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New York Lawmakers Pass Expansive Reforms to State Discrimination

On June 19, 2019, the NY state Assembly and state Senate passed a bill that tackles workplace harassment. The New York business entities and employers must be prepared for the strengthened laws targeting harassment in the workplace. The bill amends several provisions of the New York Human Right Law (“NYHRL”), the General Obligations Law, the Civil Practice law and Rules, and the New York Labor Law. Below is a summary of the amendments.

Update on Discrimination and Retaliation Claims

Form I-140 approval is an important step in the employment-based green card journey. However, employers can change their mind about a sponsorship decision at any time. Employers can withdraw Form I-140 after it is approved, which will absolve them of any liability towards an individual.

Form I-140 Approval and Withdrawal

Form I-140 approval is an important step in the employment-based green card journey. However, employers can change their mind about a sponsorship decision at any time. Employers can withdraw Form I-140 after it is approved, which will absolve them of any liability towards an individual.

USCIS to Reduce Processing Times for N-400 & I-485 Applications

On May 31, 2019, the Department of State (DOS) added requests for social media accounts of applicants when applying for immigrant and nonimmigrant visas. This is part of President Trump’s March 06, 2017 Executive Order 13780 to improve the screening and vetting protocols of all immigration programs.

Does Immigration Help or Hurt The US Economy?

Despite a significant immigrant population in the United States, some Americans believe that inflows of foreign labor have reduced local jobs or wages. However most economic analysis does not support this view. Research largely confirms that US wages remain unaffected by immigration over the long-term.

Corporate Cybersecurity: Protecting your Company without Infringing Privacy

Companies employ various cybersecurity measures to protect their sensitive information and classified data, and to mitigate the risk of information theft. Many cybersecurity measures may intrude employees’ privacy and are regularly argued by attorneys as illegal.  For such actions to be considered legal, the interference needs to be balanced between the reasonableness of cybersecurity measures and employees’ right to privacy.

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