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MILITARY RECRUITMENT PILOT PROGRAM
The Secretary of Defense authorized the military services to recruit certain legal aliens whose skills are considered to be vital to the national interest. Those holding critical skills - physicians, nurses, and certain experts in language with associated cultural backgrounds - would be eligible. To determine its value in enhancing military readiness, the limited pilot program will recruit up to 1,000 people, and will continue for a period of up to 12 months. Read More
ELIGIBILITY
1. The applicant must be in one of the following categories at time of enlistment
a. asylee, refugee, Temporary Protected Status (TPS), or
b. non-immigrant categories E, F, H, I, J, K, L, M, O, P, Q, R, S, T, TC, TD, TN, U, or V
2. The applicant must have been in valid status in one of those categories for at least two years immediately prior to the enlistment date, but it does not have to be the same category as the one held on the date of enlistment; and
3. An applicant who may be eligible on the basis of a non-immigrant category at time of enlistment (see 1b above) must not have had any single absence from the United States of more than 90 days during the two year period immediately preceding the date of enlistment.
HEALTH CARE PROFESSIONALS
· Applicants must fill medical specialties where the service has a shortfall
· Applicants must meet all qualification criteria required for their medical specialty, and the criteria for foreign-trained DoD medical personnel recruited under other authorities
· Applicants must demonstrate proficiency in English
· Applicants must commit to at least 3 years of active duty, or six years in the Selected Reserve
ENLISTED INDIVIDUALS WITH SPECIAL LANGUAGE SKILLS AND CULTURAL BACKGROUNDS
· Applicants must possess specific language and culture capabilities in a language critical to DoD
· Applicants must demonstrate a language proficiency
· Applicants must meet all existing enlistment eligibility criteria
· Applicants must enlist for at least 4 years of active duty
Languages
· Albanian · Amharic · Arabic · Azerbaijani · Bengali · Burmese · Cambodian-Khmer · Chinese · Czech · Hausa · Hindi · Hungarian · Igbo · Indonesian · Korean · Kurdish · Lao · Malay · Malayalam · Moro · Nepalese
· Persian [Dari & Farsi] · Polish · Punjabi · Pushtu (aka Pashto) · Russian · Sindhi · Sinhalese · Somali · Swahili · Tamil · Turkish · Turkmen · Urdu · Yoruba
If you have questions regarding these changes or other immigration issues, please contact Joseph Law Firm, P.C.
BIRMINGHAM, AL - A 38-year-old woman was indicted here yesterday on charges for harboring and employing undocumented persons following a U.S. Immigration and Customs Enforcement (ICE) and Alabaster Police Department Investigation. Beverly Linan, who owned and operated Rodriguez Construction Company with offices in Alabaster, Alabama, was charged in a three-count indictment.
Rodriguez Construction performed masonry work throughout the Jefferson and Shelby County areas. Count one charged Linan with harboring undocumented persons and counts two and three charged her with knowingly employing undocumented persons and a forfeiture to recover profits made from employing undocumented persons respectively. If convicted on all counts, Linan faces a maximum term of imprisonment of 10 years and a fine of $250,000. More on Employer Compliance
ALBANY, NY - A federal grand jury today returned superseding indictments on seven IFCO Systems of North America managers stemming from a U.S. Immigration and Customs Enforcement (ICE) investigation of undocumented immigration and employment-related practices at IFCO's pallet management services plants nationwide. So far in the investigation 16 IFCO managers and employees are facing criminal charges. Of those, nine have already pleaded guilty to a variety of federal criminal immigration charges and the remaining seven have been indicted.
On April 19, 2006, ICE agents, in concert with other federal and state authorities, conducted a work site enforcement action at over 40 IFCO pallet plants in 26 states, which resulted in the detention of 1,182 undocumented persons working at those plants. Last month, the United States reached a record corporate settlement with IFCO, pursuant to which the company agreed to pay $20.7 million dollars in civil forfeitures and penalties over four years. The settlement amount included $2.6 million dollars in back pay and penalties relating to IFCO's overtime violations with respect to 1,700 of its pallet workers. IFCO also agreed to pay $18.1 million in civil forefeitures that will be available to support future law enforcement actitivities. More on Employer Compliance.
FOR MORE INFORMATION VISIT www.ice.gov
U.S. Department of Homeland Security(DHS) Secretary Janet Napolitano announced today a wide-ranging action directive on immigration and border security.
The Directive requires specific department offices and components to work together and with state and local partners to review and assess the plans and policies to address: criminal and fugitive undocumented persons; legal immigration benefit backlogs; southbound gun smuggling; cooperation with the National Guard; widows and widowers of U.S. citizens; immigration detention centers; and electronic employee verification.
CLICK FOR THE FULL ACTION DIRECTIVE
USCIS DELAYS RULE CHANGING LIST OF DOCUMENTS ACCEPTABLE TO VERIFY EMPLOYMENT ELIGIBILITY
U.S. Citizenship and Immigration Services (USCIS) announced today it has delayed by 60 days, until April 3, 2009, the implementation of an interim final rule entitled "Documents Acceptable for Employment Eligibility Verification" published in the Federal Register on Dec. 17, 2008. The Rule streamlines the Employment Eligibility Verification (Form I-9) process.
The delay will provide DHS with an opportunity for further consideration of the rule and also allows the public additional time to submit comments. The interim final rule and an informational copy of the revised Form I-9 will continue to be available for public comment at www.regulations.gov.
Employers must complete a Form I-9 for all newly hired employees to verify their identity and authorization to work in the United States. The interim final rule will amend regulations governing the types of acceptable identity and emplyment authorization documents employees may present to their employers for completion of the Form I-9. Under the interim rule, employers will no longer be able to accept expired documents to verify employment authorixation on the Form I-9 The interim final rule is available online at the USCIS website.
Current Form I-9
Revised Form I-9
To read more information about the changes made to the Form I-9, visit the Fact Sheet webpage.
If you have questions regarding these changes or other immigration issues, please contact Joseph Law Firm, P.C.
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