Applicants are asked to submit a 500- to 1,000-word essay describing the personal, emotional, and practical impact immigration has had on their lives. Essays should explore the challenges individuals and families may face during the immigration process, such as separation, financial hardship, language barriers, or uncertainty, as well as the resilience required to move forward.

Immigration journeys often involve complex experiences that extend beyond legal procedures and documentation. Many individuals encounter significant obstacles while pursuing stability and opportunity in a new country. Through this scholarship program, Mendoza Law Firm hopes to provide financial support to students while encouraging meaningful reflection on the realities of immigration and the perseverance it often requires.

“Immigration stories are deeply personal and often involve significant hardship, but they also demonstrate incredible resilience,” said a representative of Mendoza Law Firm. “Through this scholarship, we hope to give students the opportunity to share their experiences while supporting their educational goals.”

The scholarship is open to undergraduate students enrolled in or admitted to an accredited college or university who maintain a minimum 3.0 GPA and are authorized to study in the United States. Students from all fields of study are eligible to apply.

After the application deadline, submissions will be reviewed by a scholarship selection committee. Five recipients will be selected to receive the scholarship award, which will be sent directly to the student’s college or university.

Attorney Jim McConkie said, “Our client is a young Venezuelan man who came into the U.S. legally to escape threats of violence by the Venezuelan government against his family for their opposition to the Maduro regime.” McConkie emphasized that “our client has no criminal record either in the U.S. or in Venezuela.”

To protect the client from public and government harassment, his name is not being made public at this time in favor of a pseudonym—Johnny Hernandez—to protect him from public and private harassment.

Brent Ward, a past United States Attorney for Utah and present member of the Parker & McConkie firm, said, “Mr. Hernandez was unlawfully detained by ICE and summarily deported to an El Salvadoran prison known as CECOT—a maximum security mega prison (capacity 40,000) plagued by overcrowding, lack of medical care, regular beatings, torture and an egregious history of inmate deaths while in custody.”

Mr. McConkie said, “The Trump Administration knowingly and unlawfully locked up an innocent person for four months in a concentration camp-like prison where he suffered torture, shooting, beatings and solitary confinement.”

Mr. McConkie commented further that, “When the U.S. government knowingly and purposefully violates the law by detaining and deporting innocent individuals on false charges and is not held responsible, the individual rights of not just legal immigrants but all Americans are placed in jeopardy. Our client suffered catastrophic injuries in CECOT from which he will never fully recover. Failing to demand accountability now places all Americans in jeopardy in the future.”

Richard Lambert, past Chief of the Criminal Division in the U.S. Attorney’s Office in Utah and another present member of the Parker & McConkie law firm, said, “This case is vitally important to all Utahns because ICE now proposes to incarcerate 7,000-10,000 people in a megaprison in Utah. The vast majority of inmates there will be people who are innocent of any serious crime. Such a facility invites the kinds of abuses that have been documented at CECOT.”

For questions and media requests, please contact David Watkins, Senior Publicist at Otter PR, at david.watkins@otterpr.com, or visit parkerandmcconkie.com. 

The Special Impact Litigation Grants will supplement the Center’s Annual Grant Program and reflect the urgency of the current threats facing organizations supporting social justice and civil rights. In addition to providing financial support, the Center will partner directly with selected grantees as co-counsel, offering collaborative litigation support to strengthen high-impact cases.

“These grants are rooted in our belief that funding alone is often not enough,” said Jerry Hartman, President of the Barbara McDowell Social Justice Center. “At this moment when fundamental civil rights are under grave attack, we are committed to pairing financial resources with our litigation expertise to help nonprofit legal organizations bring cases that can ensure social justice.

Eligibility and Application Process

The Special Impact Litigation Grant application will be open from March 16 through March 31, 2026. Any eligible nonprofit organization pursuing a new high impact litigation case may apply, including organizations that have not previously received funding from the Center.

Current and past Center grantees are eligible to apply, provided the application is for a new case that has not previously received funding from the Center.

Eligible nonprofit organizations may submit a completed application through the Center’s online, one-step application process.

Applications will be reviewed by the Center’s Grant Committee, which will recommend a subset of proposals to the Center’s Board of Directors for final review. The Board will make final determinations regarding the number of grants awarded and the amount of each grant.

