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UNDOCUMENTED IMMIGRANT MEN MUST REGISTER WITH THE FEDERAL SELECTIVE SERVICE AGENCY

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Archive: May 2016

UNDOCUMENTED IMMIGRANT MEN MUST REGISTER WITH THE FEDERAL SELECTIVE SERVICE AGENCY

Article 16-20

¡No Se Deje!

Federal law requires men between the ages of 18 and 26 years of age to register with the Selective Service Office.  The Selective Service Office establishes a list of all men eligible to be called to service in the military in case of a national emergency.  Immigrants, even undocumented immigrants, living in the United States must register with Selective Service within 30 days after their 18th birthday.  Immigrant men that are 18 or older when they enter the country must register as soon as possible and, at the latest, before their 26th birthday.  Immigrants that are in the country on a non-immigrant visa are not required to register with Selective Service.  Non-immigrant visas are issued for a fixed period of time e.g. 3 months, for a specific purpose like a visitor or student visa.

 

The penalty for not registering with the Selective Service Office can be severe.  The law permits the imposition of a fine of up to $250,000 and up to 5 years in prison.  Men that fail or refuse to register are disqualified from receiving certain government benefits like student financial assistance, and federal job training and employment benefits.  In addition, men that do not register as required by law can have their citizenship applications denied under certain circumstances.   These penalties can be avoided by providing convincing evidence that the failure to register was not “knowing and willful.”

 

The IMMIGRATION AND NATIONALITY ACT requires all applicants for U. S. citizenship to prove that they have been of good moral character for 5 years prior to filing their application.  Applicants must also declare under oath that they are willing to bear arms on behalf of the U. S. when required by law.  It is the policy of the Immigration Service to deny citizenship applications of men that knowingly and willfully refused to register with the Selective Service.  Citizenship officials have concluded that such refusals to register demonstrate a failure to establish a “willingness to bear arms when required” and justify a denial of the citizenship application.  If the citizenship applicant is not yet 26 years of age, he will usually be allowed to register and then be granted citizenship.

 

Prosecutions for failing to register for the Selective Service are extremely rare.  And, it is very difficult for the government to prove that such failures to register were “knowing and willful.  If the person accused of failing to register is not yet 26 years of age, the government will usually allow the person to register and avoid having charges filed.

 

During the early 1960’s thousands of men refused to register with the Selective Service because they knew that they would probably be drafted into the military and have to go to war (Vietnam).  Today there is no real risk of forced military service since this country has not had a military draft law for decades.  ¡NO SE DEJE! ®

 

 

Jess J. Araujo, Esq

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CAMBIOS EN LAS REGLAS DE BENEFICIOS MEDICO-LABORALES PERJUDICAN A LOS TRABAJADORES

Artículo 16-19

¡No Se Deje! ®

En 1993, el Presidente Clinton apoyó y luego firmó al Decreto Federal de Permisos De Ausencia Laboral por Razones Médicas (en ingles Federal Medical Leave Act -FMLA).  Esta nueva ley le dió importantes derechos a los trabajadores en este país.  La ley solamente aplica a los patrones con más de 50 empleados y a trabajadores que han trabajado para los patrones por al menos 12 meses y al menos 1,250 horas durante los 12 meses previos.  Los trabajadores y trabajadoras elegibles pueden tomar hasta 12 semanas de permiso de trabajo SIN PAGO para tener un bebé, cuidar a un hijo, o cuidar a un padre, esposa, o hijo con un “Problema Médico Grave”.  Un doctor debe certificar que el trabajador o el miembro cubierto de la familia tiene un “Problema Médico Grave”.

 

El beneficio más importante del FMLA, es que el trabajo del empleado queda protegido, lo que significa que éste no puede ser despedido, degradado, o de ninguna manera penalizado por tomar un permiso del FMLA.  El trabajador también tiene derecho a usar cualquier vacación pagada o permiso por enfermedad que haya acumulado, durante la ausencia del FMLA.  De esta manera, el trabajador puede tener un ingreso para mientras que, de otra manera, sería un permiso sin pago del FMLA.

 

Esta importante ley fue puesta en vigencia para asegurar que los trabajadores no tengan que escoger entre conservar sus trabajos y poder atender problemas médicos graves de ellos mismos o de los miembros cercanos de su familia.

 

En los días finales de la Administración Bush,  esas reglas fueron cambiadas para los trabajadores que usan permisos del FMLA.  Trabajadores y activistas pro-trabajadores quedaron decepcionados pero no sorprendidos que las nuevas reglas hicieran más difícil que los trabajadores utilizaran los beneficios del FMLA.  Los patrones por el otro lado se sintieron muy felices con los cambios.

