RELATED SERVICES

 

LABOR AND EMPLOYMENT QUICK FACTS

More than 30 attorneys focused on labor and employment

Highly ranked in Chambers USA and Best Lawyers in America

 

PRACTICE FOCUS

Arbitrations

Audits

Class actions

Collective bargaining

Diversity / affirmative action

EEO / harassment claims

Employee benefits

Employment agreements

Employment disputes

ERISA compliance

Financial services wage compliance

Government contracts

Healthcare cost reduction

Intellectual property litigation

Immigration sanctions

Labor cost reductions in mergers and acquisitions, bankruptcy and healthcare

Litigation

NLRB, Union campaigns and ULPs

OSHA

Personnel policies

Trade secrets / non-competes

Wage and overtime claims

WARN Act compliance

Whistleblower

 

INDUSTRY FOCUS

California

Colleges and universities

Construction

Energy

Entertainment / media

Financial services

Government contracting

Healthcare

Hospitality

Independent schools

Information technology

Manufacturing

Nonprofits / trade associations

Public employers

Retail

Telecommunications

Transportation

 

Immigration Audits and Compliance



Venable’s Labor and Employment attorneys advise employers of all sizes regarding federal immigration law requirements.  As the government continues to step up its efforts to identify and penalize employers who hire and employ illegal aliens, Venable’s attorneys are working to ensure that our clients stay abreast of the immigration law’s developing workplace enforcement provisions. 

As part of our full range of employment advising and consulting services, the attorneys in Venable’s labor and employment group:

  • Educate managers and staff on the proper procedures for completing and maintaining required immigration-related employment records (“I-9” forms);
  • Audit clients’ current I-9 records and practices, and help employers perform self-audits and develop plans for regular internal reviews;
  • Help clients to correct errors and discrepancies in existing I-9 records;
  • Advise clients on appropriate responses to Social Security Administration “No-Match” letters and Department of Homeland Security notices of suspect documents;
  • Establish systems to ensure that required re-verifications of employment eligibility are regularly scheduled and performed;
  • Conduct due diligence during mergers and acquisitions, and help clients minimize liability related to acquired companies’ I-9 errors;
  • Monitor changes in the law related to workplace immigration enforcement; and
  • Develop response plans and prepare clients for immigration-related requests, raids, and audits by government agencies.