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Frequently Asked Questions (FAQ)


Hooper Law Firm provides the following legal resources and Frequently Asked Questions (FAQ) for its clients and public knowledge.  While we make every effort to keep this information up to date, please do not act on any of this information without seeking the advice of legal counsel licensed in the State of Texas.  For more information, please see our legal disclaimer.

  • Immigration FAQ
    • What is the priority system for family-based visas?
    • Are immediate relatives included in the preference system?
    • What is derivative status?
    • Who needs an employment authorization document (EAD) prior to seeking employment in the United States?
    • How can an employer become liable for inappropriate employment activities?
    • How can an employer sponsor a foreign worker?

  • Parole FAQ
    • How is parole eligibility determined?
    • What factors determine whether the Texas Parole Board grants or denies parole?
    • What is mandatory supervision?
    • What is parole revocation?
    • What is the parole revocation process?
    • Is legal representation required for parole?



Immigration FAQ

The following is a brief list of some of the most frequently asked questions regarding immigration in the United States:

Q:  What is the priority system for family-based visas?

 

A:  The US issues a limited number of family-based immigrant visas each year.  In order to prioritize who should receive these visas, the US government created a preference system based on the US relative wishing to sponsor a family member and the relationship between the US relative and the family member.  Currently, the priority system is set up as follows:


        First preference: unmarried children of US citizens (limited to 23,400 visas annually)


        Second preference: spouses and children, whether married or unmarried, of US legal permanent residents (limited to 114,200 visas annually with a required 77% of the available visas in this category allocated to spouses and minor children under 21 years old)


        Third preference: married children of US citizens (limited to 23,400 visas annually)


        Fourth preference: brothers and sisters of US citizens over 21 years old (limited to 65,000 visas annually)

 

In order for a US citizen or legal permanent resident to sponsor a family member for immigration, they must be able to prove that they can financially support the family member once he or she arrives in the US.  This is accomplished by filing an Affidavit of Support with the US Citizenship and Immigration Services (USCIS).

 

 

Q:  Are immediate relatives included in the preference system?


A:
  Immediate relatives of US citizens are not included in the preference system. Immediate relatives include spouses, unmarried children under 21 years old and parents if the US citizen child is at least 21 years old.  US citizens wishing to sponsor an immediate relative for immigration are required to submit a petition to the US Citizenship and Immigration Services (USCIS).  Upon approval of the petition, the immediate relative will receive a visa number from the US State Department once one becomes available.  The immediate relative must be eligible to receive an immigrant visa under US laws, or receive a waiver for any ineligibility.  Approval of the petition does not guarantee the family member will be allowed to immigrate to the US.

 

 

Q:  What is derivative status?

A:  In some situations, spouses and children of a visa applicant may be eligible for derivative status and may not be subject to the preference system.  Derivative status means that the spouse or child can apply for visas based on the approved application of the spouse or parent, known as the principal applicant.  For example, if the husband receives an employment-based visa to immigrate to the US, his wife and any unmarried children under the age of 21 can receive derivative status to join the husband in the US.

 

Derivative status is available to the spouses and minor children of those admitted to the US as legal residents based on family-based, employment-based or diversity lottery visas.  For children to be eligible for derivative status, they must be unmarried and under 21 years of age.  Children who turn 21 while waiting for the visa application to process may be able to maintain status as a child for immigration purposes under the Child Status Protection Act.  Also, married children who divorce prior to their 21st birthday also may be able to claim status as a child under this Act.

 

To learn more about sponsoring a family member for immigration, applying for derivative status or for help with any other immigration matters, contact an experienced immigration attorney today.

 

 

Q:  Who needs an employment authorization document prior to seeking employment in the US?

 

A:  Certain classes of nonimmigrant visa holders (those who receive permission to work temporarily in the US) will need to request an employment authorization document (EAD) before they can begin working in the US.  Currently, the following classes must apply for EAD:


  • Academic student visa holders seeking employment off-campus
  • Aliens in the process of adjusting to legal permanent resident status
  • Fiancés of US citizens
  • Dependents of foreign government officials

 

Additionally, those with asylee, refugee or temporary protected status also must receive EAD prior to beginning employment in the US.  EAD requests may be submitted electronically or by mail to the US Citizenship and Immigration Services (USCIS). Not all applicants will qualify for electronic filing.

 

US citizens and legal permanent residents do not have to receive EADs before they can begin working in the US.  US citizens only need their Social Security cards and legal permanent residents only will have to present their Alien Registration cards or “Green Cards” as they are more commonly referred. However, it should be noted that legal permanent residents may not be eligible for every type of employment, including those that require certain security clearances.

 


Q:  How can an employer become liable for inappropriate employment activities?

