On September 19, 2025, the U.S. Department of Labor (DOL) announced Project Firewall, a new enforcement initiative targeting H-1B employers.  The program is framed as "an expansion of existing authority" rather than a new law, but it signals a more aggressive stance on compliance and oversight.

What Has Been AnnouncedEnhanced Investigations

• The DOL’s Wage and Hour Division will increase the frequency and scope of investigations into        H-1B employers.
• A key new feature is that the Secretary of Labor will personally certify investigations when there is “reasonable cause” to believe an employer is out of compliance.

Penalties for Noncompliance

Employers found to be in violation of H-1B program requirements may face significant penalties, including:

• Repayment of back wages to affected H-1B workers
• Civil monetary fines
• Debarment from using the H-1B program for a prescribed period of time

Interagency Coordination

• DOL will share information with and coordinate enforcement alongside the Department of Justice (DOJ), U.S. Citizenship and Immigration Services (USCIS), and the Equal Employment Opportunity Commission (EEOC).
• This means an investigation by DOL could potentially lead to broader government scrutiny of an employer.

What Legal Authority Is Being UsedThe Department of Labor has emphasized that Project Firewall does not create new law.  Instead, it builds on:

• Existing H-1B statutory provisions under the Immigration and Nationality Act
• Labor condition application requirements
• Federal wage and hour enforcement powers

By centralizing certification authority with the Secretary of Labor and coordinating with other agencies, DOL is signaling that enforcement will be taken more seriously and pursued at higher levels of government.

What Remains UnclearAs with many large-scale initiatives, important details are still missing.  As of now:

• The definition of “reasonable cause” has not been clarified, leaving employers uncertain about what triggers an investigation.
• The scope of documentation that employers will be required to provide during audits has not been spelled out.
• The process for employer response and whether there will be opportunities to contest findings early in the investigation is not yet defined.
• It is unclear whether new regulations will be issued to codify parts of Project Firewall or whether enforcement will proceed entirely under existing frameworks.

Why This MattersFor employers, Project Firewall represents a shift toward stricter oversight of the H-1B program.  Even without new legislation, the DOL is signaling that it will use its full authority to enforce requirements.
For H-1B workers, this could mean:

• Potential delays or disruptions if their employer becomes the subject of an investigation
• Greater uncertainty as new procedures are developed and implemented

What to Watch

• Agency Guidance:  Clarifying instructions from the Wage and Hour Division about documentation, processes, and investigative thresholds
• Rulemaking Notices:  Potential regulatory changes that could provide more structure to the initiative
• Litigation:  Legal challenges from employers or industry groups that may affect how Project Firewall is implemented

Links:

• Department of Labor Press Release: Project Firewall (Sept. 19, 2025)
• White House Fact Sheet on H-1B Enforcement Initiatives
• USCIS H-1B Program Information
• Department of Justice – Worker Rights
• EEOC – Immigrant and Employee Rights Section

📩 For legal guidance on H-1B compliance, potential risks, and employer obligations under Project Firewall, contact the Law Office of Julia L. Stommes at [email protected].

The PERM Labor Certification is a crucial step in many employment-based green card cases.  While it may seem like just another form, it is actually one of the most detailed and time-sensitive parts of the immigration process.

1. What It Is

PERM (Program Electronic Review Management) is the process by which the U.S. Department of Labor (DOL) certifies that:

• There are no qualified U.S. workers available for the job being offered, and
• Hiring a foreign national will not negatively impact wages and working conditions of U.S. workers.

2. Who Needs It

Most EB-2 and EB-3 green card cases require a PERM Labor Certification, unless an exception like the National Interest Waiver applies.

3. Recruitment Is Mandatory

Employers must prove they tried to recruit U.S. workers before sponsoring a foreign employee.

This includes:

• Job postings with the state workforce agency
• Newspaper ads
• Internal postings
• In some cases, additional recruitment efforts such as online listings or campus outreach

4. Timing Matters

PERM is often the longest step in the green card process.  Between recruitment, prevailing wage determinations, and government review, cases can take several months to more than a year.

5. Accuracy Is Key

A small mistake in the PERM process — such as a typo in the job ad or missed recruitment requirement — can lead to denial and force an employer to start over.

Why This Matters

For employers and foreign professionals, PERM is not just paperwork — it is the foundation of an entire green card case.  Without careful planning and legal guidance, small errors can cause major delays.

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📩 Contact us at [email protected] for help preparing a compliant and effective PERM case.

From classrooms to hospitals to the national stage, Dr. Vivek Murthy’s story embodies the promise of birthright citizenship in America.  Born in the United States to Indian immigrant parents, he rose to become the 19th and 21st Surgeon General of the United States, advocating for public health, mental health, and nationwide responses to crises like COVID-19.

