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Edited on Mon May-15-06 07:54 PM by murphymom
Sounds to me like a bunch of useless blather unless they institute some reporting requirements. And if they do, there are going to be some major issues regarding rights to privacy, etc.
Right now all an employer is required to do to verify eligibility is have a new hire fill out an I-9 Employment Eligibility Verification and show 1 or 2 pieces of identification from a list of approved IDs. However, the form ISN'T FILED WITH ANY GOVERNMENT AGENCY! The employer just has to retain it for 3 years or 1 year after employment is terminated, whichever is longer.
Here's a link to the form:
www.uscis.gov/graphics/formsfee/forms/files/i-9.pdf
So, for all practical purposes, an employer could accept an ID written in crayon on a cocktail napkin and get away with it if nobody is going to verify it.
Any accountants or personnel folks out there - at what point would an individual's non-eligibility to work show up in the federal system? It seems to me that it could go until W-2's are due to be issued, and even then, if the employee was employed under a name and SS# that was valid in the system (even if it wasn't theirs) couldn't they get away with it?
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