Cherylle C. Corpuz and Manuela M. Morais
|
|
- Erika O’Neal’
- 5 years ago
- Views:
Transcription
1 The New ICE Age: The Government Cracks Down on Employer Immigration Violations U.S. Immigration & Customs Enforcement worksite enforcements incorporate multiple investigations and criminal charges that have resulted and will continue to result in serious felony charges for employees and their employers. Here s what to do to limit the risks. Cherylle C. Corpuz and Manuela M. Morais 6 Worksite enforcement actions target a key component of the illicit support structure that enables illegal immigration to flourish. No employer, regardless of industry or location, is immune from complying with the nation s laws. ICE and our law enforcement partners will continue to bring all of our authorities to bear in this fight using criminal charges, asset seizures, administrative arrests and deportations. (Julie L. Myers, Assistant Secretary for Homeland Security, U.S. Immigration & Customs Enforcement, Aug. 14, 2008.) This quote makes clear the agenda of the U.S. Immigration & Customs Enforcement (ICE), established in March 2003 as part of the Department of Homeland Security (DHS). Since its creation, the agency has expanded its operations notably with significant increased activity relating to raids, removal proceedings and criminal prosecution of both employees and employers for immigration violations. Given that it is the largest DHS investigative agency and has the largest force of investigators, it can further homeland security priorities by taking increasingly aggressive measures. The Immigration Reform & Control Act of 1986 (IRCA), among other things, requires employers to verify the identity and work eligibility of each employee hired after 1986, through the use of Form I-9, Employment Eligibility Verification. For enforcement of worksite compliance, employers that fail to comply with the statute are subject to civil (monetary) and criminal penalties, which, although discretionary, can be significant depending on the employer s offense. However, before 2003, for many employers the IRCA-imposed penalties were for the most part considered as part of the cost of doing business. Although criminal penalties were brought against employers for pattern and practice violations, these cases were far and few in between. However, due to multiple factors including the sharing of government information (principally between U.S. Citizenship and Immigration Services (USCIS) and the Social Security Administration (SSA)), technological advances and the call from President Bush for comprehensive immigration reform a new approach to worksite enforcement evolved within ICE. Cherylle C. Corpuz, of counsel in the Philadelphia office of Blank Rome LLP, has extensive experience in all aspects of immigration law and currently manages Blank Rome's immigration practice. She can be reached at Corpuz@BlankRome.com. Manuela M. Morais, senior associate with the firm, focuses her expertise on global immigration, as well as employer compliance and due diligence issues. She can be reached at Morais@BlankRome.com. Human Resources 2009 Winter Edition 39
2 ICE s enforcement actions are a far cry from the traditional IRCA penalties. These worksite enforcements incorporate multiple investigations and criminal charges that have resulted and will continue to result in serious felony charges for both employees and their employers. For this reason, employers must carefully monitor their hiring practices, from the highest level down to their work force, and implement a corporate policy that assists employees in addressing and properly resolving issues relating to unlawful employment. ICE Operations An Overview of Recent Activity and Cost to Employers According to ICE press releases, worksite enforcement in fiscal year 2007 resulted in $30 million in civil judgments, restitutions and criminal fines, more than 4,000 administrative arrests and 863 criminal arrests of employees and their employers. The latest available count for fiscal year 2008 includes more than 2,900 administrative arrests and approximately 1,035 criminal arrests involving 914 employees and 121 employers. The ICE has taken these actions in partnership with other federal agencies, including the USCIS, SSA, Department of Justice, Internal Revenue Service, Department of Labor (DOL) and Federal Trade Commission. The following are examples of law enforcement efforts over the last eight months (see box). DATE COMPANY INDUSTRY STATE February 2008 March 2008 April 2008 Universal Industrial Sales National Guard Air Base contractors Specialty Inc. Wood Products Guardrail, bridge rail, sign structures manufacturer Military installation Pallet manufacturing Utah 57 Tennessee 34 Idaho 13 April 2008 Lansdowne Resort Luxury hotel Virginia 59 April 2008 April 2008 April 2008 April 2008 April 2008 May 2008 June 2008 Azteca, Don Lorenzo, El Caporal (NY), Jalapeno Loco, La Herradura, El Caporal (W.Va), Nogales Pilgrim s Pride Shipley Do-Nut Flour and Supply Nash Gardens Naylor Concrete Agriprocessors Aerospace Manufacturing Technologies Seven Mexican restaurants Chicken processing Baking materials supplier Landscaping and nursery Little Rock National Airport contractor Kosher meatpacking plant Aircraft parts manufacturer New York, Ohio, Pennsylvania, West Virginia Arkansas, Florida, Tennessee, Texas, West Virginia NUMBER ARRESTED Texas 27 Texas 28 Arkansas/ Oklahoma 25 Iowa 389 Washington Winter Edition Thompson Publishing Group
3 DATE COMPANY INDUSTRY STATE July 2008 August 2008 August 2008 September 2008 Colorado Precast Concrete Dulles International Airport contractors Howard Industries SunValley Group Industrial construction Critical Infrastructure facility Electric transformer manufacturer Wholesale flower grower Colorado 18 Washington, D.C. 42 Mississippi 595 California 24 NUMBER ARRESTED The public perception may be that only certain types of employers in particular industries and states regularly hire unauthorized workers, and therefore the ICE targets only those stereotypically identified as violators. A review of these examples shows, however, that law enforcement efforts are country-wide and not targeted to just one specific industry sector or geographical area. It is interesting to note that the employer s size which in the past may have been important in terms of enforcement priorities has not been as much of a factor in determining which employers to target. In conjunction with this, it is also interesting to note that the number of arrests varies significantly among the ICE raids. These facts highlight two very important points of interest for all employers: 1) the ICE is not discriminating against any employer, big or small, in its efforts to curtail unlawful employment practices through the use of raids; and 2) the ICE has the resources to commit to large- and small-scale operations that result in only a handful of apprehensions and removals. The ICE s use of worksite raids as an enforcement tool is controversial (see box). Criticism and Aftermath of Large ICE Workplace Raid The U.S. Conference of Catholic Bishops called a press conference on Sept. 10, 2008 in response to the largest single-workplace ICE raid that has ever occurred a raid at Howard Industries in Mississippi on Aug. 25, 2008 that resulted in the arrests of approximately 600 workers. Consistent with other ICE operations, ICE agents, heavily armed and wearing flak vests, stormed the facility, sealed all entrances and surrounded the facility. Workers were segregated and interrogated without having legal counsel present before being arrested, handcuffed and loaded onto waiting buses to be taken to detention facilities. Records were removed from the premises and management was questioned about their hiring processes. All this activity took place in an atmosphere of sudden chaos, an environment the ICE purposefully created, the Conference charged. It denounced such raids as unacceptable in a civilized society. During a raid, the element of surprise coupled with chaos leaves the employer and its employees vulnerable and disoriented. Although how to respond during a raid is outside the scope of this chapter, it suffices to say that every employer should have a plan in place if a raid does occur, including designating individuals to review the search warrant and immediately contact legal counsel. Additionally, individuals should be assigned to ICE officers to monitor closely and record their specific actions and lines of questioning. This information will be of crucial importance if the employer is officially charged. Individuals should also be assigned to make a list of any items ICE agents seize and confiscate during a raid. Human Resources 2009 Winter Edition 41