Grant Awards and Notification

In addition to financial support, ranging from $20-25K per grant, selected grantees will partner directly with the Center as co-counsel, receiving hands-on legal collaboration and litigation expertise to support high-impact cases. A detailed description of the litigation support provided by the Center is available as part of the application materials.

Applicants will be notified of funding decisions by April 30, 2026.

For more information about the Special Impact Litigation Grant Program and to apply, visit https://www.mcdowellsocialjusticecenter.org/special-impact-litigation-grant-2026

“While the H-1B program has always been competitive, this shift toward a weighted selection model means employers must be more strategic and detail-oriented than ever,” said David Nachman, Managing Attorney of NPZ Law Group. “Early planning and accurate wage-level analysis will be essential for improving outcomes.”

Under the expected framework, USCIS will continue using a lottery format but may assign greater selection weight to registration tied to higher prevailing wage levels. Wage levels are influenced by job duties, occupational classification, geographic location, and the salary offered. This development may have a particular impact on employers hiring early-career professionals, sponsoring recent graduates, or operating across multiple worksites. 

Accurate worksite information is also becoming increasingly important. Prevailing wages vary significantly by location, and USCIS may review whether registration details align with the later-filed position. Employers are encouraged to confirm intended worksites early, avoid speculative locations, and ensure consistency across the registration, Labor Condition Application, and petition filings.

In addition to these changes, employers should be aware of a Presidential Proclamation that may impose a $100,000 government fee on certain H-1B cases processed outside the United States. While this fee generally does not apply to change-of-status cases filed within the U.S., applicability depends on individual circumstances, and ongoing litigation may affect implementation. 

“These developments show the importance of proactive planning,” added Nachman. “Employers should begin reviewing job descriptions, wage levels, and sponsorship needs well before the March 2026 registration window. Foreign nationals on F-1 OPT or STEM OPT should also plan ahead to avoid gaps in work authorization.” 

NPZ Law Group encourages employers to evaluate alternative visa options – such as L-1, O-1, TN, E-3, or E-2 classifications – if H-1B becomes less likely under the new system.

Raskin’s passionate remarks about democracy and civic courage captivated the audience of advocates and supporters. “Fascism will not be the end of democracy,” he declared. “Democracy will be the end of fascism — right here in America.”

In a wide-ranging discussion that was both candid and hopeful, Raskin reflected on the Constitution, the resilience of democratic institutions, and the power of citizens to defend justice. “Democracies aren’t saved by pieces of paper or traditions,” he said. “They’re saved by people — regular folks who decide not to let it happen on their watch.”

The evening also recognized two of the nation’s most distinguished advocates as the Center’s 2025 Champions of Justice:

• Seth Waxman, Partner, WilmerHale, and former Solicitor General of the United States
• Bill O’Reilly, Retired Partner, Jones Day

Both were honored for their extraordinary commitment to advancing equality and defending the rule of law through litigation and leadership.

In addition, the Center proudly announced new grants to four nonprofit organizations pursuing landmark impact litigation: JULIAN, Amica Center for Immigrant Rights, Lawyers’ Committee for Civil Rights Under Law, and the Center for Gender & Refugee Studies – California.

“We are honored to support organizations whose work reflects Barbara McDowell’s vision of using the law as a force for justice,” said Jerry Hartman, President and Chair of the Barbara McDowell Social Justice Center.

Since its founding in 2009, the Center (formerly the Barbara McDowell Foundation) has contributed nearly $2 million in grants, supporting 82 cases to 57 organizations. Its grantees have advanced impact litigation in areas including civil rights, immigration, gender equity, environmental justice, and voting rights.

Those who wish to support impactful litigation can donate at www.mcdowellsocialjusticecenter.org.

The interview examines how the firm strikes a balance between in-depth compliance knowledge and client-centric service, positioning itself as both a trusted local advisor and a global immigration partner. Nachman emphasizes the firm’s commitment to responsiveness, proactive communication, and practical guidance, noting that immigration success often relies on careful planning and adaptability. 

“Our role is to make a complex immigration system understandable for clients while ensuring they remain compliant with U.S. and international requirements,” says David H. Nachman, Managing Attorney and Founder at NPZ Law Group. “We may be a boutique firm, but our reach and impact are global. Clients know we’ll be at their side every step of the way.” 

The feature also highlights NPZ Law Group’s ability to serve multinational employers, HR leaders, and families with immigration needs ranging from employment-based visas and compliance audits to family-based petitions and naturalization. 

