U.S. Immigration Policy Program
This conference offers law and policy analysis and discussion on cutting-edge immigration issues.
This policy paper proposes creation of a permanent, independent executive-branch agency that would make regular recommendations to the president and Congress for adjusting employment-based immigration levels.The Standing Commission concept, first articulated by the MPI-convened Independent Task Force on Immigration and America's Future in its 2006 final report, would provide nonpartisan, timely, evidence-based, and impartial analysis that is vital for informed policymaking.
This report assesses the performance of the Department of Homeland Security (DHS) over the course of the agency’s first six years, examines the effectiveness of the three core immigration agencies within DHS—U.S Customs and Border Protection, U.S. Immigrations and Customs Enforcement, and U.S. Citizenship and Immigration Services.
This report argues that U.S. Customs and Immigration Enforcement’s National Fugitive Operations Program is not operating in accordance with its legislative purpose of improving national security by apprehending dangerous individuals with existing removal orders.
This report looks at E-Verify, the Internet-based employment verification program operated by the Department of Homeland Security in partnership with the Social Security Administration. The program gives employers a means to electronically verify the work eligibility of newly hired employees.
This fact sheet provides a demographic portrait of foreign-born veterans of the U.S. armed forces. By analyzing data from the U.S. Census Bureau’s 2007 American Community Survey, this fact sheet examines foreign-born veterans' countries of origin, states of residence, and periods of service.
This fact sheet examines the dramatic increase in U.S. Citizenship and Immigration Services processing times for naturalization applications resulting from an overall increase in applications during fiscal year 2007.
This report explores the proposed implementation of the Department of Homeland Security’s new guidance which mandates employers who receive “no match” letters to determine the source of the discrepancy, take steps to resolve it within 90 days, and if this isn't possible, terminate the employee.