4 Putting aside the emotional human trauma associated with the aggressive methods used during a raid, it is important to understand the various costs to both the employee and the employer of such enforcement actions. In addition to the civil penalties and criminal prosecutions of executives, managers and employees, there is the potential cost to the employer s reputation with business partners and clients, as well as the obvious cost incurred due to a sudden reduction in work force. For example, due to the number of employees arrested at Howard Industries, the company was forced to completely shut down due to a lack of sufficient work force. How Are Operations Triggered? Although the list is not all-inclusive, these are some triggers known to have resulted in the ICE investigating an employer: the number of SSA-issued no-match letters to a single employer; the number of employer correction requests from a single employer to SSA to correct employee records; immigration related complaints filed with USCIS, DOL/Wage and Hour; Department of State; Equal Employment Opportunity Commission (EEOC); or any other local, state or federal agency relating to employer immigration violations or noncompliance; and tips from current or past employees, disgruntled employees, unions and competitors. The ICE encourages employers to monitor trends in the work force. An example of such a trend is an atypically large number of Form I-9 claims to U.S. citizenship in companies doing business in industries that historically employ a large percentage of non-u.s. citizens. Immigration-related Criminal Charges and Penalties The cost to employers of disobeying the nation s immigration laws is heavy. The penalties for immigration-related violations are severe and follow a lengthy list of potential criminal charges against noncompliant employers (see box). For this reason, employers shouldn t turn a blind eye to what may be going on with their work force. The good news, however, is that an employer can mitigate this impact by taking proactive compliance measures, such as voluntarily participating in government programs. IRCA Liabilities and Penalties Under IRCA: Generally speaking, there are three categories of employer liability: 1) hiring violations, which involve knowingly hiring or continuing to employ unauthorized workers; 2) paperwork violations, which include failure to verify employment eligibility on the Form I-9, properly complete or retain the Form I-9 or to present I-9 forms when a government agency requests them; and 3) document fraud, which includes knowing use or acceptance of fraudulent documentation to satisfy the Form I-9 requirements. The penalties for these violations include: Penalties for Hiring Violations: Knowingly hiring unauthorized workers 1st offense: $275 - $2,200 (per worker) 2nd offense: $2,200 - $5,500 (per worker) 42 Winter Edition Thompson Publishing Group
5 Additional offenses: $3,300 - $5,500 (per worker) IRCA Liabilities and Penalties (continued) Pattern or practice of knowingly hiring unauthorized workers: Civil penalties, plus criminal penalty of $3,000 (maximum), plus six months imprisonment (maximum) Penalties for Paperwork Violations Civil fine of $110 to $1,100 (per worker) Penalties for Document Fraud First-time violations: $275 - $2,200 (per document) Subsequent violations: $2,200 to $5,500 (per document) Whether the company is small, medium or large, the civil penalties listed above are not insignificant when considered in the aggregate. More than one kind of liability could be found and when assessed in the aggregate quickly adds up. Furthermore, the possibility of criminal sanctions is a real one, given the more aggressive stance being taken by the relevant law enforcement authorities. ICE: Below is a list of some of the criminal charges being brought against employers: unlawful employment of aliens; harboring of illegal aliens; inducing, aiding or encouraging illegal aliens to reside or remain in the United States for the purpose of commercial advantage or private financial gain; fraud and misuse of immigration documents; aggravated identity theft; Social Security fraud; mail and wire fraud; evasion of federal taxes; money laundering; forgery; and conspiracy to or aiding and abetting any of the above. Case in point: On Feb. 28, 2008, a grand jury returned a six-count felony indictment against five current managers of the Pallet Management Division of IFCO Systems North America. The charges include: conspiracy to harbor illegal aliens; aiding and abetting the harboring of illegal aliens; conspiracy to encourage and induce illegal aliens to reside in the United States; aiding and abetting the encouragement and inducement of illegal aliens to reside in the United States; and conspiracy to transport, and the transportation of, illegal aliens for the purpose of commercial advantage and financial gain. The charges carry a five- to 10-year maximum prison term and a maximum fine of $250,000. The indictment came after an employee tipped off ICE with a report about workers ripping up their W-2 forms and a manager who responded to that employee s inquiry with a statement that these workers were illegal aliens with fake Social Security cards who had no intention of filing income tax returns. As a result of the ensuing investigation, nine IFCO worksites were searched, including the headquarters; 40 worksites were subject to raids; and approximately 1,200 unauthorized workers and seven current and former managers were arrested. Human Resources 2009 Winter Edition 43
6 Measures Employers Should Take No employer is entirely immune from an ICE action. As indicated above, various triggers could subject the employer to investigation. Nonetheless, an employer can and should take affirmative steps to minimize the likelihood that it will be investigated and to mitigate any penalties that could be imposed. The most important step an employer can take in its defense against the ICE is to have and enforce a written, established corporate compliance program. To this end, an employer would be prudent to discuss two voluntary governmental programs that can serve as frameworks for developing corporate best practices. The SSA and ICE administer these programs; their purposes are different, but both address issues that trigger ICE investigations namely, No-Match Letters and I-9 records. Participation in Voluntary Government Programs An employer s voluntary participation in government programs may lessen the likelihood of an ICE action against it or if an action ensues, the severity of the sanction. SSNVS To ensure accuracy of an employee s Social Security number (SSN) and thus reduce or avoid the possibility of receiving No-Match Letters from the SSA, an employer may voluntarily register to use the Social Security Number Verification Service (SSNVS). This service allows companies to match their employees names to their Social Security records. For new hires, the system allows a company to verify up to 10 names and SSNs (per screen), and the results are instantaneous. For more extensive searches, including the verification of an entire company payroll database, the information can be uploaded and results can be obtained the next business day. This service is available to any employer. The only caveat is that the service can only be used to verify current and former employees and only for wage reporting (W-2) purposes. Thus, employers should not rely on this service as a means to verify an individual s immigration status or work eligibility. Additionally, if this service is used, employers should use this consistently and not target selected populations within the work force. A final note regarding the SSNVS system: It may not be used for prospective hires. An employee s offer and acceptance must have occurred at the time that the SSN is verified through this service for W-2 purposes. Registration to use SSNVS can be made through the following link: IMAGE ICE has endorsed the use of a joint government initiative known as the ICE Mutual Agreement between Government and Employers (IMAGE) program. This voluntary program offers employers education and training on proper hiring procures, detection of fraudulent documents, proper use of E-Verify and anti-discriminatory procedures. In exchange for this tutoring and training, the employer agrees to take specific action, including: completing a self-assessment questionnaire; enrolling the company in E-Verify; enrolling in the SSNVS; 44 Winter Edition Thompson Publishing Group
