Tutors mark all your assessment (I'm pretty sure) and they vary a lot in terms of leniency for marks. Only thing you should look out for Poo-y tutors. If you're anywhere near a 'half-decent' programmer, this should be a cake-walk. What kind of kid doesn't want to know how to make websites? The only assessment is 2 assignments, so you never need to commit anything to memory. Just do the practicals and some YouTubing and you'll be fine. Luckily, they are recorded, but you won't want to watch them either. Literally, there were 150 slides in one lecture at times. The lectures for this beast were just that beastly. Morgan Lewis will continue to monitor development in this area and will publish updates as warranted.Man, oh man. Once Section 2 is completed by an authorized representative, the employer should review the form to ensure that it is error-free, as the employer is liable for any paperwork deficiencies in the Form I-9 completed by the authorized representative. Anyone other than the employee may serve as an authorized representative. Such a situation may require relying on the services of an authorized representative for completing Section 2. In some instances, the employee will be working remotely and not in proximity to the employer.In this instance, DHS previously indicated that if it is not feasible to insert all the new information in the “additional information” box, then it is acceptable to complete a new Section 2, with signature, and attach the new Section 2 to the original Section 2, with a brief explanation in the “additional information” box. Employees might no longer possess the documents that were presented for remote review.Physical review and reverification are separate processes and obligations. A document that has expired in the time since it was presented virtually can still be physically reviewed and verified however, employers must distinguish expired List A or List C documents that do not require employment eligibility reverification from those that do.However, if the person who virtually examined the document(s) is not the one who performs the physical inspection, DHS previously advised that the employer representative conducting the physical inspection complete a new Section 2 of the Form I-9 and attach that to the complete remote inspection Form I-9. The guidance presumes that the same employer representative who reviewed the documents remotely will also conduct the in-person document review.Upon completing the physical review of documentation, employers are to write “documents physically examined” with the date of examination in Section 2: Additional Information on the Form I-9 or in Section 3, as appropriate. The May 4 announcement clarifies that, with the end of the flexibility provisions on July 31, 2023, employers will have until Augto perform all required physical examinations of identity and employment eligibility documents for those individuals (1) hired on or after Maand (2) whose identity and work eligibility documents were examined virtually or remotely according to the flexibility accommodations. US President Joseph Biden officially ended the COVID-19 national emergency on Apand the public health emergency will end May 11, 2023. Instead, employers have been permitted to review documents virtually or in copy, with the expectation that physical inspection would occur when normal operations resumed.Īs hybrid employment became more common, DHS/ICE modified the rule to require in-person review once affected employees began “non-remote employment on a regular, consistent, or predictable basis.”ĭHS and ICE announced in October 2022 that the flexibility provisions would end on July 31, 2023. In response to the COVID-19 pandemic in March 2020, ICE announced a temporary deferral of the requirement that employers conduct in-person reviews of employees’ original identity and employment authorization documents. The US Department of Homeland Security (DHS) and US Immigration and Customs Enforcement (ICE) announced on that employers will have until Augto complete the physical inspection of identity and employment eligibility documents for any employee whose Form I-9 was completed virtually pursuant to COVID-19–era temporary flexibility provisions.
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