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COVID-Era Flexibilities Ending Soon: Form I-9 Remote Inspections

08.08.2023 Written by: Henningson & Snoxell, Ltd.

Two professionals look over paperwork.

The Department of Homeland Security and U.S. Immigration and Customs Enforcement have recently announced the “sunset” of COVID-19 temporary flexibilities announced in March 2020 which allowed employers to remotely inspect new employee identification documents required for the Form I-9. These flexibilities began to “sunset” on July 31, 2023, and employers are required to finalize physical inspections by August 30, 2023.

This means that all employers have until the August 30, 2023 deadline to go back and physically inspect the documents the employer received from all individuals hired on or after March 20, 2020, and who only had remote inspections completed by the employer for their Form I-9. DHS requires specific annotations regarding the physical inspections on Form I-9, depending on who completes the physical inspection and what documents are presented.

For more information or questions about this announcement, please contact us.

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TO VACCINATE OR NOT TO VACCINATE: What happens when parents disagree?

03.31.2021 Written by: Henningson & Snoxell, Ltd.

Family law attorneys and courts across the country have been working hard to help families navigate these ever-uncertain times. In particular, the vaccination of children poses unique legal challenges. What happens when two parents with joint legal custody disagree on whether a child should receive the COVID-19 vaccination? To best answer that question, we will explore several factors that Minnesota courts may look to in determining what is in the child’s best interest.


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5 Tips for COVID Co-Parenting

02.24.2021 Written by: Henningson & Snoxell, Ltd.

9 Tips for COVID Co-Parenting

Co-parenting under “normal” circumstances can prove to be challenging enough, but with the ongoing COVID-19 pandemic thrown in the mix, challenges abound. Because there’s so much to talk about when it comes to co-parenting in the middle of a pandemic, we’re doing a two-part series of blog posts. Read our first 5 tips for COVID co-parenting, below:


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Emerging Legal Issues for Your Pregnancy Center & COVID-19

05.26.2020 Written by: Henningson & Snoxell, Ltd.

Pregnancy Centers and COVID-19

As pregnancy centers continue to provide essential services throughout Minnesota, it is crucial to develop and engage in appropriate protective measures specific to COVID-19. This will not only protect your clients, volunteers, and employees, but may also reduce your legal risks.


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The Paycheck Protection Program and Religious Freedom Protections [Update]

04.03.2020 Written by: Henningson & Snoxell, Ltd.

Update to this post. Visit our COVID-19 resources page for more information.

Last night the SBA released its Interim Rule regarding the Paycheck Protection Program (PPP) that provided further guidance on religious freedom protections for religious corporations and the like.

According to Section 5 of the Interim Rule, “All loans guaranteed by the SBA pursuant to the CARES Act will be made consistent with constitutional, statutory, and regulatory protections for religious liberty, including the First Amendment to the Constitution, the Religious Freedom Restoration Act, 42 U.S.C. 2000bb-1 and bb-3, and SBA regulation at 13 C.F.R. 113.3-1h, which provides: ‘Nothing in [SBA nondiscrimination regulations] shall apply to a religious corporation, association, educational institution or society with respect to the membership or the employment of individuals of a particular religion to perform work connected with the carrying on by such corporation, association, educational institution or society of its religious activities.’ SBA intends to promptly issue additional guidance with regard to religious liberty protections under this program.”

Although the SBA hasn’t issued its additional guidelines yet, it is highly likely they will be in alignment with the religious freedom protections afforded to churches and religious organizations under the First Amendment of the U.S. Constitution and the Religious Freedom Restoration Act.

Link to rule here.

For more information about these updated guidelines from the Department of Labor, or for guidance for your business, nonprofit or religious organization in light of these guidelines, please contact our Business and Nonprofit Organizations Team.

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How the FFCRA Affects Businesses with Less than 50 Employees

03.31.2020 Written by: Henningson & Snoxell, Ltd.

How the Families First Coronavirus Response Act Affects Businesses with Less than 50 Employees

[Update to this post here – 4/3/2020]

More COVID-19 Resources

Are you a business owner with fewer than 50 employees (for a profit, nonprofit or religious organization)? Are you confused about the specific criteria required to claim an exemption to the expanded leave provisions of the Family’s First Coronavirus Response Act (FFCRA)? If so, you’re not alone. Recently, the U.S. Department of Labor provided much-needed information and guidance.


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Family and Medical Leave Expansion under the FFCR Act

03.27.2020 Written by: Henningson & Snoxell, Ltd.

The new Families First Coronavirus Response (FFCR) Act was signed into law last week, and business owners are wondering how it affects them. How does the new emergency expanion of Family and Medical Leave under this law affect you? We’ve put together an infographic to help you navigate the information.

Emergency Family and Medical Leave Expansion under the FFCR Act

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