7 adhering to IMAGE Best Employment Practices; undergoing an I-9 audit that ICE officers conduct; and signing an official IMAGE partnership agreement with the ICE. ICE Best Practices require the employer to take on several responsibilities relating to policy implementation, audits and reporting. Following are ICE-endorsed IMAGE Best Practices ( (see box). IMAGE Best Practices 1) use the DHS employment eligibility verification program (E-Verify, currently) to verify the employment eligibility of all new hires; 2) establish an internal training program on the hiring process, with annual updates, that is, on how to manage completion of Form I-9 and on how to detect the fraudulent use of documents in the I-9 process, and cooperate with the ICE to make employees available for ICE training sessions as deemed appropriate; 3) limit the I-9 and E-Verify process to individuals who have received this training and include a secondary review as part of each employee s verification, to minimize the potential for a single individual to subvert the process; 4) arrange for an external auditing firm or a trained employee not otherwise involved in the I-9 process to conduct annual I-9 audits; 5) establish a self-reporting procedure for the reporting to the ICE of any violations or discovered deficiencies; 6) ensure and document the definitive resolution of no-match letters from the SSA, per SSA and DHS guidance; 7) establish a tip line mechanism (inbox, , etc.) for employees to report activity relating to the employment of unauthorized aliens, and a protocol for responding to employee tips; 8) establish and maintain appropriate policies, practices and safeguards against use of the verification process for unlawful discrimination, and to ensure that U.S. citizens and authorized workers do not face discrimination for hiring, firing or recruitment or referral for a fee because of citizenship status or national origin; 9) communicate IMAGE guidelines to other companies in the hiring network (such as employment services/agencies) and contractors/subcontractors. Work toward incorporating IMAGE guidelines into relationships and agreements with these companies and establish a protocol for assessing the company s contractors and subcontractors adherence to the best practices guidelines; 10) submit an annual report to the ICE to track results and assess the effect of participation in the IMAGE program that should include: identification of individuals removed from employment in accordance with participation with the IMAGE program; instances and resolution of SSA No-Match Letters; major organizational changes; and identification of any vulnerabilities that unscrupulous employees and unauthorized aliens are exploiting when appropriate, ICE encourages timely disclosure in advance of the annual report. Discovery or allegations of substantive criminal violations will be immediately reported to ICE (in accordance with best practice #5), whereas technical violations may be documented in the annual report. Human Resources 2009 Winter Edition 45
8 Although the IMAGE program s purpose is to develop a more secure and stable work force and to educate and enhance awareness of document fraud, employers should proceed with caution with program enrollment and participation. It should be noted that becoming IMAGE Certified, a distinction that the ICE believes will become an industry standard, in no way shields the employer from liability. While the ICE has indicated that participation in the IMAGE program could lessen the likelihood that the employer is found in violation and may be considered a mitigating factor in determining civil penalty (fine) amounts if they are levied the language is very speculative. Additionally the agency has said nothing on the impact that program registration and participation have on criminal charges. The lack of a guarantee of safe harbor, coupled with some of the program s unduly burdensome requirements (including enrollment in E-Verify and the reporting obligations), render this program unfeasible for most employers. Four Goals for Every Employer For employers that are prepared to implement a policy outlining procedures the company can and will take to reasonably reduce the hiring of unlawful aliens, but that do not want for various reasons to participate fully in the IMAGE program, an option is to create a solid corporate compliance program that mirrors the ICE s 10 best practices. A written policy will also serve as evidence of good-faith compliance if there is an audit or raid. Four goals should be considered in developing a corporate compliance program: 1) establishing and implementing a comprehensive policy; 2) conducting internal audits with a system of check and balances to ensure reliability; 3) education and training of employees; and 4) changing the corporate culture. In general, a comprehensive policy should incorporate a system of checks and balances to ensure reliability. It should provide for mandatory auditing of I-9 records, as well as hiring practices. The obligation to enforce the corporate compliance program should be vested at the most senior level, and there should be prompt investigation and resolution of all alleged violations. Lastly, in accordance with ICE best practices there should be a mechanism in place for reporting complaints or violations. This mechanism should permit employees of the company to report allegations to the company without fear of employer retaliation. For companies with several offices, each should be made aware of the policy s existence and the company s commitment to enforcing such policy uniformly within the company. Establish and Implement a Comprehensive Policy A comprehensive immigration policy will differ based on the company s immigration make-up, its business and the policies that are already in place. At a minimum, however, a solid policy will consist of the following: 1) Statement. The policy should first consist of an overall statement of the company s goal and mission regarding the implementation and enforcement of its immigration policies. It should have upper management s endorsement and should indicate the company s willingness to comply with all relevant immigration laws. 2) Completion and re-verification of I-9 records. The policy should indicate the time for completion of the I-9 record. As a reminder, employers are required to complete 46 Winter Edition Thompson Publishing Group
9 Form I-9 for each new or rehired employee on or before the first day of employment. Within three business days, employers must review the employee s original document(s) to verify the employee s identity and employment authorization. This part of the policy should also address updating the I-9 record and retaining copies of documents, and also deal with situations when the I-9 cannot be completed within the three days of hire. 3) Retention. The policy should address the retention of the records, specifically the length of time for which certain documents must be retained and their physical location. For Forms I-9, the company should maintain records throughout the period of employment. For employees who have been terminated, the I-9 should be discarded after either three years after the date of hire, or one year after the date employment terminated, whichever is later. For practical purposes, the I-9 records should generally be kept apart from personnel and payroll records. This section should also address other mandatory immigration related documents in the event of an audit, namely the public access file (for employers that have H-1B nonimmigrant workers) and the PERM recruitment reports (for foreign nationals whom employers have sponsored for labor certification). For the DOL records that must be maintained in the event of an audit, the company should maintain payroll records for the alien and any other individuals with experience and qualifications similar to those of the alien who are in the same position at the place of employment, for a period of three years from the date of the records creation. 4) Authenticity of Documents. Detail guidance on steps and procedures to be taken in the event of document issues. The policy should specifically identify what steps should be taken and who within the company should be notified when there are questions related to authenticity of documents presented for identity and/or employment eligibility. It should also summarize issues relating to steps the company will take when an employee is found to have committed fraud. It should address steps that the company will take before and after the termination, including the re-hiring of the individual. It should also provide a reporting structure to ensure that management be immediately notified of any situations that arise. 5) Fraud. The policy should provide protocol in dealing with situations when there is constructive knowledge of fraud. The company s policy should clearly note that any employee with knowledge of any employee s unauthorized employment should report that knowledge to management. It should also address situations when an employee knowingly accepts a fraudulent document. There should be a clear message in the policy handbook (and it should be applied) that engaging in fraud is not tolerated and will serve as immediate grounds for termination. 6) Tracking of expired documents. The policy should develop a tracking system to monitor expiration dates of employees I-9 documents. A tickler should be set for follow-up at the six- and three-month interval before the document s expiration date. To prevent interrupting employment once the work authorizing document expires it is prudent to send correspondence to the employee at the six-month mark advising him or her that I-9 re-verification is necessary. 7) SSN No-Match Letters. The policy should detail steps to take in resolving issues relating to SSA No-Match Letters. The policy should not only indicate how to correct an internal error in the event the employer s records are inaccurate, but should also deal Human Resources 2009 Winter Edition 47
