Tag: immigration

  • Immigration arrests at schools loom after Trump changes longstanding policy

    Immigration arrests at schools loom after Trump changes longstanding policy

    This story was originally published by Chalkbeat. Sign up for their newsletters at ckbe.at/newsletters.

    The Trump administration has cleared the way for immigration arrests at or near schools, ending a decades-old approach.

    Republican and Democratic administrations alike have treated schools and child care centers, along with churches and hospitals, as “sensitive” or “protected” locations where immigration enforcement should only take place when there is an immediate danger to the public.

    But U.S. Department of Homeland Security officials announced on January 21 that they had rescinded the latest version of the policy, which was issued in 2021 by the Biden administration. The news was first reported early on January 21 by Fox News.

    A copy of the Homeland Security memo was not immediately available for review.

    But in a statement, a Homeland Security spokesperson said that Acting Secretary Benjamine Huffman issued a directive on Monday that rescinded the sensitive locations policy. The spokesperson said the action would help federal authorities enforce immigration law and catch criminals who entered the country illegally. Immigration agents will be asked to use “common sense” in enforcing the law.

    “Criminals will no longer be able to hide in America’s schools and churches to avoid arrest,” the statement read.

    Since Trump’s reelection, observers anticipated the end of treating certain locations as “sensitive” with respect to immigration enforcement. News reports surfaced in mid-December that the incoming Trump administration was planning to get rid of the policy. Since then, schools have been bracing for the possibility of immigration agents showing up at their doors.

    Even before this policy existed, large-scale immigration raids weren’t conducted at schools. But Trump’s policy change paves the way for immigration agents to detain parents during dropoff or pickup, as has happened occasionally in the past.

    Immigrant rights advocates worry that could lead to more absenteeism among children with immigrant parents, who may now fear being stopped by immigration agents while driving or walking their kids to school. That happened during the first Trump administration. Advocates also worry about the potential for routine interactions with school police to reveal a student or family’s immigration status, and lead to their deportation.

    Some school districts have issued explicit instructions to educators and parents about how school staff should handle an immigration agent’s presence on campus. Some districts have also said they will not permit a federal agent on school premises without a judicial warrant, and that staff will be instructed to call the school system’s lawyer if these agents do show up.

    Some of the nation’s largest districts, including Los Angeles and Chicago, have re-upped or expanded existing policies meant to protect immigrant students and families. New York City is scheduled to vote on a resolution this week that would reaffirm a policy preventing school safety agents from collaborating with federal immigration authorities in most cases.

    Others, including several Texas school districts near the U.S.-Mexico border, are taking a “wait and see” approach to avoid causing confusion or fear among families. At the same time, immigrant rights advocates say it’s helpful to inform families of their rights and show them how to make a plan in case a parent is detained.

    The end of treating schools as sensitive locations is just one of many executive actions on immigration that the new Trump administration has taken since taking office on January 20.

    Trump also signed an executive order that seeks to end the automatic right to citizenship for any child born in the U.S. On January 21, 18 states announced they were suing to block the policy change.

    This story has been updated to include confirmation and comments from the Department of Homeland Security about the policy change.

    Chalkbeat is a nonprofit news site covering educational change in public schools.

    Related:
    Trump has won a second term–here’s what that means for schools
    Trump picks Linda McMahon to lead, and possibly dismantle, Education Department
    For more news on education policy, visit eSN’s Educational Leadership hub

    Latest posts by eSchool Media Contributors (see all)

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  • Trump Signs Executive Order on Enforcement of Immigration Laws, Potentially Leading to Increased Worksite Enforcement Action

    Trump Signs Executive Order on Enforcement of Immigration Laws, Potentially Leading to Increased Worksite Enforcement Action

    by CUPA-HR | January 29, 2025

    Along with several immigration-related executive orders and actions issued on Inauguration Day, President Trump signed an executive order titled “Protecting the American People Against Invasion.” The EO sets several directives for U.S. Immigration and Customs Enforcement (ICE) and U.S. Citizenship and Immigration Services (USCIS) to enforce immigration law against immigrants without permanent legal status in the U.S. and could implicate employers the government deems as “facilitating” the presence of such individuals.

