On April 12, 2024, USCIS issued a Federal Register notice establishing procedures for Palestinians eligible for Deferred Enforced Departure (DED) to apply for Employment Authorization Documents (EADs) valid through Aug. 13, 2025. President Joe Biden had announced in February 2024 DED for up to 18 months through Aug. 13, 2025, for Palestinians who had been present in the United States since Feb. 14, 2024.

There is no application for obtaining DED classification. Palestinians are covered by DED if they meet the eligibility requirements set out in President Biden’s directive and the Federal Register. But covered Palestinians must apply for DED-based EADs. The Federal Register notice sets out the EAD application instructions.

The Federal Register notice also adds that Palestinians eligible for DED who wish to travel outside the United States based on DED must apply for travel authorization by filing a Form I-131, Application for Travel Document. If a Palestinian covered by DED leaves the United States without first receiving travel authorization, that individual may no longer be eligible for DED and may not be permitted to reenter the United States.

Jackson Lewis attorneys are available to assist you with any questions about Palestinian DED and how to complete the Form I-9, Employment Eligibility Verification, process.

Print:
Email this postTweet this postLike this postShare this post on LinkedIn
Photo of Forrest G. Read IV Forrest G. Read IV

Forrest Read is a Principal in the Raleigh, North Carolina, office of Jackson Lewis P.C. He has extensive experience in both business immigration law and employment law and has particular focus in legal issues in graduate medical education (GME).

Mr. Read’s immigration practice…

Forrest Read is a Principal in the Raleigh, North Carolina, office of Jackson Lewis P.C. He has extensive experience in both business immigration law and employment law and has particular focus in legal issues in graduate medical education (GME).

Mr. Read’s immigration practice focuses on assisting employers in obtaining employment-based nonimmigrant visas (e.g., H-1B, L, O, TN) for foreign national employees and work-related immigrant (green card) visas, including PERM Labor Certifications, and advising employers on compliance with U.S. immigration laws and regulations. He has broad experience in advising large, mid-size and small employers on their various immigration needs and developing strategies to help them navigate through complex immigration issues. He also has particular experience in counseling employers in the health care industry and addressing immigration-related issues that arise for their broad range of health care professional employees (including advising on and obtaining employment authorization for medical residents and fellows and obtaining J-1 visa waivers for foreign national physicians completing their medical training in the United States). His immigration practice also includes defending employers in connection with Department of Labor H-1B and H-2B investigations.

Mr. Read’s employment law experience includes representing management, particularly academic medical centers in the GME context, in a wide array of workplace disputes and litigation before federal and state courts and administrative agencies, including matters related to discrimination, retaliation, harassment, disability, family and medical leave, various wage and hour issues, contracts, and intentional torts. He advises academic medical centers on the interplay between applicable academic law and employment law and the ramifications of what are divergent legal requirements and standards. Mr. Read also provides counsel with respect to the legal impact of competency standards for residents and trainees in GME, including situations involving discipline, remediation, and dismissal. He provides advice and guidance in the peer review process, including provision of verification and assessment of training in response to third party inquiries.

As a member of the Firm’s Corporate Diversity Counseling group, Mr. Read also has experience in providing assessments and making recommendations to corporate and institutional clients with respect to diversity and inclusion policies and initiatives, conducting related internal investigations, and shaping, developing and enforcing effective policies and initiatives to ensure consistency with client values and in furtherance of business goals and objectives.

Read more about Forrest G. Read IV
Show more Show less
Related Posts
How to Navigate FLAG System Updated for New H-2A Farmworker Visa Rule and Court Order
September 12, 2024
USCIS Improvements Cut Naturalization Processing Time
September 11, 2024
U.S. Embassy in Havana Restores Visa Services for 7 Work, Exchange Visas
September 10, 2024