Law puts immigration control in employers' hands
Article Abstract:
The Immigration Reform and Control Act of 1986 requires employers to help enforce provisions banning illegal aliens. Employers must require proof of citizenship from anyone hired after November 6, 1986. The law also requires completion of Form I-9, which affirms the employee's citizenship as properly documented and verified. The Immigration and Naturalization Service has court-affirmed authority to enforce the Act through workplace inspections (with warrants), and employers not in compliance may be fined. Enforcement is phased in gradually, however, and there are provisions for amnesty for illegal aliens who meet certain immigration requirements and have been in the country since before January 1, 1982. Employers may help employees obtain such amnesty.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1987
User Contributions:
Comment about this article or add new information about this topic:
Understanding immigration law
Article Abstract:
Human resources professionals with companies recruiting employees from foreign talent should develop a recruiting system that prevents violation of the Immigration Reform and Control Act (IRCA) of 1986. The US Immigration and Naturalization Service has assessed fines against more than 8,000 companies totaling almost $37 million since the penalty phase of IRCA became effective on Jun 1, 1988. The steps human resources professionals can take include photocopying all documents presented by foreign national employees or prospective employees to establish identity and employment authorization, keeping Employee Verification Forms (I-9s) current, and keeping I-9s separate from regular personnel files.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1991
User Contributions:
Comment about this article or add new information about this topic:
Hazardous substances: OSHA mandates the right to know
Article Abstract:
On May 25, 1986, the 'right-to-know' laws related to hazardous substances went into effect, to be administered by the Occupational Safety and Health Administration. According to this legislation, employes must be informed of their contact with all hazardous substances in the workplace. The right-to-know rules affect three primary informational areas: material safety data sheets to be completed by the employer, container labels to be affixed to all hazardous substance, and employee training programs to keep employees informed of hazardous substances in the workplace. The legal aspects of these rules and regulations, especially with regard to manufacturing plants, are discussed.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1986
User Contributions:
Comment about this article or add new information about this topic:
- Abstracts: Immigration, Economic restructuring, and labor ruptures: From the Amalgamated to Change to Win. Dynamic political mobilization: The Los Angeles County Federation of Labor
- Abstracts: Volunteers not 'employees'. Failure to submit written grievance means tribunal has no jurisdiction
- Abstracts: Direct provider contracting: one employer's experience. Understanding managed care risk sharing arrangements. Assignability of health/welfare benefits; Standing to sue
- Abstracts: Upward communication: is anyone listening? Negotiating: master the ethics
- Abstracts: Signed waivers with pay protect discharge process. Unemployment insurance: survive the system. Outplacement myths unlock the mystery of its ineffectiveness