In this podcast, WR Immigration Director of Visa Consulting Charlie Oppenheim and Partner Joey Barnett give an update on the investor visa program. Our team covers a range of topics including a review of 2022 visa report, the May Visa Bulletin, concurrent filing strategies, and more!
By Kimberley Best Robidoux Are you ready for November 1? If you’re wondering why we’re asking, it’s because November 1 is the day that employers may use ONLY the new edition of the Form I-9 (dated 08/01/2023). If you didn’t remember, never fear. At WR Immigration, we are I-9 geeks and keep track of all these dates so you don’t have to. And the new I-9 is definitely something to get excited about: it’s back to one page again (if you don’t count Supplement A (Preparer/Translator) and Supplement B (Rehire and Reverification), that is). Not only is the Form I-9 a one-page form again, but the instruction pages have been reduced from 15 to 8 and the List of Acceptable Documents (LOAD) has been slightly updated to provide employers and employees with links to I-9 Central and the M-274 Handbook for Employers that contain detailed information about many of the documents that are acceptable but not specifically listed on the LOAD. If you’re unsure or unaware of the details of the 50+ additional acceptable documents, contact a WR Immigration attorney for assistance to avoid potential discrimination in the I-9 process. And, do not forget about the new Alternative Procedure that […]
As the world reels from the invasion of Ukraine by Russia and the resulting crisis, affected HR professionals, and Ukrainian and other employees, are scrambling to address the ensuing issues and problems. Below are tips, updates, and resources that may be helpful. Tips for HR Professionals Ukrainian employees will be suffering, and it’s understandable that HR professionals will want to help however they can. Other employees also may find it difficult to cope with the ongoing bad news, and Russian employees may be affected. HR professionals don’t need to just sit idly by. Some things to do include: Decide what type of support your company can offer and deliver. For example, are counseling, bereavement support, mental health benefits, and life guidance services covered and available, such as through an employee assistance program? Can HR offer employees practical help in their area? Can the company offer flexible working hours and time off, relaxed mobile phone policies, unpaid holidays or paid special leave, or adjusted deadlines through managers? Send out a company-wide message of support rather than contacting individuals. This helps to avoid any appearance of discrimination or privacy violation. Managers/supervisors can be enlisted to take the lead in talking with their teams and offering targeted […]