10 with steps employees must take to rectify an SSN error and the steps an employer will take if left unresolved. 8) Conduct internal audits with a system of checks and balances to ensure reliability. The employer should conduct an audit of its I-9 records, preferably by counsel, an external firm or an experienced employee who otherwise does not regularly complete the I-9 forms. After the initial audit, subsequent self-audits at regular intervals (at one year or six months) based on the size of the work force should be part of the employer s normal practice. The internal audit should access the current state of I-9 forms; in particular, note errors and discrepancies on I-9 records. Written guidance on how to correct technical errors should be outlined, as well as steps to be taken in the event of failures to complete the I-9 record properly. Audits to confirm that wage and hour issues are in order should be undertaken as well. For H-1B employers, audits to confirm proper maintenance of labor certification applications, and that the prevailing wage or actual wage is being paid to the H-1B nonimmigrant, should be done. Additionally, for labor certifications, an audit should be completed to confirm that the company has the required documentation to establish all the necessary PERM recruitment steps, and that there are no issues with the payment of the prevailing wage. 9) Education and training of employees. Employers should conduct regular I-9 training for all employees involved in the hiring process and for upper management. Training should also address pre-hire inquiries and the completion of the I-9 form to assist the employer in avoiding national origin and citizenship discrimination. A written policy should identify what questions can be asked of prospective hires on the employment application and at the time of interview. For I-9 purposes, the policy should also be clear on this point the choice of documentation in support of the I-9 is at the employee s sole discretion. The employer cannot, and should not, request to see specific document, or refuse to accept a document, unless there is a question about its authenticity. Employers should also call upon immigration counsel to provide updates regarding changes in immigration law that may have an impact on the I-9, and generally if possible, have counsel or an externally or internally trained individual provide an overview of the acceptable documents for I-9 purposes. Given that many individuals completing the I-9 are not completely familiar with the appearance of genuine immigration documents and may not necessarily know enough about immigration law to understand how a document is procured this training can be of enormous benefit. 10) Change the corporate culture. Through criminally prosecuting employers and employees for unlawful employment practices, the ICE has essentially created a deterrence that previously used enforcement actions under IRCA did not. And, thus it is important for employers to change their mindset about immigration, and in some cases how they operate their business. Once a comprehensive immigration compliance policy has been put into place, it should become part of the corporate culture. Employers, at all levels, should reinforce the policies set out as part of their normal course of business. Conclusion The ICE worksite enforcement program is a key component to the DHS overall mission and strategy, and is a critical part of DHS Secure Border Initiative. As daily media and ICE press releases make clear, it is evident that worksite enforcement of immigration 48 Winter Edition Thompson Publishing Group
11 laws is a top priority of the ICE, and worksite raids and audits are likely to continue and escalate in numbers in the future. Those employers that institute best hiring practices, including IMAGE best hiring practices, will be in the best position to deal with the chaos and aftermath of a raid or audit. At the other end of the spectrum will be those employers that blatantly abuse the system and encourage and foster illegal immigration for private gain. In light of current ICE objectives, these employers are the target of future ICE investigation as it is clear that the ICE is dedicated at all costs in identifying and prosecuting employers who knowingly undermine immigration law. In the middle of the spectrum are most employers. Those who in good faith can and should rely on their company s completed I-9 records, but that may have some room for improving their policies and processes with respect to their hiring practices. To these employers this chapter should provide some key issues to contemplate and discuss internally, and should provide guidance on implementing a solid immigration compliance program that should satisfy the ICE of good faith compliance in the event of a raid or audit. Each employer should remember that their primary role in the hiring process is not to discriminate against applicants, or to take on the position of an immigration specialist when confirming eligibility to work. Still an employer can implement positive changes to assist with worksite compliance, including: 1) implementing a written comprehensive policy; 2) providing continued education about the I-9 process; 3) conducting regular internal audits with a check and balance system; and 4) changing the corporate culture to understand the importance, and accept, best hiring practices. Human Resources 2009 Winter Edition 49
12 For More Information This article is one of 25 chapters on the most recent HR developments published in Human Resources 2009: Answers to Your 25 Top Questions, Winter Edition. Copyright Thompson Publishing Group. To obtain a discount on the purchase of the book, go to and click on Add to Cart. On the Shopping Cart Page, enter friends1 in the Enter Web Offer Code field. Then click on Checkout to get your 25 percent discount.
E-Verify, I-9 Compliance and Worksite Enforcement: An Essential Primer for All Employers
E-Verify, I-9 Compliance and Worksite Enforcement: An Essential Primer for All Employers Melissa Harms Law Offices of Melissa Harms mharms@harms-law.com September 15, 2010 Roadmap Enforcement Budget and
More informationI-9 Employment Eligibility Verification & Employer Compliance in an Era of Heightened Worksite Enforcement
I-9 Employment Eligibility Verification & Employer Compliance in an Era of Heightened Worksite Enforcement Jennifer Cook Julie George (202) 772-0910 (202) 772-0922 jcook@ jgeorge@ CLARK HILL PRESENTATION
More informationIMAGE. ICE Mutual Agreement between Government and Employers
IMAGE ICE Mutual Agreement between Government and Employers Presentation Topics: Creation of DHS and ICE Homeland Security Investigations Worksite Enforcement Strategy IMAGE Benefits of IMAGE IMAGE Certification
More informationI-9 Compliance, Audits, and E- Verify
I-9 Compliance, Audits, and E- Verify Presenter Kim Kiel Thompson, Esq. Chair of Global Immigration Practice Group Co-Chair of International Employment Practice Group University of Miami School of Law,
More informationINDEX. Copyright 2017 Alan House Publishing.
A Acceptable documents. See Documentation Acquisitions. See Mergers and acquisitions Admission numbers E-Verify, 102 Agricultural associations recruit for a fee, 6 refer for a fee, 6, 12 Alabama 171 173
More informationI-9 Verification Process & Compliance
I-9 Verification Process & Compliance Michelle Jacobson, Fragomen Del Rey, et al. Daniel N. Ramirez, Monty & Ramirez LLP PRESENTERS Michelle Jacobson Partner Michelle advises employers on both U.S. and
More informationImmigration Compliance
2018, Ogletree, Deakins, Nash, Smoak & Stewart, P.C. Immigration Compliance Christopher L. Thomas (Denver) (303) 764-6808; chris.thomas@ogletree.com www.ogletree.com Homeland Security Immigration & Naturalization
More informationIMMIGRATION COMPLIANCE ISSUES
IMMIGRATION COMPLIANCE ISSUES Stephen J. Burton Felhaber, Larson, Fenlon & Vogt, P.A. 220 South Sixth Street, Suite 2200 Minneapolis, Minnesota 55402-4504 Telephone: (612) 373-6321 www.felhaber.com Copyright
More informationImmigration Tsunami: Understanding the Tidal Wave of Compliance When Hiring Foreign Nationals. Wendy Padilla-Madden
Immigration Tsunami: Understanding the Tidal Wave of Compliance When Hiring Foreign Nationals Wendy Padilla-Madden wmadden@bakerdonelson.com Immigration Status of Employees USC and LPR Includes Conditional
More informationImmigration Law Compliance Understanding and Minimizing Liability Risks
Immigration Law Compliance Understanding and Minimizing Liability Risks Presented by: Bernhard Mueller & Sarah Asta Immigration Law Compliance Enforcement Primary government agencies involved: U.S. Immigration
More informationImmigration and Customs Enforcement Worksite Raids and Inspections
Immigration and Customs Enforcement Worksite Raids and Inspections Immigration and Customs Enforcement (ICE) is an investigative branch of the Department of Homeland Security (DHS) charged with enforcing
More informationAre Your Clients in Compliance?