    Sections 4 and 5 of the EO establish civil and criminal enforcement priorities for relevant federal agencies. Specifically, the EO directs the secretary of Homeland Security to enable ICE and USCIS to set priorities for their agencies that would ensure successful enforcement of final orders of removal. Additionally, Section 8 of the EO directs increased enforcement action in the form of civil fines and penalties. The EO directs the secretary of Homeland Security to ensure assessment and collection of all fines and penalties from individuals unlawfully present in the U.S. and, notably, those who facilitate such individuals’ presence in the U.S.

    Depending on how the agencies respond to this order, these three sections of the EO could lead to an uptick in worksite enforcement action. As a result of this EO, agencies could take increased enforcement action for employment-related immigration law, which could lead to agency actions such as Form I-9 audits and potential investigations and worksite visits related to immigration compliance. Employers who are not in compliance with federal immigration laws could be considered as entities that potentially “facilitate” the presence of immigrants without permanent legal status, which could lead to significant fines and other penalties for the employers.

    Next Steps for HR Leaders

    CUPA-HR has always worked to help you ensure that your institution’s Form I-9 processes are in compliance with federal requirements, and we’ve partnered with USCIS for many years to provide periodic guidance, support and resources. We also understand that it is sometimes a challenge to ensure total compliance for large, sprawling campuses and that some of you have employees at worksites across your state, the country and the globe. Through speeches and actions like this executive order, the Trump administration has made it clear that they intend to focus enforcement efforts on immigrants without permanent legal status and businesses employing them. As noted above, it is possible that there could be I-9 audits and site visits to ensure compliance. Penalties for noncompliance could include very large fines and loss of federal funding.

    In light of this EO, it is vital for institutions to review their compliance with immigration laws regarding employment eligibility and work authorization. There are several questions HR leaders should ask themselves when reviewing compliance:

    • If you were notified tomorrow that your institution’s Form I-9 records were going to be audited in the coming weeks, where would your institution be most vulnerable?
    • What actions do you need to take today to address any potential vulnerabilities?
    • Do your presidents, provosts and other campus leaders understand and appreciate the magnitude of this potential challenge?
    • What changes do you need to make to your institution’s hiring and onboarding practices now to ensure compliance moving forward?

    CUPA-HR will continue to monitor for any additional updates related to the Form I-9 and other hiring processes related to work authorization. If you need additional guidance or resources, please review the CUPA-HR I-9/E-Verify Toolkit.



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  • Trump administration allows immigration arrests at colleges

    Trump administration allows immigration arrests at colleges

    The acting secretary of the Department of Homeland Security on Tuesday rescinded guidance that prevented immigration arrests at schools, churches and colleges.

    Since 1993, federal policy has barred immigration enforcement actions near or at these so-called sensitive areas. The decision to end the policy comes as the Trump administration is moving to crack down on illegal immigration and stoking fears of mass deportations. 

    “This action empowers the brave men and women in [Customs and Border Protection] and [Immigration and Customs Enforcement] to enforce our immigration laws and catch criminal aliens—including murders and rapists—who have illegally come into our country,” acting DHS secretary Benjamine Huffman said in a statement. “Criminals will no longer be able to hide in America’s schools and churches to avoid arrest. The Trump administration will not tie the hands of our brave law enforcement, and instead trusts them to use common sense.”

    Advocates for undocumented people have warned that such a policy change was possible, and some college leaders have said they won’t voluntarily assist in any effort to deport students or faculty solely because of their citizenship status, although they said they would comply with the law. On Wednesday, the Justice Department said it would investigate state and local officials who don’t enforce Trump’s immigration policies.

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  • USCIS Issues Final Immigration and Naturalization Fee Rule Effective April 1 – CUPA-HR

    USCIS Issues Final Immigration and Naturalization Fee Rule Effective April 1 – CUPA-HR

    by CUPA-HR | February 1, 2024

    Important Update: We wish to clarify an important aspect regarding the USCIS final fee rule’s exemptions/reduced fees for nonprofit organizations. The rule specifies that the exemption/reduced fees apply to entities classified under the 501(c)(3) category, as per the Internal Revenue Code. This classification may not encompass many public universities and colleges, which, while tax-exempt, are generally not designated as 501(c)(3) organizations. We are aware of the confusion this may cause within the higher education community and are working with other higher education associations to seek clarification from USCIS.