Read the full interview here: “Small Firm, Big Thinking” – Raise the Bar.

About David H. Nachman

David H. Nachman is the Managing Attorney and Founder of NPZ Law Group. With decades of experience, he advises multinational corporations, educational institutions, health organizations, and individuals on all aspects of U.S. and global immigration law. Nachman is widely recognized for his thought leadership in compliance, visa processing, and employer counseling.

Law Pilot’s service model integrates remote legal professionals into existing firm workflows. Tasks such as legal research, document preparation, discovery support, billing and file organization are managed under supervision from U.S.-based account managers. According to the founders, this approach helps firms focus on client service and legal strategy while maintaining ethical and regulatory standards.

“Small firms and solo attorneys face growing pressure to serve clients efficiently without sacrificing quality or compliance,” said Rohit Bhasin, J.D., co-founder of Law Pilot Inc. “We created Law Pilot to offer a secure, U.S.-managed solution for law offices that need flexibility and reliability in their support staff.”

Law Pilot’s services cover a range of practice areas, including personal injury, criminal law, bankruptcy, civil litigation, estate planning and probate, immigration, and family law. The company also supports custom practice areas and offers tailored workstreams to meet specific firm needs.

The firm’s pricing model is based on predictable monthly rates, with part-time support at $1,099 per month for 20 hours weekly and full-time support at $1,799 per month for 40 hours. There are no long-term contracts, allowing firms to scale services according to caseload.

“Our flat-fee structure eliminates the uncertainty of hourly billing,” Bhasin said. “We want clients to know exactly what to expect each month, both in terms of cost and quality.”

Law Pilot’s onboarding process is designed for rapid integration, allowing remote teams to adapt to each client’s templates and procedures. Standard turnaround for most assignments is 48 hours, with rush options available. All work is reviewed for quality, clarity, and formatting, and the company uses performance tracking to uphold service level agreements.

Industry analysts have noted that demand for legal process outsourcing continues to rise among small and solo firms, as practices seek ways to remain competitive in a changing legal landscape. Law Pilot’s founders believe their U.S.-managed approach provides quality assurance while addressing persistent concerns about data security and regulatory compliance often associated with offshore outsourcing.

“Attorneys need partners who understand the standards and pressures of the U.S. legal system,” said Bhasin. “Our team is committed to supporting law practices as an extension of their own staff, with the confidentiality and responsiveness they expect.”

Law Pilot Inc. is headquartered in Boston and serves clients nationwide. For more information, visit lawpilotinc.com or email rohit@lawpilotinc.com.

The refresh includes a modernized website, updated user interface, and streamlined visuals that reflect the firm’s forward-focused approach—while staying true to its long-standing identity and core mission: to deliver practical, strategic legal solutions that help California employers navigate, manage, and resolve workplace legal challenges.

“Over the past 30 years, we’ve built a strong reputation as a trusted partner for employers across California,” said Marie DiSante, Founding Partner and Firm Managing Partner. “This brand refresh honors our legacy while better reflecting the way we work today—modern, nimble, and responsive to the needs of our clients.”

The firm’s updated website—now live at www.cdflaborlaw.com—features a cleaner design, enhanced navigation, and a more accessible user experience for clients and visitors. The refreshed branding introduces a bold yet balanced teal accent that underscores CDF’s modern, client-centric perspective, without changing its longstanding logo or name.

“This brand refresh was about more than just aesthetics; it was an opportunity to modernize and streamline how we present ourselves and connect with clients,” said Todd Wulffson, Chair of the firm’s rebrand committee. “Our updated website showcases a more contemporary look, while making it easier for employers to access the exceptional client service they expect from CDF.”

CDF remains deeply rooted in its founding purpose: to provide practical, effective legal counsel that protects and empowers California employers. This brand evolution is not just a re-invention, but a reflection of the firm’s renewed energy and commitment to helping clients navigate the complexities of today’s rapidly evolving workplace.”

Initiative-taking Compliance Measures

The U.S. Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (IRIRA) incorporated Section 287(g) into the Immigration and Nationality Act (INA) by authorizing ICE to delegate to state government and local law enforcement officers the authority to perform specific immigration officer functions under the agency’s direction and oversight.  Section 287(g) is designed to remove “criminal aliens” who are eligible to be transported out of the U.S.  As of May 14, 2025, 40 states have signed Memorandums of Agreements (MOAs) for Section 287(g) program enforcement.

