The front page of Thursday's New York Times, showed a long line of people at a local U.S. Immigration office seeking information and forms about the new rule allowing work permits and deferred action status for young people. All of the information and forms are available online at the USCIS website, and it is ironic that young people, the largest users of everything internet-related, would be out in the hot sun lining up at the immigration office. Every answer to every possible question, in general, is available on the CIS website. Of course, there are grey areas, and from my perspective, the worst person to ask about grey areas would be an immigration office employee who does not adjudicate the applications. Applicants with grey area questions or other serious immigration issues would be well-advised to seek the help of a competent immigration lawyer. Finally, while the government made the forms and information available on August 15, the local offices are not accepting the completed applications. Like all immigration forms, the applications must be mailed in, and I always recommend it be done by certified mail. __________________________________________________________________________________________________ About the author: Bruce Coane is an attorney who specializes in labor and employment law and immigration law, with offices in Florida and Texas. He may be reached at [email protected], 713-850-0066 or 305-538-6800.
The latest rage in employment drug testing seems to be the hair sample drug test. I am seeing multiple cases every week for the past 3 months, concerning workers being fired for failing a hair sample drug test. [caption id="" align="alignright" width="585"]photo: Bettor.com[/caption] While I don't claim to know any of the science behind it, I will say it's a huge problem for workers subject to random drug testing or pre-employment screening. Many times, a job offer letter requires a pre-employment drug screen within 24-48 hours of receipt of the job offer letter. Few states, if any, have any laws protecting worker rights when it comes to drug screens. And, as usual, the only rights that non-union employees typically have, are rights concerning a work environment free of discrimination based on age, race, sex, national origin, religion or medical condition. If a worker cannot argue discrimination in the drug screen, then, they often have no case or legal claim against the employer... Our law firm represents workers in failed drug screen cases, but it is often an uphill, but not always impossible, battle. __________________________________________________________________________________________________ About the author: Bruce Coane is an attorney who specializes in labor and employment law and immigration law, with offices in Florida and Texas. He may be reached at [email protected], 713-850-0066 or 305-538-6800.