Small to medium size businesses generally don’t have the resources to hire in-house legal counsel. This can come as a real problem when the business engages in certain actions regulated by immigration law; like when management hires immigrant workers or the transfers foreign workers into the U.S. Large corporate businesses have the luxury of having attorneys on staff who can steer the company through the often confusing matter of I-9 verification and compliance. For the little guys, MC @ FC Law has the experience and know-how necessary to protect businesses in the event of inspections by U.S. Immigration and Customs Enforcement (ICE). With their knowledge of I-9 compliance issues, the staff of MC @ FC Law can become a valuable resource to both human resources (HR) departments and hiring managers.
As HR and hiring managers should already be aware, employers are required to complete and retain I-9 forms for every person they hire in America, whether that person is a citizen or not. These forms are used to verify that an examination of eligibility to work and identity documents has been conducted. Despite the fact that an I-9 is not typically filed with the government, it must still be on hand with the business and is still subject to inspection. Currently, I-9 forms are required to be maintained on file for a minimum of three years from the date of hire or, if the employee is terminated or resigns, for a period of at least one year following the end of employment. The United States Citizenship and Immigration Services recently published the updated M-274 Handbook for Employers: Guidance for Completing Form I-9; to obtain a copy of this handbook, CLICK HERE.
Officials of various U.S. federal agencies, like the Department of Homeland Security, Department of Labor, and Department of Justice may conduct an I-9 compliance inspection at any time to ensure businesses are not in violation of labor or employment law. To ensure you are compliant with the I-9 rules, partner with one of the top immigration attorneys in the area at MC @ FC Law.
Avoid the Immigration Raid Headlines
Its often big, public news within an industry when a business is raided by ICE officials for potential violations of immigration policy. Otherwise law-abiding companies have had the misfortune of seeing their own company’s name in the headlines following surprise ICE inspections. These lengthy investigations can put unwanted attention on the company. This can be a very serious threat to a company’s reputation and is a risk that no employer should have to face alone.
In some instances, as many as approximately 500 Notices of Inspection (NOIs) are distributed in a week to private employers, typically those engaged in critical infrastructure, like agriculture and other industries deemed critical. When they get an NOI, a company might feel intimidated or uncertain about the process, but a consultation with an MC @ FC Law immigration attorney is often enough to put them at ease.
Our attorneys are successful in I-9 compliance representation and as HR general counsel because they are respected leaders in their fields. In fact, MC @ FC Law attorneys regularly conduct training seminars for employers covering topics like best practices in labor law and equal protection. In addition, attorneys from MC @ FC Law regularly appear at trade shows in Los Angeles and elsewhere, advising employers on the importance of following these policies. HR professionals and hiring managers are encouraged to contact MC @ FC Law by phone or e-mail to schedule a consultation to have all of their I-9 compliance and other employment related immigration questions answered.
Contact our law firm today and help your business prevent I-9 documentation challenges and pass government audits. We can represent individual employees and entire companies in cases of challenging immigration procedures so they can stay in the U.S. and keep working. Call us today to schedule a free consultation where one of our lawyers will review your case. Although based in the state of Nevada, our legal staff speaks eight different languages and can provide counsel in English, Armenian, Cantonese, Mandarin Chinese, French, Russian, Spanish, and Tagalog.