Robinson Cole LLP
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Carmen Ruiz focuses her practice on U.S. immigration law. She works with senior attorneys in preparing submissions to applicable government agencies such as the U.S. Department of State, the U.S. Department of Labor, and the U.S. Citizenship and Immigration Services, and assists clients with employment eligibility verification and compliance. Carmen’s practice extends to supporting other Immigration group attorneys in business-related immigrant and nonimmigrant petitions.

Prior to joining Robinson+Cole, Carmen’s legal experience was focused on probate and estate administration proceedings. Her responsibilities included drafting and reviewing complex estate planning documents, including wills, trusts, powers of attorney, and healthcare directives, ensuring legal compliance and alignment with clients' unique needs and objectives. She was also responsible for managing the probate process, with emphasis on the marshaling of assets and the preparation and filing of inventories, returns of claims, and final accounts.

While in law school, Carmen interned with the Quinnipiac University Civil Justice Clinic. Her work included researching legal immigration issues, preparing clients for hearings and immigration-related interviews, and representing them in those humanitarian cases. She also served as Vice President of the International Human Rights Law Society.

  • Quinnipiac University School of Law (Juris Doctor, magna cum laude)
    • Dean’s Fellow, 2020-2023
    • Excellence in Clinical Legal Education and Service to the Law School
    • Distinguished Academic Achievement in Estate and Gift Taxation
  • Boston College (Bachelors)
    • B.A., Sociology
    • History and International Studies Minors

