will also have begun collecting the supporting information and documentation to ensure a smooth filing. Immigration counsel will walk you through what is needed. 
 

H-1B Visas

 
Only 65,000 H-1B visas are made available each year with an additional 20,000 open to individuals possessing a U.S. master’s degree or higher. The imposed quota is called the H-1B Cap. To highlight how in-demand these visas are, USCIS received about 275,000 registrations last year. Roughly 46% of all registrations were for prospective petitioners with U.S. advanced degrees.
 

Goffwilson Immigration Law 

 
GoffWilson is a valuable partner in the H-1B process, ensuring the smooth navigation of everything from registration to filing a full petition. We can also ensure that potential beneficiaries are worthy of an H-1B visa, saving businesses time and money in the long run. GoffWilson’s complete H-1B petition packages include the required USCIS forms and filing fees, a Labor Condition Application (LCA), information surrounding the employer and the offered position, and documentation regarding the employee.  
 
Do you have questions about the H-1B Visa and the application process surrounding it? Our H-1B team has assisted thousands of employers and employees with H-1B applications and we are waiting to help you. Contact GoffWilson today and set yourself up for success this H-1B season.

I-9 Requirement Flexibility Extended

12/28/2020

 
The Department of Homeland Security (DHS) and Immigration and Customs Enforcement (ICE) have, once again, extended the I-9 flexibility that was set to expire December 31, 2020 for 30 more days. Following this extension, increased I-9 flexibility for remote workplaces will run through January 31, 2021.  

History of Increased I-9 Flexibility 

The DHS and ICE instituted increased I-9 flexibility on March 19, 2020, in response to the precautions employers and employees were taking because of COVID-19. This is the seventh time since the policy’s establishment that it has been extended—a process we have detailed extensively on our blawg: 

What is increased I-9 Flexibility?

Increased I-9 flexibility allows employers to verify an employee’s identity and authorization documents remotely using fax, email, or a video link. Employers have three business days to physically inspect the documents when “normal” operations resume.  

Who Qualifies?

It’s important to know that the increased flexibility only applies to employers and workplaces operating 100% remotely. There are relatively few exceptions for businesses with employees present at workplaces; however, the DHS will evaluate situations where employers or employees are subject to COVID-19 quarantine or lockdown protocols on a case-by-case basis. 

Looking Ahead 

It’s hard to predict the future of I-9 flexibility for remote employers, especially when you take into account that it has already been extended numerous times and COVID-19 cases are surging in the U.S., but it is reasonable to assume that the flexibility will be extended once again before January 31, 2021. The DHS and ICE advise employers to monitor their websites for the latest news about I-9 flexibility—particularly when it will be terminated.

GoffWilson

With a gray area around who qualifies, no clear end date, and a short window to bring documentation up to date when “normal” operations resume, it behooves employers to have a plan in place for I-9 compliance. GoffWilson solely practices immigration law and has assisted businesses of all sizes and types to develop strategies to remain I-9 compliant. If you have a question about what the latest extension means for your company, or any other I-9 or immigration questions, contact GoffWilson today! Immigration isn’t just what we do, it’s our passion.

DHS Extends TPS for Six Countries

12/08/2020

The Department of Homeland Security (DHS) recently announced in a Federal Register Notice that it will comply with a series of court orders and injunctions by extending the Temporary Protected Status (TPS) of beneficiaries from six countries for nine months. The six countries covered are:
  • El Salvador
  • Haiti
  • Honduras
  • Nepal
  • Nicaragua
  • Sudan
TPS status was set to expire for those from the aforementioned countries on January 2, 2021, and coverage will now continue to October 4, 2021. 
 

What is TPS?

 
TPS provides a safe haven in the U.S. for foreign nationals escaping from countries experiencing armed conflicts, natural disasters, and other events who may not qualify for asylum and for whom potentially dangerous situations in their home countries makes them disinclined to return. TPS allows recipients to live and work in the U.S., but it does not provide a path to permanent residence. The Secretary of the DHS must periodically review TSP status and can choose to extend it for periods of six to 18 months if conditions in the country continue to meet the requirements for designation. 
 