To prevent risk of liability, employers should contact their employment attorney to provide advice and counsel on compliant preventative measures relating the hiring of undocumented workers either directly or indirectly through sub-contractors. Such measures include:

• I-9 Compliance: Ensuring accurate completion and retention of Form I-9 for all employees, verifying their authorization to work in the U.S. to shelter employers from liability if audited;
• E-Verify Enrollment: Advising on the use of E-Verify, especially for federal contractors, to confirm employment eligibility electronically;
• Policy Development: Creating clear hiring policies and training HR personnel to recognize and address potential issues; AND
• Subcontractor Liability: Understanding the liability associated with hiring a subcontractor who falls into high violation rates and including protective language in subcontract agreements.

When an employer ends up in an impractical circumstance, these measures may help mitigate enforcement and penalties by demonstrating good-faith efforts to comply with immigration laws.

Preparing for ICE Raids

Raids by ICE are usually triggered by complaints, information provided by other governmental agencies, or ICE’s own investigatory and enforcement activities in the form of I-9 audits. For example, in Colorado, as one of the 40 states that is part of the MOAs for Section 287(g), ICE recently imposed over $8 million in fines to three Denver businesses for employing undocumented workers.

Well in advance before a raid would take place, employment counsel can immediately conduct its own internal audit, provide advice, and help prepare Companies that employing its own or  subcontract with another business that employs immigrant workers by:

• Reviewing, Drafting or Amending Written Agreements that include protective language addressing undocumented workers that may be employed by another subcontractor or party;
• Developing Response Plans and confirming protocols for handling ICE inspections, including designating points of contact and legal representatives;
• Designating Point Person(s) to be educated and trained on handling a potential raid by ICE; AND
• Ensuring that Legal Representation is contacted promptly during a raid to protect the company’s interests and assisting in the preparation of public access and audit company files in the event of a I-9 audit.

Worker Seizing Process and Employer Liability

The process for seizing undocumented workers in the workplace by ICE includes a combination of investigation, warrants, and raids.  During an I-9 audit or raid, workers can be arrested, seized, and transported by ICE. Employers have rights and responsibilities if contacted by ICE on its premises or out in a work field, including the right to refuse entry without a warrant.  An employer that is found to have knowingly hired undocumented workers is subject to significant civil fines, criminal charges, and potential debarment from government contracts.  Contractors using subcontractors may be subject to civil and criminal liabilities.  An affected company should request its employment attorney to:

• Review All Relevant Written Agreements between developers and general contractors, contractors and subcontractors, all employment agreements, and contracts for potential liabilities;
• Investigate ICE’s actions and claims including the review of the factual evidence to challenge the basis of the charges;
• Negotiate the Penalties, if allowed, by engaging with the government to reduce fines, avoid criminal charges;
• Provide Litigation Support to represent the employer in administrative or court proceedings, as necessary;
• Evaluate other risks, including potential breach of contract claims by developers, general contractors, subcontractors and other contracting parties; AND
• Discuss funding sources for defense, including through employer practices liability insurance, which may provide coverage and reimbursement should an employer get served with civil or criminal immigration charges.

Legal representation, advice, and counsel are vital to navigate the complexities of immigration enforcement actions and protect the business’s reputation, operations, and financials while also neutralizing or mitigating sanctions issued by the federal and/or state governments and potential future civil claimants.

Conclusion

Employment lawyers are indispensable allies for companies aiming to comply with immigration laws and prepare for potential ICE enforcement actions, especially when a business had no knowledge of an undocumented workforce. Expertise in compliance, preparation, and defense helps safeguard companies from significant monetary penalties and operational disruptions, including negative reputation issues if an ICE raid is published on mainstream news or social media sites. Ultimately, employers that are directly or indirectly involved with undocumented workers may have to make tough decisions to comply or risk penalties imposed by the federal government.

Lawrence Lee, Attorney & Shareholder

MONTGOMERY LITTLE & SORAN

The U.S. Department of Homeland Security (DHS) monitors all international students through the SEVIS (Student and Exchange Visitor Information System). OPT allows F-1 students to gain hands-on experience related to their major field of study. OPT allows F-1 students to gain hands-on experience related to their major field of study. However, under federal regulation 8 CFR § 214.2(f)(10)(ii)(E), students are only allowed an aggregate of 90 days of unemployment during the 12-month OPT period.

