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Immigration Law For Employers If you own your own business or in any other case have workers, you're, beneath federal legislation, an agent for the Department of Homeland Security (DHS) (previously the Immigration and Naturalization Service (INS). In an effort to reduce the hiring of undocumented immigrants, Congress created the I-9 verification process, which requires employers to confirm the employment eligibility of staff. DHS investigators use these I-9 types to discover out whether employers are hiring undocumented staff.    I-9 varieties are literally a constructive thing for employers, as a result of I-9 varieties present employers with a "good faith" protection if the employer hires a worker who is actually working illegally within the United States.    Employers can get hold of I-9 varieties from the DHS (800-870-3676), or download them from the company's Web site. You can also write to the Superintendent of Documents, U.S. Government Printing Office, Washington, DC 20402.    DHS can begin an investigation about an organization using unlawful employees at any time. An employer could be fined and sanctioned for hiring an undocumented worker. The normal in judging the wrongfulness of the employer's conduct is whether an inexpensive particular person would imagine the worker was illegally employed.    Every employer must complete I-9 types, even if the employer has only one employee. Hiring impartial contractors doesn't trigger the requirement to complete an I-9 kind.    If you, as an employer, obtain info and documents that, on their face, appear legitimate and constant, you do not want to research additional. However, when you receive obvious forgeries, info that does not match the worker, or other information that makes you think you must ask more questions, then you should continue your inquiry as to the employee's immigration standing.    A good business apply is to conduct yourself an audit or hire an immigration lawyer to audit your I-9's and supporting paperwork to be sure they comply with the law. Here are some do's and don'ts when going by way of the I-9 verification course of:    During an employee's first day, give the worker a list of paperwork that can be used to verify standing. Determine if the worker already has employment authorization. Ask questions on identify adjustments. Make positive documents provided by the employee are on the lists of acceptable paperwork. A good immigration attorney might help you with these lists. Review paperwork for authenticity. Are there apparent signs of tampering or forgery? Reject paperwork if they're clearly fakes. If a document seems valid on its face and is listed as a certified doc on the I-9, accept the doc. Retain I-9's for three years, or one 12 months after employment ends, whichever is longer. Brexit chaos and Immigration to the UK -9 types could be inspected by DHS on three days' notice, with out even a warrant or subpoena.   

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