On Oct. 1, 2026, Colin M. McDonald, assistant attorney general for the U.S. Department of Justice’s National Fraud Enforcement Division (Fraud Division or Division), issued a memorandum titled “Directive 26-12: Corporate Enforcement in the Fight Against Fraud” (the Memorandum or the “Directive”), outlining the Division’s approach to investigating and prosecuting corporate misconduct. The Memorandum identifies
DOJ’s new National Fraud Detection Center may heighten cross-agency scrutiny of business immigration filings and employer compliance data.
Continue Reading How the DOJ’s National Fraud Detection Center May Impact Business Immigration
The DOJ, through its Immigrant and Employee Rights Section, has filed a lawsuit against Cloudera alleging systemic discrimination against U.S. workers in hiring practices tied to the Permanent Labor Certification Program process.
Greenberg Traurig is hosting a timely webinar on October 15, guiding organizations through the upcoming DOJ enforcement of the Data Security Program. GT experts will cover compliance obligations, risk mitigation strategies, and practical steps to identify and manage sensitive data transactions ahead of the July 2025 enforcement deadline.
On June 11, 2025, the U.S. Department of Justice (DOJ) Civil Division issued an internal memorandum outlining its latest enforcement priorities. One of the priorities highlighted in the memo is denaturalization, or the process of revoking U.S. citizenship acquired through naturalization.
Continue Reading DOJ Civil Division Prioritizes Denaturalization in New Enforcement Memo
As of May 12, 2025, whistleblowers may receive a financial award in exchange for emailing the Criminal Division of the Department of Justice (DOJ) to provide information about potential corporate immigration violations.
Continue Reading DOJ Adds Federal Immigration Violations to Corporate Whistleblower Awards Pilot Program
On June 28, 2024, the U.S. Supreme Court issued their decision in Loper Bright Enterprises et al. v. Raimondo, Secretary of Commerce, et al. – with significant consequences for immigration law. Loper Bright marks a fundamental shift in administrative legal practice, as it overrules Chevron U.S.A. Inc. v. Natural Resources Defense Council, Inc. 467 U.S.
The Department of Homeland Security (DHS) and Department of Justice (DOJ) recently issued a fact sheet to guide employers on electronically completing, modifying, or retaining Form I-9. The joint guidance applies to employers using private sector commercial or proprietary I-9 software programs to complete Form I-9 or participate in E-Verify.
Two years ago it was a large tech company and now a second tech giant has entered into settlement agreements with the U.S. Department of Justice’s Immigrant and Employee Rights Section (IER) over concerns related to their Permanent Labor Certification (PERM) recruitment practices. These settlements demonstrate the need for employers to consider anti-discrimination and PERM
In the United States, employment discrimination based on national origin and citizenship status is strictly prohibited by the Immigration and Nationality Act (INA). The Department of Justice’s Immigrant and Employee Rights (IER) section plays a crucial role in monitoring and enforcing these regulations. This blog post explores recent allegations of discrimination by a company under