Are Your Clients in Compliance? What Every Labor and Employment Lawyer Needs to Know ABA Conference March 25, 2010 Conchita Lozano-Batista Eileen Momblanco Where immigrants work Unauthorized Total workers
More informationImmigration Tsunami: Understanding the Tidal Wave of Compliance When Hiring Foreign Nationals
Immigration Tsunami: Understanding the Tidal Wave of Compliance When Hiring Foreign Nationals Wendy Padilla-Madden wmadden@bakerdonelson.com (205)250-8378 Overview Hiring a foreign national employee differs
More informationJOCK SCHARFEN DEPUTY DIRECTOR U.S. CITIZENSHIP AND IMMIGRATION SERVICES U.S. DEPARTMENT OF HOMELAND SECURITY
STATEMENT OF JOCK SCHARFEN DEPUTY DIRECTOR U.S. CITIZENSHIP AND IMMIGRATION SERVICES U.S. DEPARTMENT OF HOMELAND SECURITY REGARDING A HEARING ON Problems in the Current Employment Verification and Worksite
More informationCorporate Counsel June 21, 2018
2018 Updates and Insights on Recent Employment-Based Immigration Changes Clete P. Samson clete.samson@kutakrock.com Recent Changes for Employees With TPS TPS immigration program that allows FN to remain
More informationCompliance Issues When Employing Foreign National Employees or Contractors. Immigration Compliance Agenda
Compliance Issues When Employing Foreign National Employees or Contractors MEGAN R. NAUGHTON LAUREN M. SIGG MAY 8, 2018 Boston Hartford New York Providence Stamford Albany Los Angeles Miami New London
More informationImmigration and DACA Basics: Risk Factors for Higher Education
Immigration and DACA Basics: Risk Factors for Higher Education Delores Blough, J.D. Associate Executive Director Center for Global Engagement, JMU Agenda Overview of Immigration Laws Types of immigration
More informationImmigration Enforcement in the Construction Industry. March 5-7, 2013 David J. Garrett
Immigration Enforcement in the Construction Industry March 5-7, 2013 David J. Garrett (New?) Strategy is to Prosecute Employers businesses have to be held accountable if they exploit undocumented workers
More informationNAVIGATE THE I-9 RULES LIKE A VIKING TO AVOID SINKING YOUR BUSINESS IN LAWSUITS AND PENALTIES
NAVIGATE THE I-9 RULES LIKE A VIKING TO AVOID SINKING YOUR BUSINESS IN LAWSUITS AND PENALTIES Presented by: Roxana E. Verano, Esq. Rodrigo J. Torres, Esq. Landegger Baron Law Group, ALC Exclusively Representing
More informationSection-by-Section Summary of Legal Workforce Act. Prepared by the American Immigration Lawyers Association Last updated on 9/13/2011- DRAFT VERSION
Section-by-Section Summary of Legal Workforce Act Prepared by the American Immigration Lawyers Association Last updated on 9/13/2011- DRAFT VERSION On June 14, 2011, Rep. Lamar Smith (R-TX) introduced
More informationSouth Carolina Immigration Compliance and Enforcement
South Carolina Immigration Compliance and Enforcement March 5-7, 2013 David Dubberly Certified Specialist in Employment and Labor Law South Carolina Illegal Immigration Reform Act (as amended in 2011)
More informationThe Legal Workforce Act 1 Section-by-Section
The Legal Workforce Act 1 Section-by-Section Sec. 1: Short Title Legal Workforce Act. PROCESS FOR EMPLOYMENT ELIGBILITY VERIFICATION Sec. 2: Employment Eligibility Verification Process Amends INA 274A(b)
More informationNew Form I-9 & Update on Government Enforcement of Employment Eligibility Verification Requirements
New Form I-9 & Update on Government Enforcement of Employment Eligibility Verification Requirements Presented by: Attorney John F. Koryto We re proud to offer a full-circle solution to your HR needs. BASIC
More informationIMMIGRATION and THE HORSERACING INDUSTRY
IMMIGRATION and THE HORSERACING INDUSTRY Worker status checks' errors called 'severe' Los Angeles Times, CA 20 hours ago Some mismatches happen because few people update the Social Security Administration
More informationU.S. Department of Justice Civil Rights Division
U.S. Department of Justice Civil Rights Division IMAGE Best Practice Establish and maintain appropriate policies, practices and safeguards to ensure that authorized workers are not treated differently
More informationSkeletons in the Closet: Dusting Off Form I 9 & E Verify Compliance
Skeletons in the Closet: Dusting Off Form I 9 & E Verify Compliance July 10, 2014 Avalyn C. Langemeier 713.625.9232 alangemeier@fosterquan.com Susan K. McConn 832.426.0315 smcconn@fosterquan.com Disclaimer
More information2010 Gibbs, Giden, Locher, Turner & Senet LLP - All Rights Reserved
1 Attorney Profile - Monte Grix, Esq. Monte Grix Associate Address: Phone: Fax: E-mail: 1880 Century Park East, 12th Floor Los Angeles, California 90067-1621 (310) 552-3400 (310) 552-0805 mgrix@gglts.com
More informationSURVEY OF STATE AND FEDERAL LAWS THAT REQUIRE
SURVEY OF STATE AND FEDERAL LAWS THAT REQUIRE EMPLOYERS TO PARTICIPATE IN E-VERIFY BY MARK J. NEWMAN, AIMEE CLARK TODD, YANE S. PARK (Updated June 2015) WHAT IS E-VERIFY? E-Verify (f/k/a the Basic Pilot
More informationImmigration Compliance
Immigration Compliance Davis C. Bae Regional Managing Partner, Fisher Phillips dbae@ / (206) 693-5060 Robert Gibbs Partner, Gibbs Houston Pauw rgibbs@ghp-law.net/ (206)224-8790 ICE Growth and Directives
More informationABC NATIONAL IMMIGRATION POSITION
ABC NATIONAL IMMIGRATION POSITION INTRODUCTION: Associated Builders and Contractors (ABC) supports the modification of U.S. Immigration Policy to facilitate a sustainable workforce for the American economy
More informationEMPLOYMENT ELIGIBILITY VERIFICATION: I-9 AND IMMIGRATION COMPLIANCE. Farm Credit East
EMPLOYMENT ELIGIBILITY VERIFICATION: I-9 AND IMMIGRATION COMPLIANCE Farm Credit East Leonard J. D Arrigo, Esq. Immigration Practice Group December 15, 2017 The New Enforcement Mentality Enforcement emphasis
More informationHearing on Agricultural Labor: From H-2A to a Workable Agricultural Guestworker Program
Testimony of Mike Brown President, National Chicken Council On Behalf of the Food Manufacturers Immigration Coalition Before the House Judiciary Committee Subcommittee on Immigration and Border Security
More informationEnsuring Compliance When Hiring Foreign Nationals
Business Immigration Ensuring Compliance When Hiring Foreign Nationals Mabel Arroyo 615.726.7387 marroyo@bakerdonelson.com Robert M. Williams, Jr. 901.577.2215 rwilliams@bakerdonelson.com Overview Hiring
