In This Edition

• Employers Must Use New Form I-9 • Revised EEO-1 Report Rescinded
• Accommodating the Use of Medical Marijuana • Protecting Against Cyber Attacks

Employers Must Use New Form I-9

The United States Citizenship and Immigration Services (USCIS) recently released an updated Form I-9, Employment Eligibility Verification, which must be used on or after September 18, 2017. The changes to the form are subtle and may be difficult to spot without careful comparison. Although the revisions are modest, all employers still must comply and use the updated form. The easiest way for employers to ensure that they are using the latest form is to check the bottom left corner of the

form, which should state “7/17/17 N.” Employers should download the latest version of the Form I-9 from USCIS’s website. To learn more about the revised Form I-9 and how it differs from the prior version, see this legal alert from the law firm Fisher Phillips, LLP.

Revised EEO-1 Report Rescinded

CAAs with 100 or more employees are used to filing annual Employer Information Reports (EEO-1 Reports) with the federal Equal Employment Opportunity Commission (EEOC). As part of the EEOC’s effort to combat pay discrimination, in October 2016 this form was revised by the Obama administration to collect significantly more data, including summary pay data and aggregate hours worked data across a number of employee categories. However, late last month the White House’s Office of Management and Budget (OMB) halted implementation of the new form. Applicable employers must continue to complete the previously approved form. For more information about this development, and pay-equity issues generally, see this legal alert from the law firm Fisher Phillips.

Accommodating the Use of Medical Marijuana

Twenty-nine states have legalized medical marijuana, but it remains illegal under federal law. CAAs may wonder how the conflict between state and federal law impacts their ability to limit the use of marijuana by its employees--whether that use is recreational or medical, on-site or in an employee’s own time. Unfortunately there is no single answer, since marijuana laws vary greatly from state to state. To read more about employer’s obligations to accommodate

its employees’ use of medical marijuana, and to learn about a new case from Massachusetts that may foretell future legal developments, see this Labor & Employment News Alert from the law firm Venable.

Protecting Against Cyber Attacks

In the wake of recent cyber attacks, such as the Equifax breach, Community Action Agencies (CAAs), like any other organization using technology to conduct their business, are at risk. The opening of a seemingly legitimate attachment by one employee may lift the lid on a Pandora’s box of computer hacking and data exposure nightmares. This legal alert by the law firm Prince Lobel offers insight into the type of scams organizations may encounter and describes measures an organization may adopt to protect against such attacks. The alert also briefly addresses steps an organization may take if it falls victim to a cyber attack.

This e-News Bulletin is part of the Community Services Block Grant (CSBG) Legal Training and Technical Assistance (T/TA) Center. It was created by Community Action Program Legal Services, Inc. (CAPLAW) in the performance of the U.S. Department of Health and Human Services, Administration for Children and Families, Office of Community Services Cooperative Agreement – Grant Award Number 90ET0441-03. Any opinion, findings, conclusions, or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the U.S. Department of Health and Human Services, Administration for Children and Families.

Medical Marijuana photo courtesy of O'Dea at WikiCommons