 

ALGUNOS DE ESTOS CAMBIOS  QUE ESTAN VIGENTES DESDE EL 16 DE ENERO DE 2009, SON:

 

Ahora los trabajadores deben obedecer los procedimientos del patrón para reportar ausencias y para notificar a los patrones que la ausencia será un permiso del FMLA.  Bajo la antigua regla, los trabajadores tenían 2 días después que comenzaba la ausencia para notificar al patrón que la ausencia era un permiso del FMLA.

 

Los patrones tienen ahora 5 días para decidir si deben conceder el permiso bajo el FMLA.  Bajo la antigua regla, los patrones tenían que decidir en solo 2 días.

 

Las penalidades contra los patrones por negar  negligentemente permisos de trabajo bajo FMLA han sido eliminadas. Quitar esta protección significa que los patrones no tendrán ningún riesgo o pérdida si deciden incorrectamente que el trabajador no tiene derecho a la protección del puesto de trabajo del FMLA.  Como resultado, los trabajadores casi seguramente experimentarán despidos negligentes cuando los patrones despidan a trabajadores que tomen permisos propios del FMLA.

 

Los patrones pueden requerir que los trabajadores que tomen permisos “intermitentes” bajo el FMLA, presenten certificación de un doctor para establecer que ellos están “capacitados médicamente para trabajar”.  Esto presenta un obstáculo y una oportunidad más para que un patrón penalice a un trabajador en cuanto al uso de los beneficios del FMLA.

 

Restituir las pérdidas de los beneficios para los trabajadores, que fueron creados bajo el  FMLA de 1993, debería ser un objetivo para la  administración Obama.  Su compromiso de apoyar a los trabajadores de este país está bien establecido y debe darnos esperanza a todos nosotros que estos cambios injustos serán revertidos.  ¡NO SE DEJE! ®

 

Jess J. Araujo, Abogado

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CHANGES TO MEDICAL BENEFITS RULES HURT WORKERS

Article 16-19

¡No Se Deje!

In 1993, President Clinton supported then signed the Federal Medical Leave Act (FMLA).  This  law gave important new rights to workers in this country.  The law only applies to employers of 50 or more employees and to workers that have worked for the employer for at least 12 months and at least 1,250 hours during the previous 12 months.  Eligible workers can take up to 12 weeks of UNPAID leave from their jobs to have a child, take care of a child, or to take care of a parents, spouse or child with a “Serious Health Condition”.  A doctor must certify that the worker or covered family member has a “Serious Medical Condition”.

 

The most important benefit under the FMLA, is that the worker’s job is protected, meaning that the worker cannot be terminated, demoted, or in any way penalized for taking FMLA leave.  The worker also has the right to use any paid vacation or sick leave that has accrued during the FMLA absence.  In this way, the worker can have an income while on otherwise unpaid FMLA leave.

 

This important law was enacted to ensure that workers do not have to choose between keeping their jobs and being available to attend to serious medical conditions to themselves or to their immediate family members.

 

In the final days of the Bush Administration, that rules were changed for workers using FMLA leave.  Workers and worker advocates were disappointed but not surprised that the new rules made it harder for workers to use FMLA benefits.  Employers on the other hand are very happy with the changes.

 

SOME OF THE CHANGES TO THE FMLA, WHICH ARE EFFECTIVE ON JANUARY 16, 2009 ARE:

 

Workers must now follow the employers’ call in procedures for reporting absences and to notify employers that the absence will be an FMLA leave.  Under the old rule, workers had 2 days after the absence began to notify employers that it was and FMLA leave.

 

Employers are now given 5 days to decide whether they must grant the leave under the FMLA.  Under the old rule, employers had to decide within just 2 days.

 

The penalties against employers for wrongly denying FMLA leaves of absences have been eliminated. Removing this protection means that employers will not have any risk or loss if they incorrectly decide that the worker is not entitled to FMLA job protection.  As a result, workers will almost certainly experience wrongful terminations when employers fire workers that take appropriate FMLA leaves.

 

Employers can require workers that take “intermittent” FMLA leave to present certification from a doctor to establish that they are “fit for duty”.  This presents one more obstacle and opportunity for an employer to penalize workers for using FMLA benefits.

 

Restoring the lost benefits to workers, which were created under the 1993 FMLA, should be a goal of the Obama administration.  His commitment to supporting the workers of this country is well established and should gives us all hope that these unfair changes will be reversed. ¡NO SE DEJE!®

 

Jess J. Araujo, Esq.

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