Employment, Scams, & Privacy
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This website is not intended to serve as legal advice and is not a substitute for obtaining legal advice from a qualified attorney.
Employment Information
As of June 18, 2024, the white house announced support for DACA employees in the U.S.
The Sept. 13, 2023 decision from the U.S. District Court from the Southern District of Texas expanded its July 16, 2021, injunction and vacatur order to the DACA Final Rule but maintained the partial stay for “all DACA recipients who received their initial DACA status prior to July 16, 2021,” so the recent court order does not disturb the grant of deferred action or the validity of work authorization for current DACA recipients. USCIS will also continue to adjudicate requests for DACA renewal and associated applications for employment authorization. USCIS will also continue to accept and adjudicate applications for replacement employment authorization documents (EADs).
- Current and new employees with DACA may continue to receive valid EADs after the date of the court orders.
- No action is required for current employees who are DACA recipients who have presented valid EADs.
- The U.S. Department of Justice has issued guidance for DACA recipients and their employers that also clarifies this.
- Neither the litigation nor the implementation date of the final DACA rule on Oct. 31 affect current valid grants of DACA or related employment authorization.
- New employees who are DACA recipients and who present unexpired EADs are also authorized to work.
- See I-9 Central for more information on completing Form I-9, Employment Eligibility Verification, for new employees as well as additional EADs DACA recipients may present.
- The court decision is not a basis to ask any employee to show more or different documentation to verify or reverify their employment authorization on Form I-9.
- If you participate in E-Verify, the system can confirm identity and employment eligibility for new employees who are DACA recipients with a valid and unexpired EAD.
For information about the rights of employees, please see the U.S. Department of Justice, Civil Rights Division, Immigrant and Employee Rights Section's information on employee rights.
Don't Get Scammed!
Undocumented students are vulnerable to scammers. Scammers can appear legit by imposing agents from various government agencies questioning their immigration status and demanding payment and personal information. In recent years, advanced and increasingly sophisticated techniques have been utilized to deceive and coerce students and their family members.
Several federal agencies provide information about common scams
Resources for Reporting Scams
Your Privacy at Texas A&M
For additional FERPA information, be sure to review the Office of the Registrar site for FERPA and FERPA Forms & Resources.
Key Provisions of FERPA
- Students in postsecondary institutions “own” their education records.
- Students have the right to inspect and review their education records.
- Students have the right to request correction of inaccurate or misleading information.
- Students maintain the right to restrict disclosure of personally identifiable information.
- Students may file a complaint with the Family Policy Compliance Office of the Department of Education if they believe that an institution has violated their rights under FERPA.
Practical Implications
Education records – regardless of medium – should be treated as confidential unless prior, written, student consent has been given or disclosure falls under a permissible FERPA exception.
Disclosure Guidelines
Disclosure of student education records is only allowed when:
Education records – regardless of medium – should be treated as confidential unless prior, written, student consent has been given or disclosure falls under a permissible FERPA exception.
Disclosure Guidelines
Disclosure of student education records is only allowed when:
- Prior, written student consent is provided
OR - Disclosure meets a FERPA Exception condition