More informationTop Five Immigration Items for 2008
THOUGHT LEADERSHIP Alerts Service Immigration January 11, 2008 Top Five Immigration Items for 2008 Item 1. NEW I-9 FORM. Employers should use the new form for newly hired employees. Additionally, USCIS
More informationImmigration Enforcement Benchmarks
Immigration Enforcement Benchmarks DHS Is Hitting its Targets; Congress Must Take Aim at Comprehensive Immigration Reform August 4, 2010 Opponents of comprehensive immigration reform argue that more enforcement
More informationImmigration and Construction. March 24, 2009 SOC
Immigration and Construction March 24, 2009 SOC Speakers Riana Smith David Garrett Amanda Bryant Jack Pinnix Allen-Pinnix.com 2 Program Riana Smith Basic I-9 procedures David Garrett Documents Amanda Bryant
More informationThe 2011 Hospitality Law Conference. Hospitality Immigration Compliance: Making Sure You Aren't Stuck Between a Rock and a Hard Place
The 2011 Hospitality Law Conference February 9-11, 2011 Hospitality Immigration Compliance: Making Sure You Aren't Stuck Between a Rock and a Hard Place Presented By: Neena Dutta, McElroy, Deutsch, Mulvaney
More informationMEMORANDUM. Joel Nelsen, President California Citrus Mutual. FROM: Lauren M. Noland-Hajik Kahn, Soares & Conway, LLP. DATE: November 29, 2017
MEMORANDUM TO: Joel Nelsen, President California Citrus Mutual FROM: Lauren M. Noland-Hajik Kahn, Soares & Conway, LLP DATE: November 29, 2017 RE: AB 450 Implementation and Impacts I. Introduction. On
More informationImmigration-Related Worksite Enforcement: Performance Measures
Immigration-Related Worksite Enforcement: Performance Measures Andorra Bruno Specialist in Immigration Policy June 24, 2010 Congressional Research Service CRS Report for Congress Prepared for Members and
More informationImmigration-Related Worksite Enforcement: Performance Measures
Immigration-Related Worksite Enforcement: Performance Measures Andorra Bruno Specialist in Immigration Policy June 23, 2015 Congressional Research Service 7-5700 www.crs.gov R40002 Summary Under current
More informationEmployment Authorization Hot Issues: ICE Subpoenas, Discrimination Claims, The New Form I 9, and E Verify
TASPA Fall Support Staff Conference Employment Authorization Hot Issues: ICE Subpoenas, Discrimination Claims, The New Form I 9, and E Verify Robert F. Loughran 512.852.4142 rloughran@fosterquan.com September
More informationEmployment Application An Equal Opportunity Employer
Employment Application An Equal Opportunity Employer AllianceHR New Hire Policy: Prior to the employee starting work, the Employee Application and the Employment Eligibility Form (I-9) must be completed
More informationShanon R. Stevenson. Phone: (404)
Immigration Compliance Under A New Administration: Resolving Talent Shortages Using Work Visas, Handling and Avoiding Government Audits and Investigations, and I-9 Compliance Shanon R. Stevenson Phone:
More information23 illegal alien workers for The Sun Valley Group arrested in. Enforcement action at Arcata flower grower is part of ongoing ICE investigation
Page 1 of 3 News Releases September 3, 2008 23 illegal alien workers for The Sun Valley Group arrested in ICE operation Enforcement action at Arcata flower grower is part of ongoing ICE investigation ARCATA,
More informationImmigration Compliance and Visa Processing Under the Trump Administration By Jon Velie
Immigration Compliance and Visa Processing Under the Trump Administration By Jon Velie HOUSEKEEPING CREDIT QUESTIONS TOPIC HOUSEKEEPING Certificates delivered by email no later than 6/31/17 Be watching
More informationIs the I9 form you are using in Compliance?
Is the I9 form you are using in Compliance? -REVISED I9 Form to be used as of 1/22/2017 --Released By: Dana Praul, HR Coordinator dana@mccloskeypartners.com Which Form I-9 should I Use? Beginning Jan.
More informationProcedure: 4.1.2p. Verifying Identity and Employment Eligibility
Procedure: 4.1.2p. Verifying Identity and Employment Eligibility Revised: May 10, 2017; May 17, 2016; September 28, 2001 Last Reviewed: May 10, 2017 Approved: September 28, 2001 I. PURPOSE: Pursuant to
More informationE-Verify is Smart Business: Debunking the Cost of Employment Verification
E-Verify is Smart Business: Debunking the Cost of Employment Verification By Spencer Raley June 2018 Americans lose out on millions of job opportunities every year because companies seeking cheap labor
More informationInstructions for Employment Eligibility Verification
Instructions for Employment Eligibility Verification Department of Homeland Security U.S. Citizenship and Immigration Services USCIS Form I-9 OMB No. 1615-0047 Expires 03/31/2016 Read all instructions
More informationInstructions for Employment Eligibility Verification
Instructions for Employment Eligibility Verification Department of Homeland Security U.S. Citizenship and Immigration Services USCIS Form I-9 OMB No. 1615-0047 Expires 03/31/2016 Read all instructions
More informationWeathering the Storm: Limiting Immigration Exposure in a Climate of Aggressive Enforcement
Weathering the Storm: Limiting Immigration Exposure in a Climate of Aggressive Enforcement By: Angelo A. Paparelli Partner, Seyfarth Shaw LLP www.nationofimmigrators.com 213-270-9797 Moderated by: Dana
More informationPRESS KIT FOR IMMEDIATE RELEASE
PRESS KIT FOR IMMEDIATE RELEASE Contact: Andrew Bagley Siskind Susser PC abagley@visalaw.com + 1.901.682.6455 Helping Employers with Workforce Compliance in the United States by Bruce E. Buchanan & Greg
More informationCOUNTY OF EL DORADO, CALIFORNIA BOARD OF SUPERVISORS POLICY
E-9 1 of 6 I. PURPOSE The purpose of this policy is to: A. Ensure that individuals having access to Federal Tax Information (FTI) have been thoroughly vetted through a Federal Bureau of Investigation (FBI)
More informationIMMIGRATION LAW. July 10, 2013
IMMIGRATION LAW July 10, 2013 Joseph DeGiuseppe, Jr. Bleakley Platt & Schmidt, LLP One North Lexington Avenue White Plains, NY 10601 Tel. No. (914) 949-2700 Fax No. (914) 683-6956 e-mail: jdegiuseppe@bpslaw.com
More informationOVERVIEW OF CURRENT STATUS OF ALABAMA S IMMIGRATION LAW
