Immigration in the Workplace
The rules and regulations for hiring foreign-born employees are complex and there is a risk of sanctions and penalties for non-compliance or misrepresentation. Even if the employee provides false documentation that appears legitimate, the employer can be held both criminally and civilly liable. Taking extra precautions with foreign-born employees, while not violating discrimination laws requires a thorough understanding employment and immigration issues.
Our employment and immigration lawyers advise companies on how to sponsor foreign-born employees for temporary visas and permanent residence and how to stay in compliance with the mandatory I-9 employment eligibility form, record-keeping and counsel use of the e-verify program.
Our services range from performing internal audits of company I-9 forms to reviewing hiring practices and compliance policies. As needed, we work with clients to create procedures for ongoing compliance.
We also counsel clients should a U.S. Immigration and Customs Enforcement (ICE) or Department of Labor (DOL) audit or investigation occur and assist with negotiations and settlement with ICE in audit sanctions.
Recent Blog Posts
Perspective: Kirton McConkie Law Blog
Articles & White Papers
- July 17, 2015InsideCounsel
- Less Can Accomplish More for Immigration Reform2015Litigation Strategies For Immigration Issues
- June 19, 2015InsideCounsel
- May 15, 2015InsideCounsel
- April 30, 2015Immigration Law360
- April 2015Utah Employment Law Letter
- December 30, 2014San Jose Mercury News
- October 2014Utah Employment Law Letter
- December 2013Utah Business
- March 18, 2013Law360
- January 29, 2013HR Hero Line
- September 16, 2012Utah Employment Law Letter
- June 12, 2015Press Release
- June 11, 2014Press Release