Human Resources Support
- We consult your human resources to ensure employer’s compliance with immigration rules.
- We help employers draft immigration policies to ensure a company’s fair and consistent immigration process.
We consult your human resources on important immigration issues, including:
- Explore all NIV options in a global business context
- I-9 compliance.
- Issue-spotting while recruiting and hiring foreign nationals
- Navigate visa issues in corporate restructuring, merger, or acquisition; and
- PERM recruitment
- Plan for next year’s H-1B cap
- E-Verify internal audit to spot any issues or discrepancies before the government does.
We help employers create a corporate immigration policy to ensure the consistent and fair administration of a company’s immigration process.
We also guide employers through the process of determining eligibility for sponsorship; how to deal with job changes while sponsorship is pending; and what services the employer will cover.
As a result, an employer’s immigration policy provides protection and clarity for both employer and employee. A well-drafted immigration policy can also be a helpful tool for a company to retain valuable employees.
Questions to answer to determine if you, as an employer is required to sign up for E-verify
- Is the company a federal contractor?
- Are you located in states that mandate use of E-Verify?
- Do you currently use an electronic I-9 vendor?
- Will all locations use E-Verify ?
- Who is responsible for Form I-9 completion and who will be authorized to create cases in E-Verify as all users of the system must complete an E-Verify training if the company’s Access Method is listed as Employer Access (where the company directly creates cases in E-Verify).
Key Considerations when the employer is setting up its E-Verify Account
- Who will sign the Memorandum of Understanding on behalf of the company, as between the company and the Department of Homeland Security?
- Which hiring sites will participate in E-Verify?
- If you are a federal contractor with the FAR E-Verify clause, which employees will you verify?
- Which company location(s) will access E-Verify?
- Who in your company will have access to E-Verify?
- Who in your company should be a program administrator?
- Are you legally required to enroll in E-Verify either because you are a federal contractor or in a state that mandates use of E-Verify?
Can an employer reject a candidate based on visa status?
When can an employer ask for I-9 documents?
Q: When can an employer ask for I-9 documents?
A: The employer must complete Section 2 of Form I-9 by the end of the third business day, or within 72 hours after employment commences, even if the employee is not scheduled to work for some or all of that period.
What questions are employers not allowed to ask during an interview?
Q: What questions are employers not allowed to ask?
A: It is illegal to ask a candidate questions about their:
- Age or genetic information.
- Birthplace, country of origin, or citizenship.
- Gender, sex, or sexual orientation.
- Marital status, family, or pregnancy.
- Race, color, or ethnicity.
How do employers verify immigration status?
Q: How do employers verify immigration status?
A: The employers use Form I-9 to verify the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must complete Form I-9 for each individual they hire for employment in the United States, including citizens and non-citizens.
10268 Bandley Drive, Suite 101, Cupertino, CA 95014
+1 408 255 1588