Employment

2022 - 12 - 20

Options for Nonimmigrant Workers Following Termination of ... (USCIS)

U.S. Citizenship and Immigration Services (USCIS) is providing information for nonimmigrant workers whose employment has terminated, either voluntarily or ...

employment and readmission to the United States for any remaining period of their H-1B status. Workers with a pending adjustment application are generally eligible to remain in the United States and obtain an Employment Authorization Document (EAD). For example, an application to change status from H-1B to L-2 may be eligible for expedited adjudication to prevent severe financial loss. The timely filing of a non-frivolous change of status application will prevent the accrual of unlawful presence until the application is adjudicated (see above). Some circumstances may warrant expedited adjudication, including applications to change status to a dependent status that includes eligibility for employment authorization. If the application is ultimately approved, then the individual’s status is changed and is considered to have been in a period of authorized presence the entire time the application was pending. Such a filing alone will not, however, confer employment authorization in the new position during the pendency of the application, and will not extend employment authorization if the original classification is no longer valid. For example, if an individual files a non-frivolous application to change status before the end of the applicant’s 60-day grace period, they will not accrue unlawful presence while the application remains pending even after the 60-day grace period has elapsed. Note: The timely filing of a non-frivolous application to change status will toll, or stop, the accrual of unlawful presence until the application is adjudicated. In addition, some [spouses of H-1B workers](/working-in-the-united-states/temporary-workers/h-1b-specialty-occupations-and-fashion-models/employment-authorization-for-certain-h-4-dependent-spouses) may be eligible for work employment authorization if certain requirements are met. Some individuals in a dependent nonimmigrant status may be eligible for employment authorization incident to status, including spouses of E-1, E-2, E-3, or L-1 nonimmigrants (See These workers may have several options for remaining in the United States in a period of authorized stay based on existing rules and regulations.

Post cover — Image courtesy of "Out-Law.com"

Employment Tribunals get.£2.85m to tackle case backlog (Out-Law.com)

Rebecca Sulley tells HRNews about the pressures on the Employment Tribunal System and judicial mediation as a quicker way to resolution.

So, that does help in that you can get a mediation listed a lot sooner than your actual hearing to try and get a resolution to the case.” So, that really is forcing a lot of clients to reconsider their position on fighting the tribunal.” So, it's really the case that you need to think carefully about whether this is something you should be writing to the tribunal about, or whether you should try and go to the other side to agree something directly. So, the tribunals are really encouraging settlement, they're pushing judicial mediation, some tribunals have mandatory ADR, which is really a last ditch attempt to try and get the parties to settle, but we are also finding a lot of clients are concerned that witnesses will have forgotten by the time two years rolls by, they will have forgotten what happened and therefore the evidence might suffer and, of course, there's still turnover of staff. So, let’s consider that state of affairs and whether there is a way to get justice sooner. The Employment Tribunal System has been given a £2.85m boost to its funding and the number of days they operate.

What are 'employment costs' when contractors use an umbrella ... (Contractor UK)

Umbrella company payslips have always been somewhat of an enigma, but “employment costs” have been a hot topic in recent months, particularly in light of.

Remember, because employment costs are taken from the assignment rate, technically these deductions are not being taken from a contractor’s salary, as the calculation is done ‘above the line’ i.e. [information](https://www.gov.uk/guidance/working-through-an-umbrella-company) on HMRC’s website about what you can expect when working through an umbrella company. Therefore, ‘employment costs’ are deducted from the assignment rate and should appear on an umbrella company payslip. The recent issues highlighted in the industry (which I referred to at the outset) stem from hidden or extra costs being lumped into employment costs. [the term ‘salary skimming’ is debated by some](https://www.contractoruk.com/news/0015695fcsa_only_orange_genie_can_offer_potential_redress_contractors_claiming_be_ps4million_out_of_pocket.html). Also, every contractor using an umbrella should be provided with a Key Information Document (KID), plus a ‘pay illustration.’ If you are not provided with these documents, then you must ask for them and if there is a deduction which isn’t clear, then don’t be afraid to ask what it is, or for the exact calculation that sits behind that deduction.

Ignore calls to delay enforcement of Employment Act changes, govt ... (Free Malaysia Today)

MTUC says the amendments to the Employment Act will benefit both workers and employers as well as the economy. PETALING JAYA: The Malaysian Trades Union ...

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Going digital: How learning and employment records shape access ... (Brookings Institution)

This report examines how digital credentials and learning and employment records (LERs) are shaping the ways people access education and career ...

Retrieved from [https://www.brookings.edu/wp-content/uploads/2022/03/Digital-innovations_FINAL.pdf](https://www.brookings.edu/wp-content/uploads/2022/03/Digital-innovations_FINAL.pdf). Retrieved from [https://www.unesco.org/en/education/higher-education/global-convention](https://www.unesco.org/en/education/higher-education/global-convention). Retrieved from [https://sdgs.un.org/goals/goal4](https://sdgs.un.org/goals/goal4). The third principle is sovereignty, which means that individuals (or their guardians) are empowered to make informed decisions about the use and portability of their own data, that identity verification systems are transparent, and that there are adequate protections in place to preserve data privacy and security. These recommendations—and the conceptual framework we have used to organize them—are meant to provide guidance on how different actors can engage with this complicated digital ecosystem to help create more equitable learning and employment pathways. We call for a greater focus on adopting linked data infrastructure for verification and quality assurance processes that are user-friendly and minimize risk of security and privacy breaches. The third case study, the Digital Credentials Consortium (DCC), examines an international network of 12 universities that are working to develop shared technological infrastructure for issuing degrees as digital credentials, conducting user research within higher education institutions, and producing open-source technologies that enable the issuance, storage, and verification of digital credentials. This framework builds on three key principles from the Global Convention on Higher Education—equity, sovereignty, and mobility—which we expanded further to add trust. We present recommendations focused on prioritizing user-centered design, alignment of existing systems, digital inclusion, technical assistance, skills-based hiring, and establishing clear goals and metrics for assessing progress toward equity goals. In each case, awareness and engagement with digital credentials and micro-credentials among learners, employers, governments, and others need to be further fostered to maximize the potential of the initiative. [[2]](#footnote-2) Our contribution to these debates is to bring in evidence from three case studies on implementing and governing digital credentials, micro-credentials, and online learning. The foundational institutions, regulatory frameworks, and policies needed to govern technology—in general and more specifically to help people make sense of the ever-expanding smattering of digital learning and employment options—are very nascent.

ValueFlow and Employment Hero partner to deliver HR solution in ... (Channel Asia Singapore)

Daire O'Mochain, managing director of Asia at ValueFlow, highlighted the partnership as a “logical step” as Employment Hero was equipped to enable ValueFlow to ...

We wish ValueFlow continued success with their expansion.” “We look forward to an ongoing relationship with ValueFlow and their clients. Building on O’Mochain's comments, Kat Ryman, COO of Asia Pacific at ValueFlow, said the specialist provider had been a customer of the Employment Hero solution for HR and Payroll for "some time".