 

A:  There are many ways in which an employer can incur liability under the employer-sanctions provisions of the Immigration Reform and Control Act (IRCA) and the Immigration and Naturalization Act (INA).  Depending on the violations, an employer may face civil and criminal sanctions.  Civil penalties can amount to thousands of dollars per violation. While criminal penalties are rarer, they can result in jail time for convicted employers.

 

Most employers believe that their liability extends only to employment of an unauthorized alien.  The INA does provide sanctions for knowingly hiring and retaining unauthorized aliens, but it is also illegal for employers to hire new workers without first performing the requisite employment verification procedures. Every new hire, even if he or she claims US citizenship, must produce evidence of employable status for the employer's inspection.  This may include a Social Security card, Alien Registration Card (“Green Card”), or Employment Authorization Document (EAD).  The employer then must complete the federal Employment Eligibility Form, or I-9, certifying that the employer personally viewed the new employee's documentation.

 

In some instances, employers may be held liable for accepting illegal or fraudulent documentation of a worker’s employability.  The employer should retain in original form or on microfiche completed I-9s.  Employers may face sanctions for not completing this form whether or not any of their employees are unauthorized aliens.

 

Employers must not discriminate against potential employees based on their nationality or citizenship.  Many employers may avoid foreign-born applicants in order to ensure compliance with hiring rules, but the IRCA imposes liability for such discrimination, whether intentional or not. 

 

The imposition of immigration rules on the employment relationship creates new risks for employers. In order to navigate the growing body of these laws and regulations, employers should seek the assistance of an immigration attorney.


 

Q:  How can an employer sponsor a foreign worker?

 

A:  Employers can sponsor foreign workers for full-time, permanent employment in the US.  This means that the foreign workers can immigrate to the US for the job and live here permanently.

 

Employers can sponsor only the following types of workers:


        Priority workers with extraordinary ability in sciences, arts, education, business or athletics; outstanding professors and researchers; or multinational executives and managers


        Professionals with advanced degrees (at least a bachelor’s degree) or those with exceptional ability in the sciences, arts or business


        Skilled workers capable of performing a job requiring at least two years of training or experience


        Professionals holding at least a bachelors' degree


        Other workers capable of performing jobs requiring less than two years of experience or training


        Special immigrants, including religious workers, government employees, physicians and others

         

In order to sponsor one of these types of employees, the employer may have to request labor certification from the US Department of Labor (DOL).  The purpose of the labor certification is to verify that the employer met its obligations to attempt to find qualified US workers for the position, but that none could be found; and that by hiring foreign workers, the wages and working conditions of similarly employed US workers will not be adversely affected.

 

Once the employer receives labor certification, the employer can file an Immigrant Petition for Alien Worker with the US Citizenship and Immigration Services.  The petition must be approved before the workers can apply for immigrant visas or seek a change in their immigration status if they already are in the US with a different legal status.





Parole FAQ

The following is a brief list of some of the most frequently asked questions regarding parole in the state of Texas:

 

Q:  How is parole eligibility determined?

 

A:  The laws governing parole eligibility and mandatory supervision are very complicated, even for those who deal with such matters on a daily basis. Because of the numerous changes in the law during the last two decades, there is still much confusion among attorneys as to which law is applicable to a particular inmate.  Fortunately, there is a fast, easy way to determine this important issue: The law in effect on the date that the offense was committed governs an inmate’s eligibility for release on parole or to mandatory supervision.  Moreover, the effective date of most statutory amendments is the last day of August or the first day of September after the respective legislative session.

 

The issue of applicable legislation affects not only an inmate’s initial parole eligibility, but also how his case is voted, and whether or not he might be required to serve his entire sentence day for day or is released on mandatory supervision. To illustrate this point, consider the following hypothetical: An inmate commits a crime involving the use of a deadly weapon, such as aggravated robbery, murder, aggravated assault, etc.  If he committed this crime prior to September 1, 1987, he would be eligible for parole after serving one third of his sentence.  Additionally, even if the inmate in this scenario was denied parole and given a serve all, he would still be released to mandatory supervision, once his flat-calendar-time plus good time equals his sentence.

 

Conversely, an inmate who commits the same crime prior to September 1, 1993 would be eligible for parole after serving one-fourth of his sentence.  However, the same inmate would have to serve one-half of his sentence to be parole-eligible if his offense was committed on or after September 1, 1993.

 

For the vast majority of inmate, whose offenses are not listed in Texas Government Code, §508.149, parole eligibility is based upon the offender earning 25% of his time credits.  Since most offenders will receive good time credits towards the eligibility date they will earn 25% of time credits well before they serve 25% of their actual time.  Crimes of violence occurring on or after September 1, 1993 require offenders to serve 50% of their sentence without any credit for good time

 

 

Q:  What factors determine whether the Board grants or denies parole? 