To read more, please click here . . .

If you or your family members have any questions about how immigration and nationality laws in the United States may affect you, or if you want to access additional information about immigration and nationality laws in the United States or Canada, please do not hesitate to contact the immigration and nationality lawyers at NPZ Law Group. You can reach us by emailing info@visaserve.com or by calling us at 201-670-0006 extension 104. We also invite you to visit our website at for more information

As heightened scrutiny at U.S. ports of entry and expanded digital search powers by Customs and Border Protection (CBP) continue to raise concerns, NPZ has released a series of informative articles to help travelers stay protected and prepared.

“Now more than ever, visa holders and Green Card applicants need to understand the legal landscape before making international travel plans,” said David Nachman, Esq., Managing Attorney at NPZ Law Group. “Changes in CBP practices and enforcement can lead to unexpected delays, device seizures, or even denials of re-entry.”

NPZ’s newly released travel advisory resources address a range of pressing concerns, including:

• Travel Risks for H-1B, L-1, and Other Nonimmigrant Visa Holders: What to know before leaving the U.S.
• Re-Entry Issues for Green Card Holders: How to prepare for scrutiny at the border.
• CBP’s Authority to Search Digital Devices: What travelers can expect during inspections.

These articles are available now on the firm’s website:

• Travel Advisory for Visa Holders – Key Considerations Before Leaving the U.S.
• What Green Card Holders Should Know About Being Detained at a U.S. Port of Entry
• Travel Advisory for Visa Holders and Green Card Applicants – What You Need to Know Now
• CBP’s Digital Search Authority at U.S. Borders: What Travelers Need to Know

“We strongly encourage anyone planning to travel to speak with an experienced immigration attorney before departing,” added Nachman. “Being well-informed can make the difference between a smooth return and serious legal complications.”

For personalized guidance or questions about how U.S. or Canadian immigration laws may affect your travel plans, contact the immigration and nationality lawyers at NPZ Law Group by emailing info@visaserve.com or calling 201-670-0006 ext. 104. Visit www.visaserve.com for more information.

Ley, 29, a Cuban citizen who is legally in the United States, was arrested in March on charges of allegedly performing an abortion and practicing medicine without a license under Texas law.

“These charges are serious, but so is our defense,” said Houston Attorney Jose Ceja, managing attorney of Ceja Law Firm. “We look forward to vigorously challenging these accusations. For now, we urge the public to wait for all the facts and to keep an open mind. We are confident that a thorough examination of the evidence will reveal a more complete picture.”

Ceja is board-certified in criminal law by the Texas Board of Legal Specialization. A former felony drug prosecutor, Ceja has devoted his career to criminal law since 2007.

The case is among the first criminal prosecutions under Texas’ near-total abortion ban.

Due to the ongoing nature of the proceedings, additional case details and comments may be limited.

For media inquiries, contact Attorney Jose Ceja at 713-568-5380.

ECFX Notice is a cutting-edge SaaS solution designed to streamline the downloading of court notice documents, ensure direct distribution to case teams, and securely store documents within the correct matter or client workspace in any DMS or file system. This automation significantly reduces the time spent on manual ECF notice processing and minimizes errors caused by delays or misfiled documents.

SOC 2 (System and Organization Controls) is an independent, third-party framework developed by the American Institute of Certified Public Accountants (AICPA). While SOC 2 Type 1 compliance evaluates security measures at a single point in time, SOC 2 Type 2 extends that assurance, verifying that ECFX has upheld rigorous security protocols over an extended period. This certification reinforces the company’s proactive approach to security and reliability.

“Law firms need more than just a vendor – they need a technology partner they can trust,” said Dan O’Day, Co-Founder and CEO of ECFX. “Achieving SOC 2 Type 2 certification isn’t just about meeting a standard; it’s about continuously proving that our security and privacy practices stand up to real-world scrutiny over time. Our clients deserve that level of assurance, and we’re proud to deliver it.”

The rigorous SOC 2 Type 2 audit assessed ECFX’s adherence to Security, Availability, and Confidentiality standards, ensuring that legal professionals can depend on ECFX to handle court notices with integrity, resilience, and compliance.

As law firms adopt more digital tools, cybersecurity threats and data protection requirements continue to change. ECFX’s ongoing investment in security measures and third-party audits reinforces its commitment to providing reliable, efficient, and secure court notice automation.

