By Dave Katzenmeyer
President, Genesis Background Screening Services
All it takes is a quick visit to the United States Department of Justice website to see that even big companies are making Human Resource errors that are costing them money and tarnishing their reputation.
In June 2015, the Justice Department settled a claim against a major retailer for discrimination against an applicant that was not a U.S. citizen, violating federal immigration laws. The retailer required the job applicant to show a green card instead of other work authorization documents. Making this requirement is not permitted under the Immigration and Nationality Act’s anti-discrimination provision. The law protects individuals by prohibiting discrimination based on their citizenship status and national origin. This affects how you recruit, hire, and fire and specifically prohibits unlawful documentary practices, retaliation, or intimidation for reporting incidents.
Employers need to review their I-9 verification policies to be sure they are in line with current law. Remember, having the policy in place is not enough; all HR people in your company need to understand the policy and follow it consistently with all applicants.
A time and cost efficient way to be sure your I-9 verification processes are in accordance with current law is to partner with a professional background screening company that is an expert in regulatory compliance. For small companies with no dedicated HR personnel, this will save you a lot of grief! Learning all the regulations is confusing and time consuming, why not leave it to the professionals? And for big companies with an HR staff, using a professional background screening company can help your staff stay consistent across the company to avoid litigation.
For more information about I-9 Verification or a free consultation on Best Hiring Practices, you can contact Genesis Background Screening Services at 866-944-0041 ext 106, email email@example.com or visit www.genesisbackgroundscreening.com