  • State of Connecticut

  • Spanish

Quinnipiac University
Legal Studies Advisory Board Member

American Immigration Lawyers Association

Publications


Students: Union Organizing and Employee Status in 2026 teaser
March 11, 2026

Students: Union Organizing and Employee Status in 2026

October 28, 2025

How To Stay I-9 Compliant in Today’s Immigration World

Industry Today

The current administration has ushered in an era of increasing immigration complexity, especially in the area of Temporary Protected Status. What is TPS? Temporary Protected Status (TPS) is a country-specific humanitarian program impacting thousands of workers across industries, including manufacturing. In fact, according to a March 2025 report, an estimated 570,000 TPS beneficiaries are working in the U.S. labor force; 70,000 of which are in the manufacturing industry. TPS is an immigration status for foreign nationals whose home countries the Department of Homeland Security (DHS) has determined to be unsafe due to conditions such as environmental disasters, armed conflicts, epidemics, or other extraordinary conditions.  Not only does TPS temporarily protect eligible individuals from deportation but also allows beneficiaries to work legally in the U.S. throughout the duration of their designated status, which is defined through a TPS-based Employment Authorization Document (EAD). As of October 10, 2025, there are currently 12 countries designated for TPS: Burma, El Salvador, Ethiopia, Haiti, Lebanon, Somalia, South Sudan, Sudan, Syria, Ukraine, Venezuela, and Yemen. Several of these designations are the subjects of active and ongoing federal litigation, the basis of which is largely the Trump administration’s efforts to terminate various TPS designations. In recent months, DHS has issued key updates regarding TPS extensions, redesignations, and EAD validity – all of which impact how employers complete and update Form I-9, DHS’s Employment Eligibility Verification form. Understanding how to best navigate these changes is critical for employers to ensure compliant employment practices, avoid potential penalties, and maintain workforce stability. Venezuela as a TPS Case Study The TPS designation for Venezuela has been extended, redesignated and terminated multiple times by DHS, highlighting how complex I-9 compliance can be for U.S. employers in the wake of federal developments and ongoing litigation. Most recently, DHS’s termination of Venezuela’s TPS designations have been the subject of an ongoing federal court battle, resulting in litigation-driven uncertainties that directly impact how employers verify their employees’ work authorization. The ongoing litigation has forced manufacturing employers to repeatedly update I-9 records and reverify work authorization for impacted employees each time DHS announcements and court rulings change the program’s validity period. As of October 3, 2025, the 2021 designation for Venezuela is slated to terminate on November 7, 2025.  This development comes from DHS Secretary Noem’s publication in the Federal Register announcing the agency’s termination of the 2021 designation. DHS Secretary Noem also terminated the 2023 designation earlier this year, where termination took effect on April 7, 2025. Shortly before it was to take effect, a federal court partially blocked the termination, preserving TPS for only a narrow carve-out of impacted individuals. On September 5, 2025, a federal district court granted summary judgment in favor of TPS plaintiffs, leading DHS to reinstate the 2023 Venezuela designation. However, on October 3, 2025, the U.S Supreme Court granted DHS’s request to stay the district court decision that had reinstated the 2023 designation. In other words, DHS is now permitted to consider the 2023 designation terminated as of April 2025, rendering impacted individuals deportable and without work authorization while the litigation continues. What does this mean for employers of Venezuelan TPS beneficiaries? After the Supreme Court ruling, the U.S. Citizenship and Immigration Services (USCIS) updated its Venezuela TPS website to confirm that the Supreme Court had allowed the termination of the 2023 designation to “take immediate effect” and that “TPS beneficiaries who received an Employment Authorization Document on or before February 5, 2025, with a ‘Card Expires’ date of October 2, 2026, will maintain work authorization until October 2, 2026.” USCIS has not published updated guidance on the I-9 central page since the Supreme Court ruling, so additional guidance regarding its implementation of the termination may be forthcoming.1 Employers of impacted TPS beneficiaries may wish to contact immigration counsel for advice  on identifying their impacted workforce and next steps to consider. Staying current with TPS-related announcements, training HR personnel accordingly, and perhaps employing immigration compliance counsel, might be appropriate  for maintaining compliance and avoiding discriminatory practices. As DHS continues to issue new guidance and TPS designations shift with geopolitical realities, a flexible and informed compliance strategy is the best defense against risk, and the best way to support a diverse, authorized workforce. I-9 Compliance is A Moving Target, So What May Employers Consider Doing? TPS provides vital humanitarian protection — and critical workforce continuity — across domains including the manufacturing industry. But for employers, it can create a level of compliance complexity that cannot be ignored. Failure to comply with Form I-9 requirements, including the correct handling of TPS documentation and extensions, can result in civil penalties, discrimination claims, or disruption to business operations. Employers must invest in proactive education, systems updates, and consistent internal practices to stay ahead of the evolving regulatory landscape. To remain I-9 compliant, employers, HR departments, and hiring managers may want to consider utilizing an I-9 Compliance checklist, including the following: Stay Informed Directly from the Source (the federal government) ✓ Monitor updates in the Federal Register. ✓ Review Resources for Employers USCIS Handbook for Employers (M-274): https://www.uscis.gov/i-9-central DHS TPS Updates: https://www.uscis.gov/humanitarian/temporary-protected-status Federal Register Notices: https://www.federalregister.gov/ E-Verify Program: https://www.e-verify.gov/ ✓ For high-impact workforce decisions, consult with legal immigration counsel. Review and Update I-9s, When Needed ✓ If an employee presents a facially expired EAD that has been auto-extended under TPS, refer to the appropriate DHS notice and ensure the expiration date matches. ✓ Update Section 2 of Form I-9 correctly, noting the extension, EAD category (TPS), and referencing the Federal Register citation. ✓ Do not reverify until the auto-extension period ends. ✓ An expired EAD with a matching auto-extension from DHS may be valid. ✓ A new EAD with updated dates and codes should be reviewed carefully for consistency. ✓ Accept only documents that meet the DHS requirements for List A, B, or C. Avoid Discriminatory Practices ✓ Ensure that all employees are treated consistently throughout the employment verification process. ✓ Be aware of potential national origin discrimination risks when asking for documentation or making employment decisions. For manufacturing employers, workforce needs are often urgent and high-volume, so the stakes of I-9 compliance are particularly high. Employers must stay current with programs like TPS and others that grant employment authorization to ensure their workforce remain authorized. Venezuela TPS is just one example of how rapidly employment eligibility rules change, illustrating just how critical investing in proactive I-9 compliance counsel and systems is.

