WPC$ GZZ[ԣ%7'G 5}L;fǵ̂*PVy ]&S:Vf ꎪCՕ,2%ǎq%! ]5yf#=sma!u K86"Ze ?#W,EiM[6BOọ)#ꏰXi?VÁXnj4},0daґBOyr<#5fX ƆCV6(-?}]p 6K".~ْ(tGwݳEڟwD7B|hEwWfUpQeMs A Ш//"HE#A_Mn 3/bZP^Oac[$LY7Q^UeM+]xןC.E&0s<&jD fdYyrprp@HfAbBE /GOGHHI+JNJJ AKK`LMNUBNNNB\NpNNNU Nh rr(**Ro  kQNIh s- BMj fP!\\192.168.0.8\HP LaserJet 3150,,,,0&d9 Z6Times New Roman RegularX($0 =0Backup3|xU  $    37    _Ԁ_INA_Ԁ274B,8_USC_Ԁ1324b.((3$ !      0  (#$  0     $    39    _Ԁ_INA_Ԁ274B(a)(6),seealso,U.S.v._Strano_,5_OCAHO_Ԁ748(Mar28,1995)(finein  excessof$100,000),andU.S.v._Lasa_ԀMarketingFirms,1_OCAHO_Ԁ106(Nov.27,1989)(finding  thatknowingdiscriminationincludesfailuretoexercisereasonablecaretoacquireknowledgeof  legalsignificanceofimmigrationrelatedemploymentdocumentsandtoconductemployment t practicesinafairandconsistentmanner).(O$ q  $    43    _AmericanCompetitivenessandWorkforceImprovementActof1998(_ACWIA_),as e interpretedbytheDepartmentofLaborsregulations.65Fed.Reg.80232(December20,2000). Q Undertheregulation,whichprovidedsomerelieffromtheaheavyburdenofrefilingallH1Bin = mergercases,thenewemployingentitymustmaintainalistoftheH1Bnonimmigrants ) transferredtoeach,andeachpublicaccessfilemustmaintain(1)alistofeffected_LCAs_Ԁand  datesofcertification;(2)adescriptionofthenewemployersactualwagesystemapplicableto   affectedH1Bnonimmigrants;(3)the_EIN_Ԁofthenewemployer;(4)aswornstatementbythe   authorizedrepresentativeofthenewemployingentityexpresslyacknowledgingsuchentitys  t assumptionofallobligations,liabilitiesandundertakingsarisingfromormadeineachcertified  ` andstilleffective_LCA_Ԁfiledbythepredecessorentity.Thenewemployermustexplicitlyagree  L  to(1)abidebytheDOLH1Bregulationsapplicabletothe_LCAs_;(2)maintainacopyofthe  8  statementinthepublicaccessfile;and(3)makethedocumentavailabletoanymemberofthe $  publicorthegovernmentuponrequest. e   '  _EXx XXX_KCMBA_ԀAnnualCorporateCounselInstitute  ImmigrationCompliancePlans  By:_Mira_Ԁ_Mdivani_  www.uslegalimmigration.com  June11,2004#XX XEXx+#  $    36    __Trollinger_Ԁv.TysonFoods,Inc.,2004Fed.App.0165P(6thCir.)A*OLE* j  $    26    _See,Cooperv.Fed.ReserveBankofRichmond,467U.S.867(1984);U.S.v._Mayton_,  335F.2d153(5thCir.1964);U.S.v._DavCo_ԀFood,Inc.,CaseNo.8800253A(E.D.Va.1988)  (chargedwithpatternandpracticewhereseventeenemployeeswerearrestedintwoof106  Wendysrestaurantsownedbythecompany);U.S.v._Chauvin_,CaseNo.88000236A(E.D.Va. t Oct.4,1988)(chargingcompanyofficialsunder18_USC_Ԁ1546(b)andtheattorney,basedon ` strictliabilitytheoryof_INA_Ԁ210(b)(7)(A)(ii)).(3$ !        $    27    _InadditiontochargingTysonFoods,Inc.,theindictmentincludedtwocorporate  executives,aformerHumanResourcesmanager,andseveralotherformermanagersofthe  company.U.S.DepartmentofJustice,PressRelease#654(December19,2001).TysonFoods  vigorouslydeniedthecharges.OnApril20,2002,TheNewYorkTimesreportedthatoneofthe t formerTysonFoodsmanagers,thirtysixyearoldJimmyRoland,whowasfreedon$100,000 ` bond,wasfoundwithagunshotwoundinhischest.Asuicideissuspected.Mr.Rowlandwasto L  standtrialinFebruaryof2003.Hewasallegedlytoldbyprosecutorsthathismaximumpossible 8  sentencewouldbe395yearsinprison.http://www.uslegalimmigration.com !" 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" p  "?    )9pC )9)9(9)2  !!!"""###$$$%%%&&&'''((()))***+++,,,---...///000111222333444555666777888999:::;;;<<<===>>>???@@@AAABBBCCCDDDEEEFFFGGGHHHIIIJJJKKKLLLMMMNNNOOOPPPQQQRRRSSSTTTUUUVVVWWWXXXYYYZZZ[[[\\\]]]^^^___```aaabbbcccdddeeefffggghhhiiijjjkkklllmmmnnnooopppqqqrrrssstttuuuvvvwwwxxxyyyzzz{{{|||}}}~~~\\\3&&&&&&&&&\&\i&\\wii&&&&&&&&&&&\\&&&&&&\&&&&3&&&&&&&&&\&&&&&&&&&&&&&&&&&N&&&&&&&&&3&&&&&&&3&&&&w&&&&3&&&&&&&&&&&\&N&&&\&&&&&&&A&w&&\&&&&&&&&&&&&&w&&&&&&N&&&3&&&&&&&N&&&&&&&&&&&&\&&&\&&w&&&&&&&\&&&&&&&&&&&&&&&&&&w&&&&&&&&&&&&&&&&&&&&&\&&&&&&&&&&&&&\&&&&&&&&&&&&&&&&&\&&&&&&&&&&&&&&&&&&&&3&&&&&&\&i&&&&&&&&&&&&&&\&i&&&&&&&&&&&&&&&&&&N&&&&&&&&A&&&&&&&&N&&&&&&&&&\&&&&&\&&&&&&&&&&&&&&&&&&&\&&&&&&&w\&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&&3&&&&&\\\&&N&&\A&&&&\3&3\\&&&&w\\&N\\i&&\3&&&&&&\\\\3\\&&i\\i&AN&&\\&&A\&&\\&&A&&w&&&&&&&&&&&&&&&&&&&\\i&&\؂ffffffffffffffffffffffff?&&&\&&&&\&&&\3&&&&&&&\3&&&&&&ffffffffffffffffffffffffffffffffffffffffffffffff?O&&&\&&&&\&&&\&&&&N&&&&&&&&&&&&ffffffffffffffffffffffffffffffffffffffffffffffffffOOo&&&\&&&&\&&&\&&&&&&&&&&&&&&&&fffffffffffffffffffffffffffffffffffffffffffffO&&&\&&&&\&&&\&&&&&&&&&&&&&&&fffffffffffffffffffffffffffffff/o?O&&&\&&&&\&&&\3&&&i\&&&&&&&&N&&&ffffffffffffffffffffffffffffff&&&\&&&&\&&&\&&&&&&&&&&&&&&&&fffffffffffffffffffffffffffffffffffffff/OϿ?_o?&&&&&&&&&\&&&&\&&&&&&&&\&&&&&&&&&3&&&fffffffffffffffffffffffffffffffffffffff?_O??&&&&&&&&&\&&&&\&&&&&&&&&&&&&&&&\&&&&&&&fffffffffffffffffffffffffffffffffffffff__&&&&&&&&&\&&&&\&&&\&&&&N&&&&&&&&&&&&&&ffffffffffffffffffffffffffff_/o/&&&\&&&&\&&&\&&&&&&&&&&&&&&&&&&ffffffffffffffffffffffffffffo&&&\&&&&\&&&\&&&&&&&&&&N&&&&&&&ffffffffffffffffffffffffffffffo__&&&\&&&&\&&&\&&&&&&&&&&&w&&&&&iffffffffffffffffffffffffffffffffffffffffffff/O/&&&&&&&&&\&&&&\&&&&&&&&&&\N&&&&&&&&&&ffffffffffffffffffffffffffffffffffffffffffffffff&&&&&&&&&\&&&&\&&&&&&&&&&&&&&&&&&&&fffffffffffffffffffffffffffffffffffffffffffffff/&&&&&&&&&\&&&&\&&&&&&&&&&&&&3&&&&ffffffffffffffff؂ff   $    33    _ԚDeborahBakerandRichard_Eneyart_Ԁv._IBP_,Inc.,Nos023967&024065(7thCir.Feb  4,2004).