The article provided crucial legal insights into the protections afforded to individuals under the Fourth and Fifth Amendments. Yadira Zepeda, the firm’s managing attorney, has over twenty years of experience in immigration law and emphasizes the importance of knowing one’s rights when confronted with ICE.

“We understand that ICE prioritizes detaining individuals with criminal backgrounds or outstanding deportation orders,” said Zepeda. “However, the increased enforcement efforts have also led to situations that may infringe upon people’s constitutional rights.”

The Star-Telegram article highlighted key legal protections that individuals should be aware of:

• ICE cannot enter a home or business without a judicial warrant, which must be signed by a judge and specify the location and individual in question. Administrative warrants alone do not grant ICE the authority to enter private property.
• Individuals have the right to remain silent. Under the Fifth Amendment, people are not required to answer questions from ICE officers.
• Probable cause is required for ICE arrests. Officers must base their suspicions on objective facts, not solely on an individual’s appearance.

Zepeda also advised green card holders to carry their documentation but noted that they are not required to answer further questions beyond providing identification. “Non-citizens have a right to due process, and everyone—regardless of immigration status—has constitutional protections under the law,” she said.

With immigration enforcement efforts increasing in the Dallas-Fort Worth area, Zepeda Law Firm remains committed to advocating for the rights of individuals and families affected by these policies. We encourage our community members to seek legal counsel if they have concerns about their rights or immigration status.

Permanent Extension of EAD Validity Periods

Effective January 13, 2025, the DHS will permanently extend the automatic renewal period for EADs from 180 days to 540 days. This change is designed to address the lengthy processing times at USCIS and ensure eligible individuals can maintain employment without interruptions.

Who Benefits?

The expanded automatic EAD extensions apply to individuals in various categories, including but not limited to:

• Adjustment of status applicants
• H-4, L-2, and E-dependent spouses
• Refugees and asylees
• TPS beneficiaries
• Violence Against Women Act (VAWA) self-petitioners

Employers should remain proactive by identifying employees who may benefit from these extensions and providing necessary support for timely EAD renewals.

Modernizing the H-1B Program

On January 17, 2025, the DHS will implement sweeping changes to the H-1B visa program. These updates focus on streamlining processes, offering greater flexibility, and reinforcing compliance. Here are the most impactful changes:

Specialty Occupation Clarifications

The DHS is refining the definition of a specialty occupation, emphasizing the direct relationship between the required degree field and job duties. This clarification provides employers more latitude in listing acceptable degree fields for positions while maintaining compliance.

Amended Petitions

Employers must now adhere to updated guidelines when filing amended petitions due to changes in an H-1B worker’s work location. These rules align with current policy to ensure consistency.

Employer-Employee Relationship

A major shift eliminates the rigid employer-employee relationship requirement. Beneficiary-owners of petitioning entities may now qualify for H-1B status, provided they meet specific parameters, including performing specialty occupation duties for the majority of their time.

Cap Exemptions

Nonprofit and governmental research organizations will benefit from expanded definitions, allowing more flexibility for H-1B cap-exempt petitions. This change also accommodates remote work arrangements, focusing on the job duties rather than the physical location of the work.

Key Integrity Measures

To protect the integrity of the H-1B program, the DHS is introducing the following safeguards:

1. Bona Fide Job Offers: Employers must establish the legitimacy of the job offer, supported by contracts and documentation.
2. Third-Party Placements: For H-1B workers assigned to third-party worksites, the specialty occupation determination will now prioritize the requirements of the third party.
3. Site Visits: USCIS site visits will be codified, and non-compliance could lead to petition denial or revocation.

What Employers Should Do Now

• Audit Workforce: Evaluate current employees on EADs or H-1B visas to understand how these changes may impact them.
• Stay Updated: Monitor filing deadlines and regulatory updates to avoid disruptions.
• Leverage Support: Work closely with immigration professionals to ensure compliance with the new rules.

Your Trusted Partner in Immigration Law

At NPZ Law Group, we stay ahead of policy changes to provide actionable guidance for employers and foreign workers. If you’re navigating the complexities of the H-1B program or EAD renewals, our experienced team is here to assist. Contact us today to discuss how these updates might affect your immigration strategy.

