Kenneth M. Bloom, JD, CPA, Partner, from Latimer LeVay Fyock LLC will discuss special needs trusts, the new ABLE Act and related planning for families with disabled adults and children.
Money Smart Week® (MSW) is a national education campaign designed to help consumer better manage their personal finances. Started by the Federal Reserve Bank of Chicago in 2002, the program consists of public and private partner organizations offering thousands of free classes, seminars and other educational activities.
This program is sponsored by Latimer LeVay Fyock LLC, the Federal Reserve Bank of Chicago, and the Highland Park Public Library.
Location: Highland Park Public Library (click for map)
Date & Time: 4/28/17 7:00pm-8:30pm CST
Event Registration (click to register)
Kenneth M. Bloom
LLF Partner Kenneth M. Bloom spoke at the ICLE Special Needs Institute about Divorce and Special Needs Planning this past Friday. He addressed the complex issues in a divorce that need to be determined, and tackled, when a spouse, child or both have special needs. Structuring and/or maintaining eligibility for needs-based public benefits requires extra care in a divorce, which is already complicated and emotional on it’s own, before adding special needs planning into the mix
KENNETH M. BLOOM
LLF’s own Janet Wagner will be speaking to College Of DuPage students about Paralegal responsibilities in Commercial Transactions.
Date of Event: February 24th, 2016 @ 4:45PM
Location: College of Dupage
Berg Instructional Center
425 22nd Street, Glen Ellyn, IL 60137
Topic of Discussion: Money in Politics
When: 7:00-9:00 p.m., Thursday, February 18, 2016
Where: Glen Ellyn Civic Center, 535 Duane St., Glen Ellyn
The entire community is invited to come out to hear from the members of the League of Women Voters study committee on this important topic. The meeting will help League members determine answers to questions about this topic that will then be forwarded on to the LWVUS for help in shaping a revised position on campaign finance laws.
On Friday, December 18, 2015, President Obama signed into law the omnibus appropriations bill that will fund the government through the end of the fiscal year, September 30, 2016.
The bill includes a 10-year temporary H-1B/L-1 Visa Fee Increase for H-1B and L-1 petitioners that employ 50 or more employees in the United States with more than 50 percent of their employees in the United States in H-1B, L-1A or L-1B nonimmigrant status.
Supplemental H-1B fees for 50/50 companies increased from $2,000 to $4,000. Supplement L-1 fees for 50/50 companies increased from $2,250 to $4,500. The visa fee increase appears to be effective immediately and applies to initial H-1B/L-1 petitions and H-1B/L-1 extension petitions.
Guidance for Employers Conducting Internal Employment Eligibility Verification Form I-9 Audits
Under the Immigration and Nationality Act (INA), employers are required to verify work authorization of employees by using Form I-9. In an effort to comply with federal law, employers often conduct internal audits of their Forms I-9 for compliance. The U.S. Department of Labor recently created an interagency working group to issue formal guidance to employers to ensure that Form I-9 audits are conducted properly and do not discriminate against employees. The working group is comprised of the Department of Labor (DOL), Department of Homeland Security (DHS), Department of Justice (DOJ), Equal Employment Opportunity Commission (EEOC) and the National Labor Relations Board (NLRB).
The formal guidance provides employers with information regarding the scope and purpose of audits; considerations before conducting internal audits; details regarding how to correct errors, omissions or other deficiencies found on Forms I-9 and how to cure deficiencies related to E-Verify queries; and guidance regarding the anti-discrimination mandate. The joint guidance can be found on DHS’s website (Guidance for Employers) and provides important information for employers to ensure that any internal I-9 audits comply with immigration laws and are conducted fairly, without discrimination, or retaliation against workers.
Contact us to schedule an audit for your company or to discuss any questions you might have regarding the I-9 process.
Earlier this month we alerted employers and foreign workers that a federal district court vacated the 2008 STEM optional practical training (OPT) rule, but stayed the vacatur until February 12, 2016 to allow DHS an opportunity to revise the rule to include proper notice and comment. DHS has now done so, proposing amending its F-1 non-immigrant student visa regulations on OPT to allow certain F-1 STEM students who have elected to pursue 12 months of OPT in the United States to extend the OPT period by 24 months. The proposed rule is scheduled to be published in the Federal Register on October 19, 2015, and comments will be due 30 days after its publication.
Earlier this month we alerted employers and foreign workers that a federal district court vacated the 2008 STEM optional practical training (OPT) rule, but stayed the vacatur until February 12, 2016, to allow DHS the opportunity to reissue the rule with proper notice and comment. DHS has now proposed to amend its F-1 nonimmigrant student visa regulations on OPT to allow certain F-1 STEM students who have elected to pursue 12 months of OPT in the United States to extend the OPT period by 24 months. The proposed rule is scheduled to be published in the Federal Register on October 19, 2015, and comments will be due 30 days after its publication.
This month marks the golden anniversary of the enactment of the Immigration and Nationality Act of 1965 (the “1965 Act”). On October 3, 1965, at a ceremony at the foot of the Statue of Liberty, the Act was signed into law by President Lyndon B. Johnson. A major milestone with respect to immigration, five decades and myriad changes later, over 40 million foreign born persons now call the United States their home.
Last month a D.C. federal judge found deficient a 2008 DHS rule which allows F-1 visa students pursing STEM degrees to receive an additional 17 months of OPT training in the U.S. Despite this finding, the judge has allowed the current rule to remain in place for the time being. Accordingly, the 17-month extensions may still be issued to current and future OPT candidates. Stay tuned for updates.