There are several things employers undergoing audits by U.S. Immigration and Customs Enforcement should do, according to the U.S. Department of Justice’s Office of Special Counsel for Immigration-Related Unfair Employment Practices. They should have a transparent process in place for communicating with employees during the audit, give employees a reasonable length of time to correct discrepancies in their records, and treat all workers the same regardless of their national origin or citizenship status. Additionally, companies should let unions know about the ICE audit, inform employees of the audit when requesting information related to the audit, and ensure that the information sought is described in writing.
Employers should not verify the employment eligibility of certain workers based on national origin or citizenship status or issue terminations or suspensions without notice or without giving employees time to submit valid Form I-9 documents. Among other things, employees who look or sound foreign should not be treated differently.
Inavero Announces Company Rebrand to ClearlyRated®
Inavero, a leading provider of client and talent satisfaction surveys and service quality research for staffing firms, has rebranded to ClearlyRated. The new corporate name for the longtime trusted satisfaction survey partner of ASA comes after a year of transformative change that included the launch of the ClearlyRated.com online service provider directory.