Gryphon HR

E-Verify has expanded its Status Change Report to help employers identify more employees whose employment authorization may have changed.

The report now includes certain E-Verify cases involving Employment Authorization Documents associated with Temporary Protected Status (TPS) and asylum-related employment authorization, in addition to cases affected by parole terminations and EAD revocations. E-Verify recommends that employers regularly generate the report to identify affected cases.

For employers, this update reinforces the importance of actively monitoring employment authorization changes rather than relying solely on E-Verify Case Alerts. Employers should review their Status Change Reports regularly and follow current Form I-9 and E-Verify guidance when an employee appears on the report.

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Status Change Report Now Includes TPS and Asylum-related Employment Authorization Documents The Status Change Report now includes invalidated Forms I-766, Employment Authorization Documents (EADs), with category C08 (asylum applicant with a pending asylum application), C09 (adjustment of status applicant under INA Section 245), A12 (granted Temporary Protected Status (TPS)) and C19 (TPS ap...

USCIS is taking another step toward a more fully digital immigration system.

A new Department of Homeland Security interim final rule gives USCIS the authority to require electronic filing for immigration benefit requests that have been available for e-filing for at least 180 days.

This could eventually include commonly used forms for work authorization and employer-sponsored immigration petitions. USCIS must provide 60 days’ advance notice before making e-filing mandatory for a specific form.

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DHS Moves to Authorize Electronic Mandate for Benefit Filing (1) The Department of Homeland Security will have the authority to require electronic applications for benefits like work permits and petitions for immigrant workers under new regulations.

California employers should be aware of new modifications to the state’s proposed Private Attorneys General Act (PAGA) regulations.

The latest updates from the California Labor and Workforce Development Agency would provide additional guidance on PAGA filing requirements, pre-litigation notices, employer cure procedures, wage statement violations, and proposed settlements. The modifications also strengthen certain requirements aimed at high-frequency and non-compliant filers.

If finalized, the regulations would apply to PAGA matters pending on or filed after the rules take effect. Employers should continue monitoring developments and reviewing their wage-and-hour compliance practices and procedures for responding to PAGA notices.

The public comment period on the latest modifications closes August 18, 2026.

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California Employer Guide to Latest Update on Proposed PAGA Regulations: 7 Key Points on the LWDA’s New Modifications | JD Supra California officials just announced significant changes to a proposed rule that aims to clarify administrative requirements and procedures under...

Employers that hire or retain F-1 students should prepare for significant changes under DHS’s new fixed admission period rule.

Here are 5 key takeaways:
• The Form I-94 is now a critical compliance document and should be tracked alongside the I-20 and EAD.
• Day One CPT remains available, but timing and extension requirements are more complex.
• Missing extension deadlines could result in an immediate work authorization gap.
• Immigration planning should begin earlier, especially for employees using OPT, STEM OPT, or H-1B alternatives.
• Some current F-1 employees may qualify for transition relief, but employers should review each case carefully.

With the shift from Duration of Status (D/S) to fixed admission periods, proactive workforce planning and I-9 compliance are more important than ever. Employers should review internal tracking processes now to avoid disruptions.

Read more: https://wolfsdorf.com/5-things-every-employer-needs-to-know-about-the-new-f-1-d-s-rule/

5 Things Every Employer Needs to Know About the New F-1 D/S Rule - WR Immigration The Department of Homeland Security’s (DHS) new F-1 regulations represent one of the most significant changes to international student compliance in decades. While Optional Practical Training (OPT), STEM OPT, and Curricular Practical Training (CPT)—including Day One CPT—remain available, the s...

A federal district court has declined to pause USCIS’s implementation of the new Temporary Protected Status (TPS) Employment Authorization Document (EAD) cap established under H.R. 1.

For now, the TPS EAD cap remains in effect, meaning employers should continue following current USCIS guidance when verifying work authorization and completing Form I-9s. While the court granted limited relief related to the new Annual Asylum Fee, it did not stop implementation of the TPS EAD provisions.

