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The establishment of IOLTA in the United States followed changes to federal banking laws [3] passed by Congress in 1980 which allowed some checking accounts to bear interest. The Florida Bar Foundation [4] launched the first American IOLTA program in 1981. Today, every state, the District of Columbia and the U.S. Virgin Islands operate IOLTA ...
The ineffectiveness of current employer sanctions for illegal hiring. This allows immigrants who are in the country illegally to easily find jobs. There are three reasons for this ineffectiveness—the absence of reliable mechanisms for verifying employment eligibility, inadequate funding of interior immigration enforcement, and the absence of ...
The Steven Salaita hiring controversy was a 2010s controversy about an American professor who was un-hired [fn 1] by the University of Illinois Urbana-Champaign following a campaign by pro-Israel students, faculty and donors who contended that his tweets protesting Israel's bombardment of Gaza were antisemitic. [1]
(The Center Square) – With just days before President-elect Donald Trump is sworn into office, outgoing Department of Homeland Security Secretary Alejandro Mayorkas issued a swath of immigration ...
J.B. Pritzker of Illinois and Jared Polis of Colorado will be the co-chairs of a new "non-partisan" coalition of the nation's governors committed to protecting the "state-level institutions of ...
The illegal workers are hired by the employers in the companies, competing in the same market with similar businesses that are hiring the legal workers. Due to the competition on the products sold in that free market, increase in illegal immigration may decrease the wage rate of the legal workers.
The woman accusing Jay-Z and Sean “Diddy” Combs of sexually assaulting her when she was 13 can proceed anonymously (“at least for now”) in her lawsuit against the rappers, a judge ruled ...
Employment discrimination against persons with criminal records in the United States has been illegal since enactment of the Civil Rights Act of 1964. [citation needed] Employers retain the right to lawfully consider an applicant's or employee's criminal conviction(s) for employment purposes e.g., hiring, retention, promotion, benefits, and delegated duties.