What does Deferred Action for Childhood Arrival aka DACA means to Employer? February 11, 2013

Dear Friends and Colleagues,

As immigration law continues to evolve, it is critical for employers and HR personnel to stay abreast of the latest developments from the Department of Homeland Security (DHS) and the U.S. Citizenship and Immigration Services (USCIS). With the 2012 presidential election decided, Deferred Action for Childhood Arrivals (DACA) remains a pivotal program towards providing temporary relief for undocumented immigrants while Congress considers and deliberates over comprehensive immigration reform.

With the advent of DACA, employers will encounter a segment of the U.S. workforce that may pose unique challenges and opportunities in its hiring and employment. Human resources personnel and in-house counsel may be required to work through and resolve some challenges when considering how DACA could benefit their company. Although little guidance on DACA has been provided to employers by the DHS, these challenges can be mitigated through a uniform company policy, due diligence and with the advice of immigration counsel. Ultimately, DACA can have a very positive impact on employers by providing access to an educated and talented hiring pool of more than 1.2 million candidates.

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