    On January 31, 2024, U.S. Citizenship and Immigration Services (USCIS) issued a final rule to adjust certain immigration and naturalization benefit request fees, resulting in significantly higher fees for employment-based petitioners, with notable reductions and exemptions for certain higher education employers. USCIS claims that the increased fees, which will apply to any benefit request postmarked on or after April 1, 2024, will “allow USCIS to recover a greater share of its operating costs and support more timely processing of new applications.”

    Background

    Unlike other government agencies that receive the majority of their funding through congressional appropriations, USCIS receives approximately 96 percent of its funding from filing fees. The agency, after its last fee adjustment in 2016, conducted a fee review that revealed these fees were inadequate to meet the agency’s operating costs. This assessment led USCIS to issue a notice of proposed rulemaking (NPRM) in January 2023, which included substantial increases to various employment-based filing fees, including up to 200 percent increases for some petitions. In response to the proposal, CUPA-HR joined comments which addressed higher ed-specific concerns with the proposal including the impact the increased fees would have had on international scholars and institutions’ ability to hire nonimmigrant workers, including H-1B workers.

    Final Rule Details

    While the final rule is nearly 330 pages long and has significant implications for both employment-based and family-based filings, this blog post focuses on the notable changes from the proposed rule to the final rule that have the most significant implications for higher ed employers.

    The proposed rule introduced a new fee to fund the Asylum Program with employer petition fees. The fee is $600 to be paid by any employer who files either a Form I-129, Petition for a Nonimmigrant Worker, or Form I-140, Immigrant Petition for Alien Workers. In the latest rule, USCIS finalized this fee but exempted the Asylum Program Fee for nonprofit petitioners that meet the Internal Revenue Code’s specific 501(c)(3) classification, resulting in a $0 fee for those entities. While the comments CUPA-HR signed onto requested that higher ed be exempt from the fee, based on precedents like the American Competitiveness and Workforce Improvement Act of 1988, which exempted certain fees for colleges and universities, there is confusion regarding this exemption’s applicability to some public universities and colleges, as many do not fall under the 501(c)(3) classification.

    In addition to the new Asylum Program Fee, USCIS is implementing the following changes to employment-based and employment-based “adjacent” filing fees:

    • Fee changes for visa classifications on Form I-129 and Form I-140: USCIS is imposing different fees for each visa classification sought on the Form I-129 nonimmigrant worker petition, replacing the uniform $460 Form I-129 filing fee across all classifications.
    • Fees for I-129 Petitions for H-1B workers: USCIS had proposed a 70 percent increase in the filing fee, from $460 to $780. In the final rule DHS did not increase the filing fee for nonprofits so it is still $460 (0 percent increase).
    • Fees for I-129 Petitions for L-1 workers: USCIS had proposed a 201 percent increase from $460 to $1,385. In the final rule USCIS set the fee for nonprofits at $695 (51 percent increase).
    • Fees for I-129 Petitions for O-1 workers: USCIS had proposed a 129 percent increase, from $460 to $1,055. In the final rule USCIS set the fee for nonprofits at $530 (15 percent increase).
    • A full fee schedule can be found in Table 1 of the preamble to the final rule.

    In addition to the aforementioned changes, USCIS finalized its proposal to revise the premium processing timeframe interpretation from calendar days to business days. Currently, premium processing allows petitioners to receive an adjudicative action on their case within 15 calendar days. Changing the interpretation to business days will add nearly a week to the existing adjudication time.

    Update on Clarification Efforts by Higher Education

    In response to the USCIS final fee rule’s reliance on the Internal Revenue Code’s definition of a nonprofit organization, specifically 26 U.S.C. 501(c)(3), higher education associations are actively seeking clarification from USCIS. These efforts aim to understand how the fee adjustments will impact public universities and colleges that do not fall under the 501(c)(3) classification. The goal is to ensure that the unique status of higher education institutions is recognized and adequately addressed in the implementation of the fee rule.



