Law puts immigration control in employers' hands

Article Abstract:

The Immigration Reform and Control Act of 1986 requires employers to help enforce provisions banning illegal aliens. Employers must require proof of citizenship from anyone hired after November 6, 1986. The law also requires completion of Form I-9, which affirms the employee's citizenship as properly documented and verified. The Immigration and Naturalization Service has court-affirmed authority to enforce the Act through workplace inspections (with warrants), and employers not in compliance may be fined. Enforcement is phased in gradually, however, and there are provisions for amnesty for illegal aliens who meet certain immigration requirements and have been in the country since before January 1, 1982. Employers may help employees obtain such amnesty.

Interpretation and construction, Employer liability, Employment, Emigration and immigration

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Understanding immigration law

Article Abstract:

Human resources professionals with companies recruiting employees from foreign talent should develop a recruiting system that prevents violation of the Immigration Reform and Control Act (IRCA) of 1986. The US Immigration and Naturalization Service has assessed fines against more than 8,000 companies totaling almost $37 million since the penalty phase of IRCA became effective on Jun 1, 1988. The steps human resources professionals can take include photocopying all documents presented by foreign national employees or prospective employees to establish identity and employment authorization, keeping Employee Verification Forms (I-9s) current, and keeping I-9s separate from regular personnel files.

International aspects, Human resource management, Employee recruitment

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Hazardous substances: OSHA mandates the right to know

Article Abstract:

On May 25, 1986, the 'right-to-know' laws related to hazardous substances went into effect, to be administered by the Occupational Safety and Health Administration. According to this legislation, employes must be informed of their contact with all hazardous substances in the workplace. The right-to-know rules affect three primary informational areas: material safety data sheets to be completed by the employer, container labels to be affixed to all hazardous substance, and employee training programs to keep employees informed of hazardous substances in the workplace. The legal aspects of these rules and regulations, especially with regard to manufacturing plants, are discussed.

United States, United States. Occupational Safety and Health Administration, Hazardous substances, Right to know (Hazardous substances)

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