As reported on the Hunton Andrews Kurth Business Immigration Insights blog, as employers throughout the United States increasingly move to remote work arrangements for employees, they are confronted with challenges in completing Form I-9. An employer must inspect an e employee’s original identity and employment authorization documents in the physical presence of the employee within 3 business days after employment begins.
Continue Reading COVID-19: How Can Employers Hire Remotely and Maintain I-9 Compliance?

If 2017 is any indication, the new year will bring a fresh cascade of changes – both announced and unannounced, anticipated and unanticipated – in the business immigration landscape.  Few, if any, of these changes are expected to be good news for U.S. businesses and the foreign workers they employ.
Continue Reading Buckle Your Seatbelts: 2018 Will Be a Watershed Year in Business Immigration

On December 24, 2009, the National Labor Relations Board ("NLRB") issued a revised version of its Case Handling Manual (Part One).  For those inside the NLRB, the Manual provides guidance on various internal policies and procedures for enforcement proceedings.  For those outside the NLRB, the Manual not only states how the agency is likely to deal with issues that arise during such proceedings, but also provides insight into the agency’s enforcement priorities.  Part One (the part recently revised) covers unfair labor practice (“ULP”) charges, but also includes sections that apply to representation elections and compliance proceedings as well.Continue Reading Revisions to NLRB Case Handling Manual Hint at More Rigorous Enforcement