Articles for February 2008 Government Sets Deadline for Transitioning to New Form I-9 - Today the U.S. Citizenship and Immigration Services issued a Federal Register notice introducing the newly amended Form I–9
Government Sets Deadline for Transitioning to New Form I-9 Today the U.S. Citizenship and Immigration Services issued a Federal Register notice introducing the newly amended Form I–9, which employers must use to verify the identity and employment authorization of newly hired employees. Employers have 30 days, until Dec. 26, 2007, to transition to the new form. The USCIS also has issued a new handbook for employers that provides instructions for completing the new Form I-9. A copy of the handbook, which includes the new form, can be downloaded by clicking here. The amended Form I-9 contains an updated list of acceptable identity and employment authorization documents that reflect current regulations. The list of documents acceptable for proof of both identity and employment eligibility has been updated, as have the instructions for completing Section 1 of the form. Source: American Staffing Association - Back to Top -
Senate Bill Excludes Electronic Employment Verification The U.S. Senate and House of Representatives have not reached an agreement on whether to require federal contractors to participate in the U.S. Department of Homeland Security's electronic employment eligibility verification system, now known as E-Verify. When the Senate passed legislation providing $11.9 billion in funds for the U.S. departments of Labor, Education, and Health and Human Services for fiscal year 2008, the bill did not include language requiring government contractors to participate in E-Verify. The House version of the legislation would have required government contractors to participate in E-Verify. A group of human resource professionals who want to improve the current process of employment verification, the HR Initiative for a Legal Workforce, lobbied against the inclusion of the E-Verify requirement. The organization contends that the E-Verify system has a significant nonconfirmation rate, which would result in U.S. citizens and permanent residents being mistakenly rejected for employment. Last week, a bipartisan group in the House announced plans to introduce legislation that would require employers to phase in electronic verification. Under the proposed legislation, employers would not be liable if an illegal immigrant was hired due to an E-Verify defect, if the employer lacked knowledge of the mistake at the time of hire, and if the employer terminated the worker upon learning of the mistake. President Bush has threatened to veto the legislation because it exceeds his budget proposal. Anne Duffy, American Staffing Association - Back to Top -
As Generation Y makes its way into the work force, so do new perspectives on tattoos and technology. John A. Challenger of global outplacement firm Challenger, Gray & Christmas believes that with the increased popularity of tattoos and body piercings, companies will need to be more accepting. "Employers are already having trouble finding skilled workers," he says. "Why let some body art get in the way of hiring the best candidate?" With younger, less traditional managers making hiring decisions, the current generation of employees with body art may have an easier time gaining acceptance, according to Challenger. Employers have traditional views on one point, however, reports Challenger. "Cellphones have no place in the job interview." One staffing executive interviewed for "Don't Mind Me, I'm Just Texting," an article by Mary Fons for phillyburbs.com, cited an instance when a job candidate had a three-minute phone conversation during the interview: When she finished, she apologized, and I responded, "That's OK. We're done here,'" the staffing executive said. Text messaging may be more discreet, but interviewers equally dislike it. One recruitment expert cited in the phillyburbs.com article said, "When you're interviewing for a job and when you're working at that job, everything that you do should be related to increasing the profits or decreasing the expenses of the employer." It can be difficult to know how to coach candidates about what is and isn't acceptable in today's tech-oriented culture. In her article, Fons advised job seekers that during interviews, it's best to err on the conservative side and turn the technology off. Source: Reem El-Khatib, American Staffing Association - Back to Top -
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