Together, the Immigration and Nationality Act of 1952 and the Immigration Reform and Control Act (IRCA) of 1986 govern U.S. immigration policy. IRCA was amended in 1990. With each new law, employers gain new responsibilities.
For each new employee hired, U.S. employers must complete a Form I-9, Employment Eligibility Verification. The I-9 establishes the employee’s identity and his or her legal work status. Employers can hire only those who are eligible to work legally in this country.
New employees must fill out Section 1 on their first day of work. Employers must complete Section 2 for each employee within three days after the person begins employment. You don’t send I-9s anywhere, but you must keep an employee’s I-9 on file for three years after his or her hiring date or for one year after the date of the person’s termination, whichever comes later. You don’t need to fill out 1-9s for independent contractors. Failing t...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Rid handbooks of risky outdated policies
- Women have up to three years to file equal-Pay lawsuits under the EPA
- Can we ask our employees to keep mum about their bonuses?
- Must we prorate bonuses for employees who missed work while out on FMLA leave?