A Guide for Managing Workplace Immigration Rules

Download Email
Engage PEO on Workplace Immigration Rules
In the News

A Guide for Managing Workplace Immigration Rules

As the debate around immigration reform heats up, many employers are worried.

Their concerns, however, stem less from the issues the media tends to focus on, such as President Trump's plan to build a wall along the Mexican border or illegal immigration. Instead, what’s impacting employers is changing legal immigration rules and procedures.

While all U.S. employers are required to confirm an employee is eligible to work in this country, tighter restrictions, process backlogs and changing laws are making this and other essential parts of the hiring and employment process more burdensome for the average employer.

The following are some of the key immigration laws and government programs that all employers should know about.

Employment work authorization verification

Under the Immigration Reform and Control Act of 1986 (IRCA), employers cannot knowingly hire someone who is not authorized to work in the U.S. This is a continuing obligation to ensure employees are authorized to work in the U.S. for the duration of their employment. Employers use the I-9 form to verify employment authorization as well as an individual’s identity. The form must be completed within three days of employment regardless of whether the individual is a U.S. citizen or not. IRCA regulations are clear that knowingly violating immigration laws will result in penalties.

Read this news

In the News

Google Follows A Growing Workplace Trend: Hiring More Contractors Than Employees

A growing trend among tech employers: opting to hire contractors over full-time employees. Engage HR Consultant, Angela Rochester, weighs in on the impact to businesses across all industries, and workers.

Read this news in Forbes

In the News

Vacation Policies and How to Actually Disconnect from Work While on Vacation

It's tempting to blame employers, tyrant bosses and the "always-on" workplace culture that the Internet and cellphones have crated. But the reality is that most companies have policies and procedures in place to allow their employees' vacations to be time that is truly away from the job, according to Engage assistant general counsel and human resources consultant, Vanessa Matsis-McCready

Learn More

Strategic Partners

Learn more about our many strategic partners ready to help elevate and engage your business.

See full list here

The Expect More Philosophy

We expect more, and so should you!

Learn more