Murthy was born in 1977 in Miami, Florida.  His parents immigrated from India, instilling in him the values of education, service, and empathy.  Growing up, Murthy balanced the cultural heritage of his family with the opportunities offered by his American upbringing—a dual perspective that would shape his approach to medicine and public policy.

He earned his undergraduate degree from Harvard University and his medical degree from Yale School of Medicine, where he focused on primary care and public health.  Early in his career, Murthy co-founded VISIONS Worldwide, a nonprofit providing HIV/AIDS education, demonstrating his commitment to community health and global awareness.
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In 2014, President Barack Obama appointed him as U.S. Surgeon General, making him the youngest active Surgeon General in U.S. history.

He was reappointed in 2021 by President Joe Biden.  Throughout his tenure, Murthy has emphasized the importance of mental health, community wellness, and public engagement, leading initiatives to combat loneliness, misinformation, and preventable disease.

As a first-generation American, Murthy illustrates how children of immigrants can bridge cultures and lead with empathy, translating their upbringing into a vision for public good.  His work reminds us that America’s health and resilience are strengthened by those whose lives are shaped by multiple worlds.

Did You Know?
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• Nearly 1 in 4 children in the U.S. has at least one immigrant parent.
• First-generation Americans constitute approximately 15% of U.S. medical school matriculants, a notable representation considering their share of the population. ​
• Vivek Murthy was the youngest active Surgeon General in U.S. history when first appointed in 2014.

The Trump administration has significantly expanded its use of Section 287(g) agreements — partnerships between ICE (Immigration and Customs Enforcement) and state or local law enforcement agencies.  These agreements authorize trained local officers to assist ICE by identifying, detaining, or even initiating removal processes against immigrants, sometimes in everyday scenarios.
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This expansion means there are more places where local police may question a person’s immigration status, detain them under certain conditions, or hold them for immigration authorities. 

Knowing your rights and carrying the correct documents is more important than ever.

Why This Matters

• Local police are increasingly acting under ICE authority in many U.S. jurisdictions.
• Misinformation or failure to carry required documentation can result in detention or serious legal complications.
• Communities are concerned about arrests during routine traffic stops, workplace encounters, and public interactions.

What Immigrants Should Carry

U.S. law requires non-citizens to carry proof of immigration status.  The exact document depends on your status, but common examples include:
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• Permanent Resident Card (Green Card – Form I-551): Proof of lawful permanent resident status. Must be carried at all times.
• Arrival-Departure Record (Form I-94) or Passport with Entry Stamp: For nonimmigrants, this shows lawful admission and status, especially important after travel.
• Employment Authorization Document (EAD – Form I-766): Proof of work authorization for those without permanent residency.
• Visa, I-797 Approval Notice, or Other USCIS Documentation: To show lawful nonimmigrant status or a pending application.

What You Can Do Now

✔️ Carry the correct documentation for your status at all times.
✔️ Make secure copies or digital backups in case originals are lost.
✔️ Know your rights if stopped by an officer operating under a 287(g) agreement.
✔️ Speak with an immigration attorney if you are uncertain about your documentation or if you believe you have been asked for papers unlawfully.

Final Note

The expansion of state and local authority under 287(g) means more frequent interactions between immigrants and law enforcement.  Staying prepared with documents, understanding your legal status, and knowing your rights are your best protections.


📩 Questions about your documents or your rights? Contact us at [email protected].

The U.S. Citizenship and Immigration Services (USCIS) has quietly reinstated neighborhood and workplace investigations for naturalization applicants—a practice largely suspended since the early 1990s.  The August 22 policy reversal restores a provision of the Immigration and Nationality Act that allows discretionary personal investigations of applicants’ conduct and character.

What is Changing?

• Rescinding the Waiver: USCIS has ended a decades-long waiver and will again determine whether to conduct in-person checks of applicants’ neighborhoods and workplaces.

 

• Discretionary Use: Investigations will be carried out on a case-by-case basis. USCIS may evaluate evidence submitted by the applicant—including testimonial letters from neighbors, employers, and co-workers—to decide if a personal investigation is warranted.

Why Now?

USCIS leadership says the move better aligns with congressional intent to ensure applicants are of “good moral character” and “attached to the principles of the Constitution.”   The agency characterizes the return to in-person checks as strengthening statutory scrutiny amid increasing concern about overstays and fraud.

What It Could Mean for Applicants

• Extended Processing Times: Neighborhood checks may lengthen adjudication timelines, particularly if in-person interviews are required.

 

• More Documentation Needed: Applicants may benefit from proactively submitting character references or testimonial letters.

 

• Discretion and Consistency: USCIS case officers will exercise discretion—raising concerns about potential disparities in how the new policy is applied.

 

• Privacy Concerns: Some applicants may feel uneasy about personal visits or interviews occurring near their home or workplace.

