More than 25 years ago, the Immigration Reform and Control Act was established, and in it were included provisions regarding employer sanctions in the United States. Now, more than two decades after it was first introduced to the U.S., the Act still dictates immigration employment practices in our country. Specifically, it prohibits employers from hiring, recruiting, or otherwise referring for a fee any aliens who are currently known to be without authorization to work in the U.S.
Employers who are found to have hired one or more illegal immigrants could be subject to a series of civil fines, and possibly even criminal penalties if their behaviors are habitual and / or seen as a pattern. Stiff penalties at both the state and federal levels can also be applied to employers who fail to adhere to the recording and documentation requirements expected of them when employing a non-citizen of the U.S.
At Pozo Goldstein, LLP, we are very familiar with these laws, and as such, we encourage employers and company owners to contact a New York immigration attorney at our firm in order to protect their business against accusations of violating the Immigration Reform and Control Act in any way. Under the legal counsel of an attorney at our firm, you can take precautionary measures to ensure that your business is not in jeopardy based on the “violations” for which you have been accused.
Corporate clients / employers who have been accused of violating an employer sanction can seek defense from a qualified attorney. In countries throughout the world, non-citizens of the U.S. are anxiously awaiting the opportunity to establish residency in our country. To do so, many of these immigrants turn to employment opportunities as a means to enter the U.S. Unfortunately, the Immigration Reform and Control Act of 1986 has made it significantly more difficult for employers to help immigrants enter the country in this manner.
More than 20 years after its establishment, the Immigration Reform and Control Act is still widely misunderstood by employers and aliens alike. Contrary to popular belief, knowingly hiring an unauthorized alien is not the only way in which an employer can violate the sanctions of this provision. In addition, it is considered to be unlawful to hire any person without first completing the requirements of compliance that are connected to employment verification procedures. Specifically, employers must verify that any employee hired after November 6, 1986 has been authorized to work in the U.S.
If the integrity of your business has been compromised by an allegation that accuses you of violating the employer sanction set forth in the Immigration and Control Reform Act of 1986, then you cannot wait to align yourself with an attorney. The same is true of immigrants whose jobs have been jeopardized because of the fact that their employer has been accused of illegal practices.
For more than 90 years combined, our legal team at Pozo Goldstein, LLP has provided aggressive legal attention to persons facing immigration issues in the U.S. Now, we are recognized for our notable legal team, of which includes a former judge as well as former U.S. immigration prosecutors. Together, we act on behalf of persons who are struggling to sustain their status in the U.S., as well as those who are currently trying to enter the country on special circumstances.
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