OVERVIEW OF CURRENT STATUS OF ALABAMA S IMMIGRATION LAW October 21, 2011 Alabama s new comprehensive immigration law, the Beason- Hammon Alabama Taxpayer and Citizen Protection Act, was enacted on June
More informationDevelopments in Immigration Policies Affecting Employers. I-9 Compliance. The law:
Developments in Immigration Policies Affecting Employers Juliana García-Uribe 860.240.6089 jgarciauribe@murthalaw.com November 15, 2018 I-9 Compliance The law: All U.S. employers must complete an employment
More informationUnauthorized Employment in the United States: Issues, Options, and Legislation
Cornell University ILR School DigitalCommons@ILR Federal Publications Key Workplace Documents 3-2-2009 Unauthorized Employment in the United States: Issues, Options, and Legislation Andorra Bruno Congressional
More informationImmigration Enforcement. Verification. I-9 Compliance in an Era of Extreme Vetting
Immigration Enforcement and Employment Verification I-9 Compliance in an Era of Extreme Vetting Peter D. Guattery, Esq. pguattery@wtplaw.com l 410.347.9431 1 THE GOVERNMENT S MOST DIFFICULT FORM 2 THE
More informationI-9 Audits and Workers Rights. Weinberg, Roger & Rosenfeld Monica Guizar, Attorney
I-9 Audits and Workers Rights Weinberg, Roger & Rosenfeld Monica Guizar, Attorney What is an I-9 Audit? Inspection by federal agency to make sure employers are complying with federal immigration law. Employers
More informationPolicy 1326 Immigration Reform and Control Act
Policy 1326 Immigration Reform and Control Act Date of Current Revision: January 2017 Primary Responsible Officer: Director, Human Resources Secondary Responsible Officer: Executive Director, Center for
More informationSTATE OMNIBUS BILLS AND LAWS January 1 June 30, 2011
State Chamber Bill # Status Title Summary AL H 56 Enacted This law addresses a range of topics including law enforcement, employment, education, public benefits, harbor/transport/rental housing, voting
More informationI-9 Process GuIde Alka Bahal, Esq.
Alka Bahal, Esq. Partner & Co-Chair, Corporate Immigration Practice Direct: 973.994.7800 Fax: 973.992.1653 immigration@foxrothschild.com Table of Contents Introduction...3 Procedures...4 Section 1: Employee...4
More informationIMMIGRATION ENFORCMENT AGAINST EMPLOYERS IN THE TRUMP ERA. Presented to the Association of Corporate Counsel Houston, TX July 10, 2018
IMMIGRATION ENFORCMENT AGAINST EMPLOYERS IN THE TRUMP ERA Presented to the Association of Corporate Counsel Houston, TX July 10, 2018 KEY ADMINISTRATION IMMIGRATION PLAYERS Donald Trump, President Stephen
More information1/20/2014. Overview. Immigration Reform in 2014? Senate versus House. Interior Enforcement. Border Security
Fisher & PhillipsLLP ATTORNEYS AT LAW Solutions at Work What does Immigration Reform Really Mean for your Recruitment and Hiring Strategies Presented by: Amy Lessa, Esq. and Kim Kiel Thompson, Esq. Phone:
More informationKNOW YOUR RIGHTS. A Guide for California Employers - 1 -
KNOW YOUR RIGHTS A Guide for California Employers 201-1 - 1. Introduction to Immigration Enforcement 2. Immigration Enforcement in the Workplace 3. Rights and Best Practices if ICE Comes to the Workplace
More informationTerms & Conditions for Heathrow ID Pass Scheme (the Terms )
Terms & Conditions for Heathrow ID Pass Scheme (the Terms ) 1. DEFINITIONS AND INTERPRETATION 1.1 In these Terms where the context admits: Airport means Heathrow Airport; Airport Operator means Heathrow
More informationImmigration Law and Employment Issues: The Basics and More
Immigration Law and Employment Issues: The Basics and More Jorge Lopez Chair, Global Mobility and Immigration Practice Group Littler Miami jlopez@littler.com Michelle White Associate Littler Miami mvalerio@littler.com
More informationForm I-9 and E-Verify
Form I-9 and E-Verify Session Number 000 Delycia Hofmann U.S. Citizenship and Immigration Services Management & Program Analyst Agenda Form I-9 Requirements, Sections 1, 2, and 3 Storage and Retention
More informationGAO ILLEGAL ALIENS. Significant Obstacles to Reducing Unauthorized Alien Employment Exist
GAO United States General Accounting Office Testimony Before the Committee on the Judiciary, Subcommittee on Immigration and Claims, House of Representatives For Release on Delivery Expected at 10:00 a.m.
More informationRisk-Based Performance Standards Guidance Chemical Facility Anti-Terrorism Standards. May 2009
Risk-Based Performance Standards Guidance Chemical Facility Anti-Terrorism Standards May 2009 RBPS 12 Personnel Surety RBPS 12 - Personnel Surety - Perform appropriate background checks on and ensure appropriate
More informationInstructions for Employment Eligibility Verification
Instructions for Employment Eligibility Verification Department of Homeland Security U.S. Citizenship and Immigration Services USCIS Form 1-9 OMB No. 1615-0047 Expires 03/31/2016 Read all instructions
More informationHOT TOPICS IN IMMIGRATION
TUETH KEENEY COOPER MOHAN & JACKSTADT P.C. HOT TOPICS IN IMMIGRATION The Association of Corporate Counsel May 23, 2013 Melanie Gurley Keeney, Esq. Tueth, Keeney, Cooper, Mohan, & Jackstadt, P.C. 34 N.
More informationCRS Report for Congress
CRS Report for Congress Received through the CRS Web Order Code RS22180 June 29, 2005 Unauthorized Employment of Aliens: Basics of Employer Sanctions Summary Alison M. Smith Legislative Attorney American
More informationImmigration-Related Worksite Enforcement: Performance Measures
Immigration-Related Worksite Enforcement: Performance Measures Andorra Bruno Specialist in Immigration Policy August 7, 2013 CRS Report for Congress Prepared for Members and Committees of Congress Congressional
More informationPrivacy Impact Assessment Update for the. E-Verify RIDE. DHS/USCIS/PIA-030(b) May 6, 2011
for the E-Verify RIDE DHS/USCIS/PIA-030(b) May 6, 2011 Contact Point Janice Jackson Acting Privacy Branch Chief Verification Division, Enterprise Services Directorate Department of Homeland Security (202)
More informationLawbreaker, Naïf or Stooge? The HR Representative and I-9 Crimes
Lawbreaker, Naïf or Stooge? The HR Representative and I-9 Crimes By Ted J. Chiappari and Angelo A. Paparelli* The job holder most likely to serve time worked in human resources. Northern Illinois University
More informationInstructions Read all instructions carefully before completing this form.
