Employer Compliance
Employers are required by law to verify that every employee (hired after November 7, 1986) is authorized to work in the U.S. Within the first 3 business days of hire, employers must review an employee’s documents and attest under penalty of perjury on Form I-9 that documents establishing both employment authorization and identity were produced. The I-9 documentation must be kept on file for the duration of employment and for at least one year beyond termination of employment. Employers are faced with harmonizing the dual goals of complying with the work authorization law and avoiding civil rights discrimination. DMCA is experienced in all facets of employer compliance. In addition, we are experienced in unraveling the complex immigration law processes for employers and employees on a global-scale.
ICE I9 Audits – Homeland Security Audits Defense
DMCA’s Paul Hunker, a former Chief Counsel of U.S. Immigration and Customs Enforcement (ICE), along with attorneys certified in immigration law by the Texas Board of Legal Specialization, can help ensure your company’s hiring practices comply with the law and provide defense if a violation occurs. Whether you are a business or an individual facing an employment audit or have been contacted by ICE or Department of Homeland Security officers, DMCA has the expertise to offer effective guidance and support.