Students: Union Organizing and Employee Status in 2026 teaser
March 11, 2026

Students: Union Organizing and Employee Status in 2026

October 28, 2025

How To Stay I-9 Compliant in Today’s Immigration World

Industry Today

The current administration has ushered in an era of increasing immigration complexity, especially in the area of Temporary Protected Status. What is TPS? Temporary Protected Status (TPS) is a country-specific humanitarian program impacting thousands of workers across industries, including manufacturing. In fact, according to a March 2025 report, an estimated 570,000 TPS beneficiaries are working in the U.S. labor force; 70,000 of which are in the manufacturing industry. TPS is an immigration status for foreign nationals whose home countries the Department of Homeland Security (DHS) has determined to be unsafe due to conditions such as environmental disasters, armed conflicts, epidemics, or other extraordinary conditions.  Not only does TPS temporarily protect eligible individuals from deportation but also allows beneficiaries to work legally in the U.S. throughout the duration of their designated status, which is defined through a TPS-based Employment Authorization Document (EAD). As of October 10, 2025, there are currently 12 countries designated for TPS: Burma, El Salvador, Ethiopia, Haiti, Lebanon, Somalia, South Sudan, Sudan, Syria, Ukraine, Venezuela, and Yemen. Several of these designations are the subjects of active and ongoing federal litigation, the basis of which is largely the Trump administration’s efforts to terminate various TPS designations. In recent months, DHS has issued key updates regarding TPS extensions, redesignations, and EAD validity – all of which impact how employers complete and update Form I-9, DHS’s Employment Eligibility Verification form. Understanding how to best navigate these changes is critical for employers to ensure compliant employment practices, avoid potential penalties, and maintain workforce stability. Venezuela as a TPS Case Study The TPS designation for Venezuela has been extended, redesignated and terminated multiple times by DHS, highlighting how complex I-9 compliance can be for U.S. employers in the wake of federal developments and ongoing litigation. Most recently, DHS’s termination of Venezuela’s TPS designations have been the subject of an ongoing federal court battle, resulting in litigation-driven uncertainties that directly impact how employers verify their employees’ work authorization. The ongoing litigation has forced manufacturing employers to repeatedly update I-9 records and reverify work authorization for impacted employees each time DHS announcements and court rulings change the program’s validity period. As of October 3, 2025, the 2021 designation for Venezuela is slated to terminate on November 7, 2025.  This development comes from DHS Secretary Noem’s publication in the Federal Register announcing the agency’s termination of the 2021 designation. DHS Secretary Noem also terminated the 2023 designation earlier this year, where termination took effect on April 7, 2025. Shortly before it was to take effect, a federal court partially blocked the termination, preserving TPS for only a narrow carve-out of impacted individuals. On September 5, 2025, a federal district court granted summary judgment in favor of TPS plaintiffs, leading DHS to reinstate the 2023 Venezuela designation. However, on October 3, 2025, the U.S Supreme Court granted DHS’s request to stay the district court decision that had reinstated the 2023 designation. In other words, DHS is now permitted to consider the 2023 designation terminated as of April 2025, rendering impacted individuals deportable and without work authorization while the litigation continues. What does this mean for employers of Venezuelan TPS beneficiaries? After the Supreme Court ruling, the U.S. Citizenship and Immigration Services (USCIS) updated its Venezuela TPS website to confirm that the Supreme Court had allowed the termination of the 2023 designation to “take immediate effect” and that “TPS beneficiaries who received an Employment Authorization Document on or before February 5, 2025, with a ‘Card Expires’ date of October 2, 2026, will maintain work authorization until October 2, 2026.” USCIS has not published updated guidance on the I-9 central page since the Supreme Court ruling, so additional guidance regarding its implementation of the termination may be forthcoming.1 Employers of impacted TPS beneficiaries may wish to contact immigration counsel for advice  on identifying their impacted workforce and next steps to consider. Staying current with TPS-related announcements, training HR personnel accordingly, and perhaps employing immigration compliance counsel, might be appropriate  for maintaining compliance and avoiding discriminatory practices. As DHS continues to issue new guidance and TPS designations shift with geopolitical realities, a flexible and informed compliance strategy is the best defense against risk, and the best way to support a diverse, authorized workforce. I-9 Compliance is A Moving Target, So What May Employers Consider Doing? TPS provides vital humanitarian protection — and critical workforce continuity — across domains including the manufacturing industry. But for employers, it can create a level of compliance complexity that cannot be ignored. Failure to comply with Form I-9 requirements, including the correct handling of TPS documentation and extensions, can result in civil penalties, discrimination claims, or disruption to business operations. Employers must invest in proactive education, systems updates, and consistent internal practices to stay ahead of the evolving regulatory landscape. To remain I-9 compliant, employers, HR departments, and hiring managers may want to consider utilizing an I-9 Compliance checklist, including the following: Stay Informed Directly from the Source (the federal government) ✓ Monitor updates in the Federal Register. ✓ Review Resources for Employers USCIS Handbook for Employers (M-274): https://www.uscis.gov/i-9-central DHS TPS Updates: https://www.uscis.gov/humanitarian/temporary-protected-status Federal Register Notices: https://www.federalregister.gov/ E-Verify Program: https://www.e-verify.gov/ ✓ For high-impact workforce decisions, consult with legal immigration counsel. Review and Update I-9s, When Needed ✓ If an employee presents a facially expired EAD that has been auto-extended under TPS, refer to the appropriate DHS notice and ensure the expiration date matches. ✓ Update Section 2 of Form I-9 correctly, noting the extension, EAD category (TPS), and referencing the Federal Register citation. ✓ Do not reverify until the auto-extension period ends. ✓ An expired EAD with a matching auto-extension from DHS may be valid. ✓ A new EAD with updated dates and codes should be reviewed carefully for consistency. ✓ Accept only documents that meet the DHS requirements for List A, B, or C. Avoid Discriminatory Practices ✓ Ensure that all employees are treated consistently throughout the employment verification process. ✓ Be aware of potential national origin discrimination risks when asking for documentation or making employment decisions. For manufacturing employers, workforce needs are often urgent and high-volume, so the stakes of I-9 compliance are particularly high. Employers must stay current with programs like TPS and others that grant employment authorization to ensure their workforce remain authorized. Venezuela TPS is just one example of how rapidly employment eligibility rules change, illustrating just how critical investing in proactive I-9 compliance counsel and systems is.


