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ICE Extends I-9 Compliance Flexibility | Verrill


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Those responsible for employee onboarding can breathe a sigh of relief after U.S. Immigration and Customs Enforcement last week announced that they would extend flexibilities that were instituted last year as a result of COVID-19. Specifically, the announcement extends the agency’s previous rules until August 31, 2021.
The rule applies to employees if they 1) are hired on or after June 1, 2021 (but the previous rules have been in effect since March 2020); and 2) work exclusively in a remote setting due to COVID-19. Specifically, employees hired who meet the above two pre-requisites are temporarily exempt from the physical inspection requirements set forth in Section 2 of the Form I-9 Employment Eligibility Verification process. This exemption applies until the employee is non-remote or August 31, 2021, whichever is earlier. ....

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Employer Insights: Florida's E-Verify Requirements in 2021 | Shutts & Bowen LLP


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Last year, a new law was enacted requiring public and private employers to comply with Florida’s new E-Verify mandates, with Fla. Stat. § 448.095 of the Florida Statutes taking effect on January 1, 2021.  The law makes the use of the web-based E-Verify system, regulated by the Department of Homeland Security, mandatory for all government and public employers. Employers in the State of Florida should be aware of potential required changes to their hiring procedures in 2021.
Which employers are affected?
Pursuant to that statute, every public employer, contractor and subcontractor in the state of Florida is required to enroll in and use the E-Verify system to verify the identity and confirm the eligibility of all new employees.  For purposes of § 448.095, a contractor is a person or entity that has entered into or is attempting to enter into a contract with a public employer to provide labor, supplies, or ....

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ICE Warms To The Cold Realities Of COVID-19: Latest I-9 Virtual Flexibility Guidance Extended To May 31, 2021 - Immigration


Seyfarth Synopsis:
This announcement
extends the flexibilities in rules relating to Form I-9 compliance
that was initially granted last year. It also expands the scope of
the in-person exemption benefit to certain employees,
and offers flexibility for companies that are phasing back in
employees, as doing so will no longer trigger the in-person
requirement for all new hires.  While an improvement in the
overall dialogue, the guidance leaves uncertainty regarding the end
of I-9 virtual flexibility, and as such, employers should consider
moving away from the virtual completion model while continuing to
heavily document current practices.
With employers impatiently waiting, the U.S. Immigration and ....

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