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  • Bridging 2023 and 2024: Key U.S. Immigration Updates From December – CUPA-HR

    Bridging 2023 and 2024: Key U.S. Immigration Updates From December – CUPA-HR

    by CUPA-HR | January 11, 2024

    December was a busy month for immigration-related developments, with several important updates that have implications for the higher education sector. In this post, we provide highlights of the actions that took place last month.

    CUPA-HR Joins Comments to DHS on H-1B Modernization NPRM

    On December 22, 2023, CUPA-HR and 19 other higher education associations joined comments led by the American Council on Education (ACE) in response to the Department of Homeland Security’s (DHS) H-1B Modernization Proposal. Additionally, CUPA-HR joined 73 organizations from the higher education, state and local economic development, business, science, and policy sectors to submit a comment in response to the H-1B Notice of Proposed Rulemaking’s (NPRM) proposed definition for specialty occupations.

    The ACE-led letter expresses support for several of the proposed changes. These include the change to a beneficiary-centric lottery system, codifying DHS policy of deference to prior adjudications of Form I-129 petitions, clarifying the term “normally” in specialty occupation criteria, and implementing an automatic extension for CAP-GAP. (CAP-GAP is the time between the official end-date of an F-1 student visa and the start date of the H-1B visa). However, the letter also expresses concerns about proposed changes to the definition of a “specialty occupation” and “specific specialty requirement” in the H-1B visa program. The concerns highlight the potential limitation on the ability to attract diverse candidates for faculty positions and the narrowing pipeline for growth in high-technology fields, which could deter foreign students and hinder research and innovation in the United States. The letter calls for a reconsideration of these proposed changes to ensure that H-1B visa regulations align with the evolving dynamics of professional education and the modern workforce.

    In the multi-sector comment letter, CUPA-HR joined voices to address concerns over the H-1B NPRM’s proposed redefinition of “specialty occupations.” This diverse coalition raised issues about the potential negative impacts of these changes on interdisciplinary hiring, particularly in emerging science and technology fields. They argued that the new requirements, like the need for a degree to be “directly related” to job duties, could limit U.S. competitiveness in global innovation and create challenges for employers.

    Now that the comment period has concluded, the DHS will begin the process of reviewing the feedback received. As the department moves toward finalizing the proposals within this rulemaking, they may issue one or more final rules, depending on the availability of agency resources. CUPA-HR will continue to closely monitor these developments and keep its members informed of all significant updates and outcomes.

    State Department Announces Extension and Expansion of the Nonimmigrant Visa Interview Waiver Program

    On December 21, 2023, the Department of State (DOS) determined that, in consultation with DHS, certain categories of interview waivers are in the national interest. As a result, consular officers will continue to have the authority and discretion to waive an in-person interview for certain categories of nonimmigrant visa cases, with some changes made by DOS.

    This update includes the following key changes.

    • First-time H-2 Visa Applicants: Temporary agricultural and non-agricultural workers applying for H-2 visas are now eligible for an interview waiver.
    • Extended Eligibility for Other Visa Applicants: The waiver also applies to applicants for any nonimmigrant visa classification who have previously been issued a visa other than a B visa and are reapplying within 48 months of their last visa’s expiration.
    • Renewal Policy Unchanged: Applicants renewing their nonimmigrant visa in the same classification within 48 months of the prior visa’s expiration date continue to be eligible for the interview waiver.

    The department’s previous interview waiver eligibility criteria were set to expire on December 31, 2023. Not only has the program been extended as of January 1, but it now also includes more nonimmigrant categories. Notably, the current guidance is intended to remain in place indefinitely, as no expiration date has been specified.

    DOL Issues Request for Information on PERM Schedule A Revisions

    On December 21, 2023, in alignment with President Biden’s Executive Order 14110 on Artificial Intelligence, the Department of Labor’s (DOL) Employment and Training Administration (ETA) issued a Request for Information (RFI) that aims to gather public feedback on potential updates to Schedule A job classifications that exempt certain roles from the standard labor certification requirements. Specifically, the DOL is exploring the inclusion of AI, other STEM-related occupations, and additional fields where there is a notable shortage of qualified U.S. workers.

    According to the Immigration and Nationality Act’s labor certification provisions, employers are obligated to demonstrate that there are insufficient U.S. workers available and that hiring foreign nationals will not adversely affect the wages and working conditions of similar U.S. roles. This process is managed through the Program Electronic Review Management (PERM) system by the ETA. Employers seeking labor certification for prospective permanent immigrant workers must navigate a complex and time-consuming process, often extending the immigration timeline.

