Employers Will Be Facing New Immigration Enforcement
The Obama Administration announced earlier this year that U.S. Immigration and Customs Enforcement (ICE) would implement a new, comprehensive strategy to reduce the demand for illegal employment and protect employment opportunities for the nation’s lawful workforce. Moreover, the Administration made it clear that this new enforcement effort would be targeted at employers and ICE is now focusing resources on investigating employers suspected of employing undocumented workers.
You can read the full article linked below.
http://www.mondaq.com/article.asp?article_id=82746&lk=1
W. Garnett & Associates, HR Consultant
1-888-884-3910
There Are New Rules To the Americans With Disabilities Act
Last year, Congress make important changes to the Americans With Disabilities Act (ADA), broadening the scope and making it easier for applicants and employees to prove that they (a) have a disability and (b) are entitled to the protections of the ADA, including reasonable accommodation. This new law, the ADA Amendments Act of 2008 (ADAAA), became effective on January 1, 2009.
Link to the full article below.
http://www.mondaq.com/article.asp?articleid=86648&email_access=on&login=true
W. Garnett & Associates, HR Consultant
1-888-884-3910
The New Immigration Form Can Puts Employers at Risk If You Are Not Aware
Know what needs to be done when the Immigration Compliance Enforcement enters your workplace. When ICE agents come in and serve your business a notice that you are being audited, you will have three days to gather every I-9 form for your current employees and the I-9s for all of those employees who have worked for you during the past 3 years. You must be able to present an I-9 for any person you paid wages to – even that extra help you brought on to help with a special event or that person who worked 1/2 shift and walked out.
Link to the full article linked below.
http://www.i9okay.com/blog/?p=134
W. Garnett & Associates, HR Consultant
1-888-884-3910
Employers Should Become Aware of Constructive Discharge In the Workplace
There are a lot of workplace rules that employers must be aware. A constructive discharge occurs when an employee’s working conditions become so intolerable because of harassment that no reasonable person could continue working for the employer. These claims are difficult to prove, especially since most employment relationships in Illinois are at-will.
Read the full article linked below.
http://chicagoemployeeadvocate.blogspot.com/2009/09/constructive-discharge.html
W. Garnett & Associates, HR Consultant
1-888-884-3910
The Department of Labor is Expected to Target Additional Companies & Industries with Enforcement
Audits are generally triggered either when a current or former employee files a complaint with the DOL or when the DOL targets a specific industry for investigation. It is a common practice of the DOL to target a variety of low-wage industries including day care, agriculture, janitorial services, the garment industry, healthcare, the hotel and motel industries, restaurants, and temporary help. These industries generally have vulnerable and often immigrant workforces, and a history of chronic violations.
Link to the full articlel below.
http://www.flipstub.com/employers-expected-to-face-additional-pressure-from-department-of-labor.php
W. Garnett & Associates, HR Consultant
1-888-884-3910
Colorado Employers Should be Aware of the States Employment Verification Enforcement Program
ICE’s actions are directly in line with President Barack Obama’s pledge to fight illegal immigration by going after employers who hire undocumented workers.
Read the full article linked below.
http://www.allbusiness.com/government/government-bodies-offices/12696310-1.html
W. Garnett & Associates, HR Consultant
1-888-884-3910
CHANGES MADE IN E-VERIFY BY DHS COULD MODIFY CONTRACTOR DESIGNATION
As a result of these changes, if you selected the former designation of “Federal Contractor” when you enrolled or updated your organization’s profile before September 8th, your designation has been automatically set to Federal Contractor without E-Verify Clause (if you have not taken the federal refresher tutorial) or Federal Contractor with E-Verify Clause (if you have taken the tutorial). DHS advises that you check your federal contractor status and make any appropriate adjustments.
You can read the full article linked below.
http://www.visalaw.com/blog_i9/2009/09/dhs-modifies-contractor-designation-in.html
W. Garnett & Associates, HR Consultant
1-888-884-3910
Labor Violations Could Result in Jail Time, Ask a Seattle,WA Manufacturing Company
Shafique Amirali Dhanani and Shirin Dhanani Makala, corporate directors, managers and two owners of family-owned Yamato Engine Specialists, were spared prison time, fines and restitution in plea agreements followed to the letter by U.S. District Judge James L. Robart.
Read the full article linked below.
http://www.visalaw.com/blog_i9/2009/09/seattle-manufacturer-avoids-jail-time.html
W. Garnett & Associates, HR Consultant
1-888-884-3910
Labor Department Audit Hits Home after a Random Audit – Qdoba Paying Back Wages After Audit
The Department of Labor says a company that runs Qdoba Mexican Grill restaurants in nine states is paying $13,865 in back wages to 187 employees.
Link to the full article below.
http://www.denverpost.com/business/ci_13422842
W. Garnett & Associates, HR Consultant
1-888-884-3910
U.S. Sen. Grassley Has Taken a Position on the E-Verify Program with his Own Amendment
My amendment would give businesses a tool to ensure that they have a legal workforce by allowing them to check the status of all workers, not just new hires. The amendment allows for voluntary checks of existing employees through E-Verify, and provides protections for workers during this process.
You can read the full article linked below.
http://www.iowapolitics.com/index.iml?Article=171081
W. Garnett & Associates, HR Consultant
1-888-884-3910