News


October 31, 2025

Jen Shanley and Carmen Ruiz Provide Roadmap for I-9 Compliance in Era of Immigration Complexity

Manufacturing Law industry team member Jennifer L. Shanley and M. Carmen Ruiz, both Immigration group members, discussed the challenges facing manufacturing employers in the article, “How To Stay I-9 Compliant In Today’s Immigration World,” published in Industry Today on October 28, 2025. In an era of increasing immigration complexity, the Temporary Protected Status (TPS) program is being impacted by recent numerous actions from the Department of Homeland Security. TPS is an immigration status for foreign nationals, which protects eligible individuals from deportation and enables them to work legally in the U.S. during the term of their designated status. Jen and Carmen review a TPS case study from Venezuela to illustrate how complex I-9 compliance can be for U.S. employers in the wake of federal developments and ongoing litigation. They also share a detailed checklist for helpful for employers, human resource departments and hiring managers to consider using in their I-9 compliance efforts. Read the article.

Industry Today
October 31, 2025

Jen Shanley and Carmen Ruiz Provide Roadmap for I-9 Compliance in Era of Immigration Complexity

Manufacturing Law industry team member Jennifer L. Shanley and M. Carmen Ruiz, both Immigration group members, discussed the challenges facing manufacturing employers in the article, “How To Stay I-9 Compliant In Today’s Immigration World,” published in Industry Today on October 28, 2025. In an era of increasing immigration complexity, the Temporary Protected Status (TPS) program is being impacted by recent numerous actions from the Department of Homeland Security. TPS is an immigration status for foreign nationals, which protects eligible individuals from deportation and enables them to work legally in the U.S. during the term of their designated status. Jen and Carmen review a TPS case study from Venezuela to illustrate how complex I-9 compliance can be for U.S. employers in the wake of federal developments and ongoing litigation. They also share a detailed checklist for helpful for employers, human resource departments and hiring managers to consider using in their I-9 compliance efforts. Read the article.

Industry Today