Warehouse Employees and INS

All employers need good workers, regardless of where they're from. However, employers that do not take immigration and naturalization services (INS) seriously can encounter penalties that can include thousands of dollars in penalties, company closure, even incarceration of responsible individuals.

Although, the procedures are simple, unfortunately many companies do not follow simple protocol that could save their company from immigration issues and raids by INS authorities. Policies that should be enacted are basic such as properly completing the I-9 form at time of hire. Employees have three days to provide proper documentation from date of hire, otherwise appropriate measures up to and including termination of the new employee along with discipline of the employee that is responsible for completion of new hire paperwork.

Specific polices should be enacted like following best practice that includes written policies and procedures and proper storage and tracking of INS forms. A good practice is keeping the forms in separate files or binders. For example, keep forms that do not need to be reverified in one binder, terminated employees in another binder, and forms that need to be reverified in another. It is important to keep these documents separate in case of INS audits or if managers need to review files in order to avoid biasness.

Along with following proper procedures is the element of training. Managers and employees that are responsible for completing and maintenance of I-9 forms should be thoroughly trained, audited, and training should be freshened periodically. Do not get caught up in problems that could easily be avoided. Create and follow policies that will keep your company safe from legal issues.

Sources:
uscis.gov
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