For specialty guidance on U.S. and Canadian immigration matters, visit www.visaserve.com or call 201-670-0006. The NPZ Law Group stands ready, willing, and able to assist you with your U.S. and Canadian immigration law needs.

Jablonski graduated from the University of Michigan Dearborn with a bachelor’s degree in accounting. He later went on to receive his master’s in accounting there. Shortly afterward, he obtained his CPA license.

In his role as Senior Tax Associate, he will focus on tax planning, tax preparation, building and maintaining client relationships, and providing the guidance necessary for those clients to achieve their financial objectives.

“DJ is someone who knew as a Junior in high school that he wanted to work in this industry,” said Granite Peak CEO, Jharid Pratt. “His dedication to providing expert tax planning and compliance solutions is what we’re all about,” he concluded.

It’s rewarding to see clients become more financially fluent and profitable, it’s what I’ve always wanted to do,” said Jablonski.

Prior to joining Granite Peak, Mr. Jablonski worked in accounting for a variety of small businesses and had experience working with veterinary clients.

Lola, the first in her family to attend and graduate college since her grandparents, has demonstrated not only academic excellence but also a deep commitment to her local community. As a volunteer at Groundworks Tucson, a nonprofit organization that encourages youth involvement in the arts, she has worked tirelessly to ensure young people in her community have access to safe spaces to explore their creativity.

”This scholarship will be incredibly significant to both me and my family,” said Lola in her acceptance questionnaire. “Both of my parents were unable to fulfill their dreams of higher education, and I will be their first child to graduate with a college degree. These acts of financial kindness ease the stress that comes with tuition and allow me to focus on my learning.”

Lola’s dedication to the arts is equally matched by her love of community. Through her work as a K-8 after-school art teacher and English tutor for middle schoolers, she directly supports local students, helping them excel academically. Her work at Groundworks Tucson has also allowed her to grow as a volunteer and keyholder, where she manages local concerts and helps build creative spaces such as a community recording studio.

Reflecting on her scholarship application, Lola expressed her commitment to bringing her Mexican and Burmese heritage into her academic and future professional work. She hopes to work with museums around the world to preserve and highlight the art of indigenous communities, ensuring that their historical art is treated with the respect it deserves.

”Lola’s passion for education, art, and community service embodies the spirit of the ‘How I Make My Community Great’ scholarship,” said Hilary Walsh, representative of New Frontier Immigration Law. “Her dedication to making a positive impact on the world is truly inspiring, and we are honored to support her on her journey toward achieving her goals.”

After completing her undergraduate degree, Lola plans to pursue a master’s degree in conservation and restoration, with the ultimate goal of working directly with museums to give life to historically significant art pieces.

As she continues her academic journey, Lola remains deeply connected to her local community and is determined to keep giving back through her work.

Membership in AIOTL is by invitation-only. The professional organization is comprised of trial attorneys who exemplify the highest standards of practice in each field. Chosen through a combination of peer nominations and independent research, each lawyer is a leading representation of ethical and exceptional practice. As such, the AIOTL serves as a comprehensive and objective database of the most qualified legal professionals in the country.

The “Litigator of the Year” award is reserved for less than .03% of lawyers. Recipients are leaders in their fields and possess outstanding levels of skill, knowledge, and experience. Attorney Ali earned this recognition through years of dedication to his clients and his practice.

A former police officer and U.S. Marine Corps veteran, Attorney Ali earned a juris doctorate in law (J.D.) from Trinity International University; a degree with a focus on African studies from Regents College through a consortium with Tennessee State University; and is a doctoral candidate (D.B.A.) researching pan-African and Black social entrepreneurship at California Southern University.

Attorney Ali’s law firm focuses on representing persons accused of crimes, immigrants, and persons seeking civil justice in state and federal courts. Ali is on the list of counsel at the African Court of Justice and Human Rights in Tanzania, Africa and the International Criminal Court at The Hague, Netherlands.

He served as Director of the American Committee for United Nations Oversight, an advocacy group that lobbied the United Nations for police reform in 2015. He is the Director of the Linda Reese Harvey Stop & Frisk Youth Leadership Academy, which mentors and trains at-risk youth to deal with police encounters; Director of the Southern California Veterans Legal Clinic, a legal clinic offering no cost legal services to military veterans; and a member of Iota Phi Theta Fraternity, Inc. serving on the international governing body (Grand Council) as General Legal Counsel.