What the TPS Extension Means for Employers 

 
The Federal Register Notice automatically extends the expiration of all TPS-related documentation for the six covered countries through October 4, 2021. This documentation includes:
  • Employment Authorization Documents (EADs)
  • Forms I-797
  • Notices of Action 
  • Forms I-94
  • Arrival/Departure Records
More simply, the order allows covered individuals to live and work in the U.S. for the next nine months. It also spans through the Trump presidency and into President-elect Biden’s time in office. President-elect Biden has vowed to not return TPS recipients to unsafe countries.
 
Use the chart below to determine which documents a current TPS beneficiary may present, along with the new expiration date of their automatically extended EAD. 
 
If the employee’s EAD has
category code of A-12 or C-19
and a Card Expires date of:
Enter the new expiration date of
the employee’s automatically
extended EAD on Form I-9:
You must reverify the
employee before they
start work on:
07/22/2017 10/04/2021 10/05/2021
11/02/2017 10/04/2021 10/05/2021
01/05/2018 10/04/2021 10/05/2021
01/22/2018 10/04/2021 10/05/2021
03/09/2018 10/04/2021 10/05/2021
06/24/2018 10/04/2021 10/05/2021
07/05/2018 10/04/2021 10/05/2021
11/02/2018 10/04/2021 10/05/2021
01/05/2019 10/04/2021 10/05/2021
04/02/2019 10/04/2021 10/05/2021
06/24/2019 10/04/2021 10/05/2021
07/22/2019 10/04/2021 10/05/2021
09/09/2019 10/04/2021 10/05/2021
01/02/2020 10/04/2021 10/05/2021
01/05/2020 10/04/2021 10/05/2021
03/24/2020 10/04/2021 10/05/2021
01/04/2021 10/04/2021 10/05/2021

 

GoffWilson Immigration Law 

 
If you or your business have any questions about how this notice affects I-9 compliance, how to properly process I-9s for those with extended work authorizations like TPS, or have any issues with employees or would-be employees from these six countries, contact GoffWilson today. GoffWilson solely practices immigration law and is a valuable partner to businesses with foreign-born workers—helping them access a global workforce and remain in compliance with complex and ever-changing immigration law. Immigration isn’t just what we do, it’s our passion!

I-9 Flexibility Extended Until the New Year

11/19/2020
 
Happy holidays to employers and workplaces operating remotely due to the COVID-19 pandemic—the Department of Homeland Security (DHS) and Immigration and Customs Enforcement (ICE) have extended their guidance allowing increased I-9 flexibility through December 31, 2020.
 
Through the guidance, workplaces functioning remotely are allowed to inspect Section 2 documents over video, fax, email, or other formats. 
 

Increased I-9 Flexibility During COVID-19 

 
The policy was originally enacted on March 20, 2020, and was scheduled to expire after 60 days. Since its announcement of the guidance, DHS has extended it six times (including this most recent extension). The last time the guidance was revisited was September 19, 2020, when DHS extended the policy for an additional 60 days, having it run through November 19, 2020. 
 
GoffWilson has rigorously detailed the policy and its extension over this period of time on our blawg: 
 

Who The Guidance Applies To 


Increased I-9 flexibility only applies to employers and businesses that are operating remotely. Businesses with employees physically present at the workplace do not qualify for these exceptions and must follow the normal rules and regulations to remain in compliance. 

Eligible employers taking advantage of this guidance will want to note, under the current policy, when “normal operations” resume, they’ll have just three days to verify the employment eligibility in-person of any employee onboarded remotely.
 

Looking Ahead at I-9s

 
It’s hard to predict how long employers can anticipate the increase in I-9 flexibility to last, especially given the number of times it has already been extended. It’s similarly difficult to anticipate how DHS and ICE will resume “normal operations.”  
 

GoffWilson Immigration Law  

 
Solely practicing immigration law, GoffWilson can provide businesses with clarity, help them to develop a proactive plan (for the present and future), and remain in compliance when dealing with fluid regulations such as the guidance on increased I-9 flexibility. GoffWilson is a partner to businesses operating globally and a valuable resource for staying current on complex and ever-changing immigration law. Contact GoffWilson today—immigration isn’t just what we do, it’s our passion!

