Nonprofit Legal Alerts

Updated Form I-9 and New Remote Verification Process Available

Employers are required to complete a Form I-9 to verify employment eligibility for all employees hired after November 6, 1986. The U.S. Citizenship and Immigration Services has issued a new updated Form I-9, which employers may begin using right away. However, employers are also permitted to continue to use the prior form until October 31, 2023, at which time the new form must be used.

The U.S. Citizenship and Immigration Services also updated the procedures for verifying remote employees for certain employers. This option is only available to “qualified employers” who are participating in E-Verify and are in good standing. This article from Squire Patton Boggs provides more information about the new procedures and which employers can use them. Additional information about E-Verify can be found at here.

Note that the updated Form I-9 for is for all employees, and the new remote verification process is available only for employers who participate in E-Verify. If you have questions about Form I-9, the new remote verification process or E-Verify, please contact your PBPA attorney.

Updates to the Nonprofit Code of Georgia that Impact Your Organization

On July 1st, the Amended Georgia Nonprofit Corporation Code went into effect. This law guides how Georgia nonprofit corporations are expected to operate. Since most of PBPA’s clients are incorporated in Georgia, these changes apply to you! A few examples of the changes include:

Directors may not vote by proxy.
Executive Directors are automatically corporate officers unless the bylaws say otherwise.
The same person may NOT serve as both the Chief Executive Officer (also sometimes referred to as President) and Secretary.

Learn more in PBPA’s one-hour webcast on the changes to the Georgia Nonprofit Corporation Code.

Click here to watch

Supreme Court Expands Religious Protections for Employees

In a recent unanimous ruling, the justices of the US Supreme Court made it easier for workers to seek religious accommodations on the job. Employers will now have to “show that the burden of granting an accommodation would result in substantial increased costs in relation to the conduct of its particular business” before they can deny a reasonable request for religious accommodations. Read this article from Fisher Phillips for tips on how nonprofits should handle employee requests for religious accommodation.