 

A:  In deciding which offenders will be released to supervision, the Texas Parole Board has a great deal of latitude and is free to consider a wide range of factors. Perhaps one of the most frustrating things for many inmates and their families to come to terms with is the fact that the Board is not limited to the facts underlying the inmate’s present offense of conviction.  Rather, it may take into consideration any and all information it deems relevant; such as any charges that were dismissed as part of a plea bargain; prior criminal history including juvenile records (although these records are often sealed to the general public, they are available to the Board); and previous unsuccessfully completed parole or probation.  The Board may also take into account how the inmate’s institutional adjustment, whether he has participated in available programs, etc.  Finally, it may consider family support and the opportunity for gainful employment upon release.  It should be noted that this list is not exhaustive, but is provided to illustrate the variety of factors the Board may take into consideration when reviewing an inmate’s file for parole.

 

 

Q:  What is mandatory supervision?

 

A:  Mandatory Supervision is the statutorily mandated release of an inmate when his calendar time served plus earned good time credits equals the inmate's total sentence.  For example: if an inmate had a five year sentence, after accumulating 60 months worth of time credits the decision to release the inmate to supervision would become mandatory by operation of law.  

 

However, for those inmates whose offense was committed on or after September 1, 1996, release to Mandatory Supervision is no longer mandatory!  Due to legislative changes to the statute, the Board must now review all Mandatory Supervision release cases, which has resulted in a very confusing oxymoronic term known as “discretionary-mandatory release”.  Thus, if Board determines that release to Mandatory Supervision is not in the best interests of the public it may deny such release.  As one appellate court justice recently observed, “only in Texas could a "mandatory release" become a "discretionary mandatory release"!”  An inmate released to Mandatory Supervision is subject to the same terms and conditions as an inmate released to Parole.

 

 

Q:   What is a parole revocation?

 

A:   Just because an inmate is released from prison on parole or mandatory supervision does not mean that he or she is home free.  In fact, he is still serving his sentence while on parole albeit in a less restrictive manner.  Failure of parolees to remain cognizant of this fact can quickly result revocation of parole or mandatory/discretionary supervision and/or re-incarceration in TDCJ or some lesser sanction, such as compulsory substance abuse treatment or ISF (Intermediate Sanction Facility).  

 

Parole revocations can occur for a variety of reasons, such as failure to comply with stipulations and conditions of release, re-arrest (even when the charges are dismissed or the inmate is ultimately acquitted), or even something as tenuous as an unsubstantiated allegation that the inmate has violated a terms of condition of release.



Q:  What is the parole revocation process?

A:  A parole revocation hearing must be held not later than the 41st day after the date of arrest on the blue warrant, unless the person is subject to pending criminal charges that have not been adjudicated, or he has been transferred from a county jail to a community residential facility, or he is in custody in another state or federal correctional facility.

Depending on the nature of the allegations of violation, an individual may be entitled to a Preliminary Hearing as well as a final Revocation Hearing.  The Preliminary Hearing establishes whether or not probable cause exists to believe that the person violated at least one of the conditions of release.  If probable cause is established, a Revocation Hearing will be held to determine whether or not the allegations can be proved by a preponderance of credible evidence.  Each of the hearings consists of a fact-finding phase and an adjustment phase.  The purpose of the adjustment phase is to determine how well the individual has done since his release to supervision and to determine the seriousness of the violation in the overall context of the person’s adjustment to society.

 

Parolees are entitled to written notice of the allegations of violation and are entitled to disclosure of the evidence against them. They have a right to be represented by counsel and a right to confront and cross-examine adverse witnesses.  They are also entitled to request that subpoenas be issued to secure the attendance of either adverse or friendly witnesses.

 

Upon finding that the inmate violated at least one of the terms or conditions of supervision, the Board may:

 

1. Withdraw the violation warrant and continue the person on supervision under the same or modified conditions of release;


2.  Order that the inmate be continued on supervision after spending a period of time in an Intermediate Sanctions Facility; or


3.  Revoke the inmate's parole and return him to TDCJ.  If parole is revoked, the person returns to prison with calendar time credits only unless he is not currently serving or been convicted of an aggravated offense in the past AND he managed to successfully complete more than fifty percent of the balance of his sentence prior to the issuance of the blue warrant.



Q: Is legal representation required for parole?

 

A: Legal representation is not required and most offenders go through the parole review system without the assistance of legal counsel.  Moreover, state statutes require that only attorneys licensed in Texas can represent an offender before the Texas Parole Board.  Conversely, non-attorneys who offer parole packet services cannot appear before the Board.   Although many attorneys are starting to accept parole cases, there are presently only a handful of attorneys who practice in this area on a day-to-day basis and who therefore understand the ins and outs of the system.  Please read more about Hooper Law Firm’s Parole Services to learn about the advantages of hiring an attorney.