H-1B Visa Changes Are on the Way

10/23/2020

The Department of Homeland Security (DHS) has published regulatory changes that further restrict H-1B visa eligibility. The changes are set to take effect on December 7, 2020, although they’re already facing challenges in court. Some of the key changes are:
 

Specialty Occupation

 
The rule changes the definition of a “specialty occupation” and now requires a direct relationship between the degree field(s) and the duties of the position. General degrees, such as engineering or business, without further specialization or explanation, are no longer sufficient. In cases involving degrees in multiple and dissimilar fields of study, petitioners must demonstrate how each field provides specialized knowledge and is directly related to the position. Petitioners must establish that a bachelor’s degree in a specific specialty is a minimum requirement for entry into the occupation in the U.S. by establishing that: 
 
  • The required degree is always the requirement for the occupation as a whole;
  • The required degree is always the requirement within the relevant industry;
  • The required degree is always the petitioner’s requirement for the position; or
  • The specific duties of the position are so specialized, complex, or unique that the required degree is necessarily required to perform these duties.
 

Third-Party Worksites

 
The rule adds specific definitions of “worksite” and “third-party worksite” and sets a one-year maximum validity period for all H-1B petitions in which the beneficiary will be working at a third-party worksite. A worksite is now defined as “the physical location where the work is actually performed by the H-1B nonimmigrant.” A third-party worksite is now defined as “a worksite, other than the beneficiary’s residence in the United States, that is not owned or leased, and not operated, by the petitioner.” 
 

Employer-Employee Relationship

 
The rule also changes the definitions of “United States employer” and “employer-employee relationship.” Specifically, a U.S. employer is defined as a person, firm, corporation, company, or other association or organization in the United States which: 
 
  • Engages the beneficiary to work within the U.S., and has a bona fide offer for the beneficiary;
  • Has an employer-employee relationship with respect to employees under this part; and
  • Has an Internal Revenue Service Tax identification number.
 
The employer-employee relationship is defined to be the “conventional master-servant relationship as understood by common-law agency doctrine” and is to be evaluated by USCIS through a list of eleven factors. A petitioner must also provide corroborating evidence of work in a specialty occupation at the time of filing.
 

Site Visits

 
The rule states the authority of USCIS to conduct H-1B site visits and describes the scope of inspections, which may include the petitioner’s headquarters, satellite locations, or the location where the beneficiary works or will work, including third-party worksites. The rule also specifies that failure or refusal to cooperate with a site visit may be grounds for denial or revocation of any H-1B petition for the location(s) which are a subject of inspection.
 
Contact GoffWilson today to prepare yourself and your employees for these regulatory changes. GoffWilson solely practices immigration law and is an ideal partner for navigating complex and ever-changing immigration laws.

Federal Judge Blocks Big Hikes in Immigration Fees

10/02/2020

 
A federal judge has temporarily blocked the U.S. Citizenship and Immigration Services’ (USCIS) increase in fees (more than 80% in some cases)—targeting individuals wanting to immigrate to and become citizens of the United States—that were slated to go into effect on October 2, 2020. 
 

Increase immigration Fees

 
The most significant issue that immigration advocates have with the USCIS rule was the proposed fee hikes, which were both sweeping and steep. Below are some of the notable price changes, along with the percentage of the increase:
 
  • H-1B visa: $460 to $555 (+21%)
  • L visa: $460 to $805 (+75%)
  • O visa:$460 to $705, (+53%)
  • P visa: $460 to $695 (+51%)
 
The cost of other visa petitions such as those for TN, E, Q, and R visas are also all marked for increases greater than 50%. Additionally, the USCIS rule seeks to impose higher fees on companies with more than 50 employees with at least 50% of their workforce in H-1B and L-1 status by imposing an additional $4,000 fee on extensions. 
 
Immigrants wanting to become U.S. citizens are not immune from the price hike; naturalization application fees would soar from $640 to $1,160—more than an 80% increase. For context, the last time the fees for naturalization rose was in 2016, when they went up roughly 20%. 
 

Setting the U.S. Apart

 
Seemingly no immigrant group would be exempted by the cost increases—the rule would also establish a $50 charge to individuals applying for asylum, as well as begin charging asylum applicants $490 for employment authorization documents (EAD), something which is currently free. This change would make the United States one of the few countries in the world to charge a fee to asylum seekers. 
 

Longer Premium Processing Times and Higher Costs 

 
The other notable proposed change halted by the block is longer premium processing times, as the USCIS would have begun processing cases within 15 business days, as opposed to the current 15 calendar days it currently operates within. Additionally, under the stopped USCIS rule, premium processing fees on services other than H-2B and R-1 petitions are slated to jump from $1,440 to $2,500. 
 

