California Labor &
Employment Law Blog

Oct. 29 2008

DHS Issues Supplemental Final Rule on Responding to No-Match Letters

Topics: New Laws & Legislation

Last week, the Department of Homeland Security issued a Supplemental Final Rule regarding the procedures employers should follow in responding to “no-match” letters from the Social Security Administration. Employers may recall that last year a federal judge in the Northern District of California enjoined implementation of the DHS’ no-match rule. This Supplemental Final Rule was crafted in response to the injunction in an effort to address the court’s concerns. The Supplemental Final Rule provides explanation and background for the DHS’ no-match rule, but does not substantively change the procedures previously proposed by the DHS for responding to no-match letters. The DHS has stated that “in the coming days” it will be appearing before the Northern District of California to request that the injunction be lifted so that implementation of the rule may proceed. To read the DHS press release regarding the Supplemental Final Rule, click here. To read our past blog entry explaining the no-match rule, see our August 15, 2007 entry under New Laws and Legislation.

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For over 20 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor

Robin Largent has a regular presence in California state and federal courts and has been lead defense counsel and appellate counsel for large and small California employers in litigation (and arbitration) ranging from individual discrimination and harassment claims to complex wage and hour representative and class actions. She also leads the firm’s appellate practice, having substantial experience and success handling appeals, writ petitions, and amicus briefs in both state and federal court on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.
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