Workplace Immigration Trends and Issues: Do's and Don'ts from Recruitment Through Termination

Date: Live webinar was held on May 5, 2011
Length: 90 minutes
Continuing Education Credits: 1.5 MCLE (CA, NY), 1.5 HRCI (PHR, SPHR, GPHR)
Materials: *On-Demand Webinar, Audio Download (mp3), Slide Deck Download (pdf), Work Visa Chart (pdf)
Duration: Available until May 5, 2013
Cost: $19.95

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Summary
Workplace immigration issues are at the forefront for employers this year. Social Security no-match letters are back. The United States Citizenship and Immigration Service (USCIS) is reporting an uptick in I-9 and worksite enforcement compliance audits for employers of all sizes. Employers sponsoring H-1B and L-1 visa employees for the first time have to certify compliance with export control rules, and much more. Join Miller Law Group and immigration attorney Laura J. Mazel for a discussion of recent trends and forecasts in immigration in the employment setting, plus guidance on how to on-board and retain foreign national candidates without violating immigration or employment laws. Topics we will cover in depth include:

How to meet employment verification obligations, including I-9s, E-Verify, and no-match letters;
What to do when Immigration comes knocking; protocols and tips for handling compliance visits and raids;
A primer on the most commonly used visas;
A look at what you can -- and can't -- ask about immigration issues during the hiring process;
How to comply with the new export control compliance certification requirements for H-1B and L-1 employers; and
The ramifications of salary reductions and terminating employees on visa status.

Presenters
Michele Ballard Miller, Attorney, Miller Law Group
Carolyn Rashby, Attorney, Miller Law Group
Laura J. Mazel, Attorney, Weaver, Schlenger & Mazel

Disclaimer
This recorded webinar is presented by Miller Law Group and EKO to review recent developments in employment law. This presentation is designed to provide informative and current information as of the date of the webinar and should not be considered legal advice.