The Reason for the Increase in Fees 

 
USCIS is a fee-funded agency, meaning that a considerable portion of their funding comes from the fees it collects. The reasons for the shortfall of funding are up for debate; some cite the substantial decline in immigration applications that has resulted due to the coronavirus pandemic, while others argue that the White House’s restrictive immigration policies and anti-immigrant rhetoric, along with increased costs from their more intense application processing is responsible for the shrinking revenue. 
 
The lack of funding has forced USCIS to make spending cuts and the department has made repeated threats of furloughing a large portion of their workforce.  
 

The Ruling 

 
U.S. District Judge Jeffrey S. White (who was appointed by President George W. Bush) issued a preliminary injunction of the USCIS rule, finding numerous flaws in it—most notably, USCIS’s failure to sufficiently justify the large fee increases and failure to take into account the impact the significant fee increases will have. Judge Jeffrey White also questions the legitimacy of the acting secretary of the Department of Homeland Security, Chad Wolf, as he was potentially unlawfully appointed and never confirmed by the Senate. 
 

What this Ruling Means

 
It’s always difficult to predict exactly how these rulings will translate. In the short-term, Judge White’s ruling halts the massive fee increases which is a win for immigrants in, and hoping to come to, the U.S. On the negative side, it could mean that USCIS follows through on furloughing employees, which will lead to longer processing times. 
 
In the long-term, the court striking down the legitimacy of the acting secretary of the DHS could have a ripple effect on the policies enacted under his watch, which could theoretically undo a considerable amount of the Trump administration’s immigration policies put in place over the past year and half. 
 

GoffWilson Immigration Law

 
If you’re interested in learning what this ruling means for you, your family, or your business, contact GoffWilson today. For example, fee hikes are likely coming and those who act early might save a sizable amount of money. Solely practicing immigration law, GoffWilson is uniquely qualified to help you navigate the complex and ever-changing U.S. immigration laws and develop an immigration strategy tailored to your personal needs. At GoffWilson, immigration isn’t just what we do, it’s our passion.

I-9 Flexibility Extended Once Again

09/16/2020
 
In March, at the outset of COVID-19, the Department of Homeland Security (DHS) and Immigration and Customs Enforcement (ICE) announced a host of temporary changes to I-9 compliance to accommodate the stay-at-home orders and dramatic shift to remote work brought by the coronavirus pandemic. GoffWilson has detailed the announcement and its extensions extensively on our blog: 
 
 
On September 15, DHS and ICE announced an extension of the flexibility of I-9 requirements for another 60 days, pushing the expiration date to November 19, 2020.
 

What You Need Know 

 
The most notable aspect of this extension is that it pertains solely to employers and workplaces that are operating remotely. Under the guidance, employers operating remotely are able to inspect Section 2 documents over video, fax, email, or other formats—noting “COVID-19” in the Additional Information section. 
 
When “normal” operations resume, employers have three days to make a physical inspection of Section 2 documents and should write “physically examined” with the date of inspection in the field for Additional Information. 
 
It’s important to note that employers who have employees physically present at their places of business are excluded from this flexibility and must verify employment eligibility documentation in person. 
 

Moving Forward 

 
DHS is monitoring the current situation and will continue to update this guidance as necessary; they encourage employers to monitor both the DHS and ICE websites for updates on when they will terminate the extension and when normal options will resume. The situation is fluid and it’s difficult to predict what will happen going forward—the announcement has already been extended multiple times. 
 
Regardless of whether or not the announcement is extended again in November, it is vital that your business have a strategy for resuming “normal” operations. Neither DHS nor ICE have given any indication that they’ll be anything but rigid when it comes to timelines at the conclusion of this guidance. 
 

GoffWilson Immigration Law 

 
For more than 30 years, GoffWilson has been the go-to resource for I-9 compliance, providing everything from comprehensive company audits to training workshops, along with annually holding public training seminars. If your business needs help instituting a post-COVID strategy, or wants to take a preemptive compliance measure such as performing a self-audit, contact GoffWilson today. Immigration isn’t just what we do, it’s our passion.

I-9 Flexibility Extended an Additional 30 Days

08/20/2020
 
On August 19, 2020, the Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) announced another extension of their increased flexibility with I-9 compliance in response to COVID-19. Originally announced at the end of March, the guidance, which was set to expire on August 18, will now run through September 19. 
 