Department of Homeland Security U.S. Citizenship and Immigration Services OMB No. 1615-0047;; Expires 08/31/12 Form I-9, Employment Eligibility Verification Instructions Read all instructions carefully
More informationHospitality Immigration. Making Sure You Aren't Stuck Between a Rock and a Hard Place
Hospitality Immigration Compliance: Making Sure You Aren't Stuck Between a Rock and a Hard Place Presenters Neena Dutta, Associate, McElroy, Deutsch, Mulvaney & Carpenter Immigration and I-9 Compliance
More informationDATA BREACH CLAIMS IN THE US: An Overview of First Party Breach Requirements
State Governing Statutes 1st Party Breach Notification Notes Alabama No Law Alaska 45-48-10 Notification must be made "in the most expeditious time possible and without unreasonable delay" unless it will
More informationImmigration Compliance and Enforcement Trends: What Employers Need to Know
Immigration Compliance and Enforcement Trends: What Employers Need to Know A Change of Seasons Two Overall Policy Goals of the Administration 1. Reduce Immigration Reform work visa programs to protect
More informationBackground on the Trump Administration Executive Orders on Immigration
Background on the Trump Administration Executive Orders on Immigration The following document provides background information on President Trump s Executive Orders, as well as subsequent directives regarding
More informationAnalysis of Recent Anti-Immigrant Legislation in Oklahoma *
Analysis of Recent Anti-Immigrant Legislation in Oklahoma * The Oklahoma Taxpayer and Citizen Protection Act of 2007 (H.B. 1804) was signed into law by Governor Brad Henry on May 7, 2007. 1 Among its many
More informationEMPLOYMENT VERIFICATION, INVESTIGATIONS, AND AUDITS
EMPLOYMENT VERIFICATION, INVESTIGATIONS, AND AUDITS Presented by: Derek Illar Associate Eckert Seamans Cherin & Mellott, LLC 600 Grant Street, 44 th Floor Pittsburgh, PA 15219 (412) 566 6771 dillar@eckertseamans.com
More informationAUGUST Introduction:
AUGUST 2006 Introduction: The law firm of Klasko, Rulon, Stock & Seltzer LLP is pleased to present our August 2006 newsletter covering immigration topics that are of interest to our clients. This newsletter
More informationSTATEMENT OF PRINCIPLES
THE BERMUDA MONETARY AUTHORITY THE PROCEEDS OF CRIME (ANTI-MONEY LAUNDERING AND ANTI-TERRORIST FINANCING SUPERVISION AND ENFORCEMENT) ACT 2008 October 2010 Content 1. Introduction Page 3 2. Enforcement
More informationHandbook for Employers
Handbook for Employers Instructions for Completing Form I-9 (Employment Eligibility Verification Form) M-274 (Rev. 07/31/09) N Obtaining Form I-9 and the M-274 This Handbook includes one copy of Form I-9,
More informationETA Form 9089 U.S. Department of Labor
Please read and review the filing instructions before completing this form. A copy of the instructions can be found at http://workforcesecurity.doleta.gov/foreign/. Employing or continuing to employ an
More informationGEORGIA DEPARTMENT OF CORRECTIONS Standard Operating Procedures
Policy Number: 104.13 Effective Date: 8/28/2018 Page Number: 1 of 6 I. Introduction and Summary: Employees, hired or re-hired by the Georgia Department of Corrections (GDC), must be authorized to work
More informationImmigration 101. Tuesday, March 17, 2015
Immigration 101 Tuesday, March 17, 2015 Speakers Jenifer M. Brown, Partner Ice Miller Indianapolis, IN brownj@icemiller.com Leigh Cole, Shareholder and Director Dinse, Knapp & McAndrew Burlington, VT lcole@dinse.com
More informationForm I9 Employment Eligibility Verifications
Form I9 Employment Eligibility Verifications 1. Purpose of document: To document verification of the identity and employment authorization of each new employee (both citizen and noncitizen) hired after
More informationEmployment Application
Employment Application CorrBox INCORPORATED 24551 Del Prado #639 Dana Point, CA 92629 Tel. (949) 248-5880 Fax. (949) 373-3256 info@corrbox.com Applicant Information Last First M.I. Date: Street Address
More informationMAJOR RECENT DEVELOPMENTS IN IMMIGRATION IN IMMIGRATION
RS Ryan, Swanson?C Document * Cleveland hosted at I A N \ 1 R MAJOR RECENT DEVELOPMENTS IN IMMIGRATION IN IMMIGRATION by Rachel Y. Han 2007 Immigration has recently been a a prominent topic topic of of
More informationHOUSE OF REPRESENTATIVES STAFF ANALYSIS REFERENCE ACTION ANALYST STAFF DIRECTOR
HOUSE OF REPRESENTATIVES STAFF ANALYSIS BILL #: CS/HB 1363 Organized Criminal Activity SPONSOR(S): Gonzalez and others TIED BILLS: IDEN./SIM. BILLS: REFERENCE ACTION ANALYST STAFF DIRECTOR 1) Safety &
More informationSummary of the Reid-Schumer-Menendez Amnesty Proposal
April 30, 2010 PARTS I. Border Security II. Detection, Apprehension, and Removal of Illegal Aliens III. Employment Verification IV. Legal Immigration V. Amnesty VI. Miscellaneous I. BORDER SECURITY Increases
More informationTHE INCREASING RISKS OF FORM I-9 COMPLIANCE
THE INCREASING RISKS OF FORM I-9 COMPLIANCE RISK Your company could be at greater risk than you realize. The enforcement of compliance for employment eligibility and verification laws, also known as Form
More informationDeveloping an Immigration Compliance Program for Employers in the Equine Industry
Developing an Immigration Compliance Program for Employers in the Equine Industry Matthew J. Martinez Fennemore Craig Immigration I. INTRODUCTION Like other industries where manual labor is the norm, the
More informationDocket No. DHS Chemical Facility Anti-Terrorism Standards (CFATS) Risk-Based Performance Standards Guidance Version 2.
November 24, 2008 Mr. Dennis Deziel U.S. Department of Homeland Security National Protection and Programs Directorate Office of Infrastructure Protection Infrastructure Security Compliance Division Mail
More informationOBJECTS AND REASONS. Arrangement of Sections PART II PRELIMINARY MONEY LAUNDERING
1 L.R.O. 1998 OBJECTS AND REASONS This Bill would reform the law in respect of the prevention and control of money laundering and financing of terrorism to reflect more comprehensively the Forty Recommendations
More informationANALYSIS OF 2011 LEGIS. IMMIGRATION RELATED LAWS
ANALYSIS OF 2011 LEGIS. IMMIGRATION RELATED LAWS (THIS IS A DRAFT AND WILL BE REFINED AS THE NEW LAWS TAKE INTO EFFECT AND LEGISLATIVE RESEARCH AND GENERAL COUNSEL HAS RENUMBERED, RECONCILED AND MERGED
More informationRIDE Program Overview. September 25, 2013 AAMVA Region III Information Exchange
RIDE Program Overview September 25, 2013 AAMVA Region III Information Exchange A History Lesson 1997: Basic Pilot Program (later renamed E-Verify) launched 2011: RIDE launched 1986: Immigration Reform
More information