Effective December 26, 2007, employers were required to use the new version of the I-9 Form. The new form and instructions are available on line. Highlights of the changes in acceptable documentation were previously posted: Revised I-9 Form Issued: Changes Acceptable Documentation.
Recruiting
Revised I-9 Form Issued: Changes Acceptable Documentation
By Michael Moore on
Posted in Employment Law
A revised I-9 Employment Verification Form was issued by the Homeland Security that includes the following changes to the Form I-9 process:
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Five documents have been removed from List A of the List of Acceptable
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Documents:Certificate of U.S. Citizenship (Form N-560 or N-561)
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Certificate of Naturalization (Form N-550 or N-570)
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Alien Registration Receipt Card (I-151)
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The Interviewing and Hiring Process: Five Things every HR Generalist should know*.
By Michael Moore on
Posted in Employment Law
Many managers view the efforts of HR to bring order to the hiring process as meddlesome, bureaucratic and dilatory. “Just find me someone to fill this position” is the usual approach. There are several things that an HR generalist can bring to the table in terms of education and organization without slowing the process:
Uniformity of …
No-Match Program on Indefinite Hold
By Michael Moore on
Posted in Employment Law
Daniel Schwartz of the Connecticut Employment Law Blog reports that New Employment Verification Rules on Indefinite Hold After Court Ruling. The decision bars the Social Security Administration from sending out an estimated 114,000 no-match letters covering some 8 million employees. The primary basis for the judge’s opinion seems to be the likelihood that legally authorized workers…
Gender Stereotyping: Disparate Treatment of Workers with Caregiver Responsibilities
By Michael Moore on
Posted in Employment Law
The Sunday News features an article In job searches, women take hit that discusses the gap in legal protections under federal and Pennsylvania law for women when it comes to prohibitions against discrimination based on marital status or family status. The article contains the following legal summary that screams out for context and clarification:
When you
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The Ultimate Interview Question may Lead to the Ultimate Deposition Question: How is this Job-related?
By Michael Moore on
Posted in Employment Law
Frank Roche of the KnowHR Blog posits his ultimate interview question: “Do you recline your airplane seat? Explain.” While not listed as one of the top 15 interview questions, I found his inquiry rather interesting. I followed the links to find that there are a number of interview chat forums that highlight the…
Judge puts No-Match Program on Hold
By Michael Moore on
Posted in Employment Law
A federal judge in San Francisco issued a temporary restraining order blocking implementation of the new No-Match program regulations issued by DHS and SSA. The regulations were to take effect on September 14, 2007. They are delayed until at least October 1, 2007 when the next court hearing is scheduled.
The lawsuit was initiated by the ACLU and…
Reminder: EEO-1 Report with New Format due September 30, 2007
By Michael Moore on
Posted in Employment Law
EEO-1 reports under the new reporting format are due at the end of the month. On line access to the form can be obtained from the EEOC website. Filing information and technical assistance are also available on line. E-mail extension requests can be made, but are not guaranteed.
There are several areas of change in…
Four Reasons to take a “Wait and See” approach to using E-Verify
By Michael Moore on
Posted in Employment Law
Remember the old adage that "No good deed goes unpunished?" I think it applies to voluntarily using the various electronic verification systems available in E-Verify and SSNVS. Although there are electronic resources to assist employers in complying with the I-9 verification requirements, I don’t think employers should jump to use them until they are forced …
No-Match Letters Place Undue Burden on Employers
By Michael Moore on
Posted in Employment Law
The so called safe harbor from prosecution/sanction for immigration law violations arising from an employer’s handling of No-Match letter places a heightened burden on employers and may only exacerbate an already growing worker shortage. It is a poor effort to solve the problems created by a lack of consensus on a national immigration policy. It has collateral…