Employers Affected 

 
The increased I-9 flexibility guidance only applies to workplaces that are operating remotely and allows these businesses to perform a virtual inspection of documents via video call, email, or fax rather than the traditional in-person document review. Employers should take care to follow the updated DHS recommendations for virtually processing I-9s that were released when the guidance was extended in July; details can be found in our blawg, Temporary COVID-19 Form I-9 Policies Continue. 
 
It’s important to note that the extension only applies to employers operating entirely remotely. If a claim to an exception is nuanced—for example, the executive team is working on-site but the support staff is working virtually—it’s important to discuss with counsel before taking any I-9 action. 
 

Temporary Flexibility for Certain I-9 Requirements  

 
The United States Citizenship and Immigration Service (USCIS) also announced that employers are permitted to accept Form I-797 Notice of Action showing approval of an Employment Authorization Document (EAD) (Form I-765) as a List C employment authorization document for Form I-9 compliance. This change is the result of a delay in the production of certain Employment Authorization Documents (Form I-766, EAD). 
 
Important takeaways include: 
 
  • Form I-797 is acceptable to show approval of an EAD application—as a List C document—between December 1, 2019, and August 20, 2020 
  • Employers must re-verify employees who use Form I-797 as a List C document by December 1, 2020 
  • Form I-797 doesn’t prove identity and cannot serve as a List A or List B document 
 
USCIS is encouraging employers to accept new EADs from employees as soon as they receive them in advance of the December 1 deadline. 
 

I-9 Uncertainty 

 
There is a great deal of flux in I-9 compliance at the moment, making long-term planning difficult. Both DHS and ICE encourage employers to monitor their websites for updates about extensions and the resumption of normal operations. This leaves open the possibility of increased I-9 flexibility ending abruptly. It’s also just as likely that the guidance will be extended again on September 19, as it has already been multiple times. 

When the guidance ends and “normal” business operations resume, employers will have just three days to make a physical inspection of documents and DHS and ICE have given no indication that they will relax their timelines. This makes it vital that employers have a plan in place for resuming “regular” operations. 
 

GoffWilson Immigration Law 

 
GoffWilson has long been a leader in I-9 compliance—routinely holding seminars and training along with performing rigorous company audits. If you have a question about how your business should proceed to process I-9s in the current environment, or would like to develop a strategy for the reinstitution of pre-COVID I-9 compliance, we can help. Contact GoffWilson today—immigration isn’t just what we do, it’s our passion!

ICE Extends I-9 Flexibility

07/21/2020

Last week, the Department of Homeland Security (DHS) and Immigration and Customs Enforcement (ICE) announced the extension of the guidance increasing flexibility in I-9 compliance and relaxing in-person verification requirements. This marks the third time the policy, which was established in late March, has been extended—preceding this action, it had been extended for 30 days on May 19 and another 30 days on June 19. For the moment, the policy is slated to run through August 19. 
 

I-9 Extension and Employers

 
The extension of the guidance applies to employers operating 100% remotely as a result of the coronavirus pandemic. It also covers newly hired and existing employees who are subject to quarantine or lockdown protocols. Our blawg, I-9 in the Age of COVID-19, thoroughly explains the details of the original DHS and ICE guidance. 
 

What’s New in the Extension

 
While the announcement extended the increased I-9 flexibility, it ended ICE’s policy granting extensions to employers who were served notices of inspections (NOIs). Prior to the recent announcement, employers served with NOIs were granted an additional 30 days to respond.  
 

The Extension Going Forward 

 
As previously stated, this extension is set to expire on August 19. Over that time, DHS and ICE will monitor the pandemic and provide updated guidance when necessary. Employers are required to monitor both the DHS and ICE websites for when normal operations will resume. Another website to keep current on is GoffWilson.com.  
 

GoffWilson Immigration Law

 
GoffWilson is committed to being a go-to resource for the immigrant community and those who employ and support them. We regularly update the resources page of our website to ensure easy access to the most recent forms, while our blawg is a reliable source for keeping informed of the latest in immigration law. 
 
Immigration law is a complex and ever-changing field, which can leave many businesses flustered. If you have questions about the latest extension or any other immigration subject, contact GoffWilson today. Immigration isn’t just what we do, it’s our passion!
Displaying results 21-30 (of 61)
 |<  <  1 - 2 - 3 - 4 - 5 - 6 - 7  >  >| 
Home | GoffWilson, P.A. © 1998 | 2025 All Rights Reserved | info@goffwilson.com | Toll free: 800.717.8472