Those courts concluded that denying workers comp benefits to illegal immigrants creates a financial incentive to hire them because it allows an employer to escape liability for worker injuries, giving that employer an unfair advantage over competitors who follow the law, Nebraska's high court said in its opinion.
Under legislation approved by North Carolina's General Assembly last year and signed into law by Governor Beverly E. Perdue in June 2011, employers with between 100 and 500 employees have until Jan. 1, 2013, to comply with the law, while employers with between 24 and 100 employees have until July 1, 2013, to comply.Read More
The complaint seeks a court order prohibiting future discrimination by the respondent, monetary damages to the employee and civil penalties.Read More
Failing to ask for enough information exposes employers to penalties under the Immigration Reform and Control Act. Asking impermissible questions about an employee's ethnic heritage or national origin exposes employers to damages under the discrimination laws. With the number of government investigations steadily increasing, what should employers do to strike the proper balance?
Though a federal mandate for the employee eligibility check could face strong opposition, President Barack Obama and Mitt Romney, seen by many as the frontrunner for the Republican nomination to face Obama in the November election, have voiced support for a federal mandate.
Alabama's immigration law is considered among the toughest in the nation, according to legal experts. Some parts of the code, such as requiring public schools to determine the citizenship status of students and their parents, have been blocked by federal courts.Read More
Employers can guard against hiring undocumented workers by becoming familiar with federal regulations and enforcement practices. The primary document reviewed by federal agencies is the Form I-9.
Employers should remain diligent in collecting work authorization documentation from employees.Read More
On the federal level, observers cited an October hearing by the Equal Employment Opportunity Commission as a warning that employers should brace themselves for such legislation.Read More
Under the regulation, companies would have to clear up ‘no-match’ discrepancies within 93 days or fire employees in question. A no-match letter could serve as evidence that a company violated immigration law.Read More