What You Can Do

• Include Testimonials: Submit letters from trusted community members, employers, or associates who can confirm your character and residence.

 

• Prepare for Possible Visits: Be ready to respond to inquiries related to your residence or social ties if a neighborhood check is initiated.

 

• Stay Informed: Watch for updates to the USCIS Policy Manual and official guidance that explain how this change will be implemented.

📩 For guidance on naturalization procedures, preparing for neighborhood checks, or related immigration matters, contact the Law Office of Julia L. Stommes.


​If you have questions about your visa status or if you are an employer exploring immigration options, we are here to help.  At the Law Office of Julia L. Stommes, we are committed to helping individuals and businesses navigate complex legal landscapes.
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The information provided in this blog is intended for general informational purposes only and should not be construed as legal advice.  To schedule a Consultation to discuss your legal immigration options, please email us at [email protected].

Denaturalization is an issue that has gained more attention in recent years, raising concerns for many naturalized citizens.  It occurs when U.S. citizenship, once granted, is revoked by court order—not by choice, but as the result of a civil or criminal proceeding.

What Is Denaturalization?

Denaturalization can happen through:

• Civil proceedings (often based on naturalization fraud or misrepresentation), or
• Criminal convictions for lying during the application process.

Historically, denaturalization was rare—reserved for extreme cases like war crimes or espionage.  However, recent federal policies have broadened its use, creating greater uncertainty for those who obtained citizenship through naturalization.

Why It Matters

• Government scrutiny is increasing: The Department of Justice has made denaturalization a top enforcement priority, and these cases are being pursued more aggressively.

 

• Broad criteria raise concern: Individuals may face denaturalization for past criminal conduct, national security issues, or even minor missteps—sometimes without intent or awareness.

 

• Chilling effect: The increased risk has created fear among naturalized citizens, raising questions about past errors or incomplete disclosures.

How You Can Protect Yourself​

​To safeguard your citizenship and future, keep these steps in mind:

• Maintain honesty and transparency: Disclose all necessary information during naturalization and in all dealings with U.S. immigration authorities.

 

• Review your application carefully: Even small or old errors can be used as grounds for denaturalization.

 

• Seek legal guidance immediately: If you have concerns—such as past convictions, incomplete information, or a complex history—consult a qualified immigration attorney.

 

• Stay informed: Following immigration law updates helps you understand your rights and how to defend them.

We Are Here to Help

Denaturalization cases are complex and intimidating.  At the Law Office of Julia L. Stommes, we protect your naturalization status with experienced, thoughtful advocacy:

• We review your naturalization application for possible vulnerabilities.

 

• We guide you through disclosures and prepare defenses in case of past errors.

 

• We stand ready to help if you face any challenges to your citizenship.

Remain confident. Remain informed. Citizenship is your right, protected by law—and we are here to help you safeguard it.


​If you have questions about your visa status or if you are an employer exploring immigration options, we are here to help.  At the Law Office of Julia L. Stommes, we are committed to helping individuals and businesses navigate complex legal landscapes.
​
The information provided in this blog is intended for general informational purposes only and should not be construed as legal advice.  To schedule a Consultation to discuss your legal immigration options, please email us at [email protected].

U.S. Citizenship and Immigration Services (USCIS) has announced a major update to its payment process: beginning October 28, 2025, USCIS will no longer accept checks or money orders for filing fees.

Instead, applicants will be required to pay using one of two electronic methods:

• ACH direct debit from a U.S. bank account (new option via Form G-1650)
• Credit card payments (continuing option via Form G-1450)

This move is part of the federal government’s effort to modernize payments under Executive Order 14247, Modernizing Payments to and from America’s Bank Account.


Why This Matters

Over 90% of current USCIS payments are made by paper checks and money orders. These payment types slow down processing and increase the risk of fraud, theft, or lost payments.

By requiring electronic payments, USCIS expects to:

✔️ Improve efficiency and speed of application processing
✔️ Reduce fraud and payment errors
✔️ Align with modern banking practices
Applicants who rely on checks and money orders must prepare now for the upcoming transition.


What Applicants Need to Know

📌 New Form G-1650 allows direct debit payments from U.S. bank accounts.
📌 Form G-1450 remains available for credit card payments, including prepaid credit cards.
📌 Checks and money orders will no longer be accepted after October 28, 2025.
📌 Applications may be rejected if accounts do not have sufficient funds or if payments are denied.


Final Note

While USCIS has accepted credit card payments for several years, this new policy makes electronic transactions the only way to pay after October 28, 2025.  Applicants and petitioners should review their payment options now to avoid delays or rejections when this change takes effect.

If you have upcoming applications or petitions with USCIS, now is the time to prepare for this change. Ensure your payment method is set up correctly before October 28, 2025, to avoid delays or rejections.

​For personalized guidance, contact the Law Office of Julia L. Stommes today.