    Schedule A, established by the DOL in the mid-1960s, pre-certifies occupations experiencing national labor shortages, thereby waiving the labor certification requirement for these roles. Currently, Schedule A is divided into two groups: Group I comprises physical therapists and professional nurses, and Group II includes occupations that require exceptional ability in the sciences, arts, or performing arts. With this RFI, the DOL aims to critically examine and potentially broaden Schedule A’s scope, a move that could accelerate the hiring of essential foreign talent by aligning with evolving labor market demands and streamlining the employment authorization process.

    Key areas where the department seeks input include the following.

    1. Identifying Labor Shortages in STEM: The department invites suggestions on the most appropriate data sources and methods to ascertain whether there are labor shortages in STEM occupations. They are interested in understanding if Schedule A should be utilized to mitigate these shortages and how to develop a reliable, objective, and transparent method to identify STEM occupations facing labor shortages.
    2. Scope of STEM Occupations: There’s a need for input on whether the examination of STEM occupations should be limited to those outlined in the Occupational Employment and Wage Statistics and recent Bureau of Labor Statistics publications, or whether it should be broadened to include additional occupations, particularly those covering Skilled Technical Work occupations.
    3. Inclusion of Non-STEM Occupations: The department is also open to suggestions on whether non-STEM occupations facing worker shortages should be added to Schedule A. Input is sought on how to determine such shortages and ensure that the employment of foreign workers in these roles does not negatively impact U.S. workers.

    Comments in response to the RFI are due on February 20, 2024.

    U.S. Department of State Announces Pilot Program for Domestic Renewal of H-1B Visas

    On December 21, 2023, DOS announced a pilot program to resume domestic visa renewal for H-1B nonimmigrant visa applicants who meet certain requirements. It offers eligible H-1B visa holders the chance to renew their visas within the U.S., bypassing the need for an in-person interview at a consulate or embassy. DOS will start accepting online applications for the H-1B visa renewal pilot program on January 29, 2024.

    Eligibility for the U.S. Department of State’s H-1B visa renewal pilot program is defined by a set of specific criteria:

    • Visa Classification and Issuance: The program is strictly for those looking to renew an H-1B visa. Eligible visas must have been issued by Mission Canada (from January 1, 2020, to April 1, 2023) or Mission India (from February 1, 2021, to September 30, 2021).
    • Fee and Interview Requirements: Applicants should not be subject to a nonimmigrant visa issuance fee, often referred to as a “reciprocity fee,” and must be eligible for a waiver of the in-person interview.
    • Biometric and Visa Status: Participants must have previously submitted ten fingerprints for a visa application, and their prior visa should not include a “clearance received” annotation. Additionally, they must not have any visa ineligibilities requiring a waiver.
    • Petition and Status Maintenance: It’s essential that applicants have an approved, unexpired H-1B petition, are currently maintaining H-1B status in the U.S., and their period of authorized admission in this status has not expired.
    • Travel and Reentry Intent: Applicants must have been last admitted to the U.S. in H-1B status and intend to reenter the U.S. in the same status after temporary travel abroad.

    Background and Objectives. The pilot is a response to the discontinuation of domestic non-diplomatic visa renewals in 2004 due to the requirement for biometric identifiers. With advancements in technology, the DOS is now looking to assess its capacity to handle domestic renewals and reduce global visa application backlogs. This pilot is particularly aimed at alleviating uncertainties for U.S. companies employing temporary H-1B workers.

    Application Process:

    • Application Portal: U.S. Visa Employment Domestic Renewal.
    • Slot Allocation: Approximately 4,000 slots will be available weekly, split between applicants with visas issued by Mission Canada and Mission India.
    • Application Dates: January 29, February 5, 12, 19, and 26. The portal will close temporarily once weekly caps are reached.
    • Application Window: The program will close on April 1, 2024, or when all slots are filled, whichever is earlier.

    Currently, the program excludes categories like H-4 visas. The DOS plans to extend the program to more visa types in the future, but for now, it’s limited to H-1B principal applicants meeting the specified criteria.



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