| ICE (Immigration and Customs Enforcement) intensified | | | | or Social Security numberverification systems for |
| its nationwidepush to dramatically increase efforts to | | | | employment authorization. |
| combat unlawful employment ofillegal aliens. On March | | | | • Employer Handbook: Order the Immigration |
| 11th, ICE arrested 29 undocumented workers attwo | | | | Enforcement: I-9 |
| Maryland restaurants. | | | | Compliance Handbook |
| According to William Winter, ICE special agent in | | | | Employers Should Develop a Hiring Protocol |
| charge of Baltimore, | | | | 1. Form I-9: New hires should complete the Form |
| "Today's enforcement action is part of a multi-phased | | | | I-9 and provideemployment eligibility documents |
| approach utilized by | | | | AFTER the decision to hire is made and |
| ICE to ensure that employers are held accountable for | | | | BEFORE the first day of work. |
| maintaining a legalworkforce. ICE is committed to | | | | 2. Start Date: Under no circumstances should new |
| investigating employers who engage inillegal | | | | hires start work or beplaced on the payroll prior to |
| employment schemes that utilize illegal labor to make | | | | completing Form I-9 and providingacceptable |
| an unlawfulprofit and give them an unfair advantage | | | | documents. |
| over businesses that operatelawfully." | | | | 3. Three Business Days: Hiring manager should |
| There is no time like the present to adopt "best | | | | fully complete Section 2of the Form I-9 within 3 |
| practices" to protect yourcompany. Here is a partial list | | | | business days of the hire. |
| of employment eligibility actions employersshould | | | | 4. E-Verify: Copies of the Form I-9 and supporting |
| implement. | | | | documents shouldimmediately be entered in E-Verify, |
| • Review your Form I-9 records NOW: Detect any | | | | the Internet-based, U.S. governmentemployment |
| errors on forms forcurrent employees; know the most | | | | verification system. |
| common mistakes. | | | | Allott's SMART TIP: Avoid Discrimination Claims |
| • Correct Form I-9s: Correct old forms with errors. | | | | Before Hiring: A prospect should not complete the |
| • 3rd Party Form I-9 Audit: A comprehensive 3rd | | | | Form I-9 before thehiring decision because an |
| party audit of your I-9records will help determine if your | | | | employer who chooses not to hire an individualmay be |
| Form I-9 procedures meet federalstandards. | | | | accused of discrimination based on data received on |
| • Document Requirements: Know which ID | | | | the form. |
| employment eligibilitydocuments are acceptable and | | | | BE PROACTIVE. Do not take a "head in the sand" |
| which are not. For example - Do NOTaccept a U.S. | | | | approach to Form I-9compliance. In the event of an |
| passport that does not have a cover. | | | | ICE inspection you want to be prepared. |
| • Employment Verification Systems: Use E-Verify | | | | |