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District Court Declines to Stay TPS EAD Cap Under H.R. 1 On Aug. 5, 2026, the U.S. District Court for the District of Massachusetts denied plaintiffs’ request to stay USCIS’s implementation of the One Big

Employers sponsoring H-1B workers should continue monitoring the ongoing litigation surrounding the $100,000 H-1B fee requirement.

Although a federal court ruled that the fee exceeded presidential authority and vacated the policy, that decision has been stayed while the government’s appeal moves forward. For now, the fee requirement remains in effect pending further court action.

The legal status of the fee is still unresolved, and organizations planning to sponsor international talent should stay in close contact with immigration counsel as the litigation continues.

This case could significantly impact future H-1B filing costs and employer sponsorship strategies, making it important to stay informed as additional rulings are issued.

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$100,000 H-1B Fee on Hold While Government’s Appeal Proceeds A federal appeals court has declined to reinstate the $100,000 fee on certain new H-1B petitions while the government appeals a lower court ruling that struck the fee down. For now, the fee remains unenforceable, and employers may begin to see affected petitions move forward.

USCIS has issued updated Form I-9 guidance following the termination of Temporary Protected Status (TPS) for Burma (Myanmar). Employers should review the updated USCIS guidance before reverifying affected employees, follow the revised expiration date instructions for Form I-9 and E-Verify, and continue monitoring USCIS for additional updates, as litigation and agency guidance may change.

Read more: https://www.uscis.gov/i-9-central/form-i-9-related-news/update-on-termination-of-temporary-protected-status-for-burma-release-july-27-2026

Update on Termination of Temporary Protected Status for Burma (Release: July 27, 2026) | USCIS This guidance supersedes the Update on Termination of TPS Burma message posted on July 17, 2026.

Colorado’s new HB26-1283 places strict limits on how employers handle government-issued IDs during employment eligibility verification. Key requirements include:

• Original IDs may only be retained for the time reasonably necessary to complete the I-9 process—and never longer than 10 hours.
• Employers must provide a written notice explaining employees’ rights during the I-9 process.
• A signed acknowledgment of that notice must be obtained and retained with employment records.
• Violations may result in civil and criminal penalties.

If your organization operates in Colorado—or uses third-party onboarding vendors—it’s a good time to review your I-9 workflows and ensure your compliance processes reflect these new requirements.

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Colorado’s New Law Imposes Strict Limits On Employer Retention Of I-9 Identification Documents On June 3, 2026, Governor Polis signed into law HB26-1283, which establishes strict restrictions on how employers may handle government-issued identification documents belonging to applicants and employees—including migrant and seasonal workers—during the employment eligibility verification (I-9...

The DHS has issued a final rule rescinding the 2022 Public Charge Rule, with the changes scheduled to take effect on 9/18/26. The rescission restores broader discretion for immigration officers when evaluating whether an applicant is likely to become a public charge, returning to a more individualized, case-by-case assessment.

This change may impact certain foreign nationals applying for visas or adjustment of status. Employers with sponsored employees or globally mobile workforces may want to stay informed and work with immigration counsel to understand how these changes could affect current or future employees.

Read more: https://ogletree.com/insights-resources/blog-posts/dhs-rescinds-2022-public-charge-rule/

DHS Rescinds 2022 Public Charge Rule On July 20, 2026, the U.S. Department of Homeland Security (DHS) issued a final rule rescinding the 2022 public charge regulation, which defined key terms and limited the benefits and factors that immigration officers could consider in public charge determinations as part of the immigration process....

The Farmersville City Council recently approved a resolution supporting the bipartisan Dignity Act, joining several Central Valley communities in urging Congress to consider comprehensive immigration reform. The proposed legislation includes provisions related to border security, work authorization, and legal status for certain undocumented individuals, though it has not been enacted into law.

Read more: https://thebusinessjournal.com/farmersville-supports-dignity-act-central-valley/

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