Attorney Ali, a distinguished biographee of Marquis Who’s Who and a recipient of the Albert Neilson Marquis Lifetime Achievement Award in 2021, received the Marquis Who’s Who Humanitarian Award for 2022. In 2017, he was recognized as one of the most influential African American Leaders in Los Angeles by the National Action Network founded by Reverend Al Sharpton.  Attorney Zulu Ali and Attorney Whitney Ali were recognized for their contributions and were listed as two of the Most Influential People of African Descent (MIPAD), Law and Justice Edition by the United Nations.

He has been honored as one of the Top 100 Lawyers in his area by the National Black Lawyers and National Trial Lawyers; a Top 10 Lawyer by the American Academy of Trial Attorneys, American Institute of Legal Counsel, American Jurist Institute, and Attorney & Practice Magazine; and Rue Ratings Best Lawyer in America.

He is the founder and CEO of 10 Nubian Queens & 5 Kings Media, a mass media production company focusing on black family and social justice content in film, radio, theater, music, and book publishing.

Additionally, Ali is the host of the radio talk show Justice Watch with Attorney Zulu Ali, which broadcasts from NBC Radio studio in Redlands, California; and he is a member of the National Black Radio Hall of Fame (Chicago chapter).

A devoted family man, Ali has been married to his wife (Charito) since 1986, has four adult children (Christine, Whitney, Ashley, and Lynda), four grandchildren (Amayah, Tye, Izem, Amina, and Nasira), and resides in Southern California with his family.

For press inquiries, contact Rosa Nunez, Executive Producer of Justice Watch Radio at 951-782-8722.

WardblawG’s Founder, Gav Ward, a lawyer turned legal internet marketer, initiated this pro-bono project in his spare time. Inspired by his role as Director at specialist online business generation agency for law firms, MLT Digital, and the words of legal futurist Professor Richard Susskind O.B.E., who stated, “As time goes on, every lawyer will need to be a legal technologist of some sort,” Gav Ward aspires to create one of the world’s largest directories of legal technologists.

With more than 230 legal technology experts now included in the directory, this provides an extra platform for legal technologists to enhance their online visibility and share their career journeys.

For instance, this has already helped to highlight Ratidzo (Rati) Murwisi as Botswana’s First Legal Technologist, who said “I am thrilled to share that I am now featuring on the Ward Blawg as Botswana’s First Legal Technologist! Being recognized among the top legal technologists and consultants in the world is an incredible honor. I am deeply passionate about blending law and technology to drive innovation and efficiency in the legal industry. This feature highlights my journey and the impact of legal technology in Botswana.”

“And leading legal technology recruiters Jameson Legal Tech have shared to their 10,000+ followers on LinkedIn. Their aim is to “help make lawyers become more effective, productive, impactful and agile in the midst of disruption.”

Legal technology professionals interested in being featured can contact Gav Ward for inclusion.

For more information, please visit: https://wardblawg.com/top-legal-technologists-a-leading-legal-tech-directory/

Established as an institution dedicated to democratizing legal education, MSLAW offers a curriculum that emphasizes the acquisition of practical skills along with traditional academic learning. The school’s innovative approach prepares students for the complex demands of today’s legal profession and underscores its commitment to ethical practices.

With a distinguished faculty comprising experienced legal practitioners and academics, MSLAW fosters an educational environment that prioritizes mentorship and interactive learning. The school’s emphasis on practical training is complemented by opportunities for students to participate in legal clinics and pro bono initiatives, fostering a strong sense of community service and providing invaluable experiential learning.

MSLAW maintains a holistic admissions process that evaluates applicants beyond standardized tests, opting instead to review each individual’s academic record, professional experiences, and personal aspirations. Prospective students are encouraged to submit comprehensive applications that reflect their dedication to legal studies and their alignment with MSLAW’s mission to serve the community.

The admissions office is actively engaging with applicants to facilitate a smooth application process. Potential students are advised to ensure that all application components, including transcripts, letters of recommendation, and personal statements, are submitted in a timely fashion.

As the deadline nears, MSLAW seeks to attract a diverse group of individuals who are prepared to begin an educational journey with a commitment to justice. With the August 1st deadline on the horizon, the school urges those intending to apply to act promptly to secure their place in the MSLAW community for the Fall semester.

Applications can be submitted online at https://www.mslaw.edu/apply-now/.