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Uh-oh! Now what?
Somehow, somewhere, someone has listed your company as an "alleged" employer of illegal
aliens.
How or why did this happen?
Well, only the person who submitted it will have the exact answer, but reviewing
the evidence submitted will give you an idea of where they are coming from and what they
have witnessed. If the evidence submitted sounds reasonably suspicious and/or it seems to be
rooted in details, chances are we have not removed the listing.
So, what now?
Here are some suggestions:
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Immediately fire any known illegal aliens
- Review all of your employee documents to ensure they comply with
all federal requirements for employment eligibility. Here's a quick
list of the ten ways all of your foreign-born employees could have used to establish
their eligibility for employment. You can click
here for more information.
a. U.S. Passport/Drivers License
b. Certificate of U.S. Citizenship
c. Certificate of Naturalization
d. Unexpired foreign passport with I-551 stamp or attached form I-94 indicating unexpired employment authorization
e. Permanent Resident Card or Alien Registration Receipt Card with photograph (Form I-151 or I-551)
f. Unexpired Temporary Resident Card (Form I-688)
g. Unexpired Employment Authorization Card (Form I-688A)
h. Unexpired Reentry Permit (Form I-327)
i. Unexpired Refugee Travel Document (Form I-571)
j. Unexpired Employment Authorization Document issued by DHS that contains a photograph (Form I-688B)
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If you pick up day laborers, stop it!
-
Inspect any jobsites on an unannounced basis and see who is working there. Bring HR records to
cross-check all employees. Many times, job superintendents will recruite day laborers
to "catch up" on a job they're falling behind on. This will be done unbeknownst to the
management or executives.
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All in all, SmartBusinessPractices.com is a
great resource for you to check your procedures.
What if someone listed my company in error?
If that is the case, and their evidence is false or misleading,
then it's truly unfortunate that they have done this to you. The good news is that
it should be easy enough to clear up. At a minimum, see our suggestions
above. If you've complied with all of the items, you may (at your sole discretion) contact a private
investigator (you can find some listed here) to conduct background investigations
on your employees. You can instruct them to notify us of their findings, and if you are not
employing illegal aliens, you will be taken off the site.
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