The U.S. Citizenship and Immigration Services (USCIS) August 2025 policy memorandum on naturalization applications demonstrates the agency’s heightened scrutiny in conferring citizenship and raises questions on how newly empowered officers will conduct their review. 

Citizenship is the final step in what can be a long and complicated journey for foreign nationals seeking immigration benefits. After a period of years of holding lawful permanent residence, the length of which depends on the basis and terms of their green cards, they become eligible to apply for citizenship

As statutorily required, USCIS has always assessed an applicant’s “good moral character” in adjudicating citizenship requests. That assessment has generally involved a review of whether an applicant has committed certain crimes, including “aggravated felonies,” and disqualifying misconduct. In the absence of such offenses, applicants have generally been judged to possess “good moral character.”

The August 2025 policy memorandum changes that approach. USCIS’s evaluation now will involve “more than a cursory mechanical review focused on the absence of wrongdoing.” Rather, it will make a “holistic assessment of an alien’s behavior, adherence to societal norms, and positive contributions that affirmatively demonstrate good moral character.” In other words, citizenship applicants will not be considered to possess “good moral character” simply by pointing to a clean criminal record. They must “demonstrate[e] how their life aligns with a pattern of behavior that is consistent with the current ethical standards and expectations of the community in which they reside.”

Among the positive factors USCIS will assess are “community involvement, family caregiving, educational attainment, stable and lawful employment history, length of lawful residency in the U.S. and compliance with tax obligations and financial responsibility.”

Conversely, if applicants have committed or engaged in “controlled substance violations, multiple DUI convictions, false claims to citizenship, unlawful voting, or ‘any other acts that are contrary to the average behavior of citizens in the jurisdiction where aliens reside,’” they may be disqualified.

This new, increasingly subjective approach and lower standard for disqualification have raised questions and concerns as to how USCIS will assess “good moral character” and adjudicate naturalization applications. It is possible that inconsistent and unpredictable adjudications may result from this updated approach.

Jackson Lewis attorneys are closely monitoring USCIS policy and trends and will continue to provide updates. If you have any specific questions regarding these developments, please reach out to a Jackson Lewis immigration attorney.

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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.