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The Immigration Reform and Control Act (“IRCA”) went into effect on November 6, 1986.
For more than thirty years now, employers have been required to verify – through the preparation of form I-9 – that each new hire has authorization to work in the United States. Employers who fail to comply with the I-9 requirements are subject to substantial civil fines and even potential criminal liability. But potential liability for violations of IRCA go far beyond fines for failing to complete the I-9 form completely or on time.
The Immigrant and Employee Rights (IER) section of the U.S. Justice Department (formerly known as the Office of Special Counsel for Unfair Immigration-Related Employment Practices) in addition to ordering back pay and reinstatement has levied fines into the hundreds of thousands of dollars on employers who – often inadvertently – take actions during the I-9 process which violate IRCA.
This session provides an introduction to important immigration laws and concepts that attorneys representing employers and employees should understand and communicate to their clients.
February 15, 2018
NC State Bar
Mandatory Continuing Legal Education (MCLE) and Certified Paralegal Education (CPE) (Total): 0.75
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