+sB AZ6Franklin Gothic Medium    ^  $    32    _Id.  $    31    _Mendozav._Zirkle_ԀFruitCo.,301F.3d1163(2002).   $    2    _AcaseonpointistheshortageofnursesinUnitedStates:manyhospitalsarestruggling  torecruitenoughqualifiednursestotakecareoftheirpatients.AstudypublishedintheMay  2002issueofNewEnglandJournalofMedicinedeterminedthatwhentheratioofnursesto  patientswaslow,deathrateswere2.5timeshigherthaninhospitalswherethenursetopatient t ratiowashigh.TheAmericanNursingAssociationcurrentlyestimatesthatapproximately ` 126,000nursingjobsarevacantintheUnitesStates.Ratherthanputupwiththeincreasedrisk L  ofdeathtotheirpatients,manyhospitalsseektoobtainimmigrantvisasforqualifiedforeign 8  nursestoaddressthiscatastrophicshortage.   $    3    _Administrator,Wage&HourDivisionv.Mohan_Kutty_,M.D.etal,CaseNos2001_LCA_Ԅ  00010to00025(Oct.9,2002).Inthatcase,aphysicianbusinessownerwhosponsored  temporaryH1Bworkvisasforforeignphysicians,wasorderedtopayoveronemilliondollarsin  backpaytotheworkersandinpenaltiesforviolationsofimmigrationlaw.Notetwointeresting t facts:(1)theemployerhadaninhouselawyerwhofailedtomakesurethatthecompany ` compliedwiththelaw;and(2)averygoodimmigrationlawyerretainedbyoneoftheforeign L  physicianstoworkonhisH1Bvisa,advisedthecompany,inwriting,outofthepurekindnessof 8  hisheart,oftheneedtocomplywiththelaw.Theemployerdisregardedthisadvice.Thecourt $ t notonlyfoundthebusinessliable,butinaddition,piercedthecorporateveilandmadethe  ` businessownerpersonallyresponsiblefordamagesintheamountof$1,000,000.00inthiscase. e  $    6    _8_CFR_Ԁ274a1(g).Employeralsoincludes anagentoranyoneactingdirectlyor  indirectlyintheinterestofthepersonorentitywho engagestheservicesorlaborofan  employee...forwagesorotherremuneration.Theregulationwasupheldin_U.S_Ԁv.Wrangler  CountyCaf,1_OCAHO_Ԁ138(Mar6,1990),_affd_Ԁsubnom.,_Steiben_Ԁv.INS,932F2d1225(8th t Cir.1991),wheretheownerofthecorporationunsuccessfullysoughtdismissalofhimself ` becausehiscorporationwasadefendant.  $    7    _IraJ._Kurzban_,ImmigrationLaw_Sourcebook_,7thedition,at694. G  $    1    _ԀAmemberoftheAmericanImmigrationLawyersAssociation,Attorney_Mira_Ԁ_Mdivani_Ԁ  emphasizestheuseofimmigrationlawforthebenefitofbusinessesandindividualsbymakingit  apartofanoverallbusinessdevelopmentandriskmanagementstrategy.Herareasofexpertise  includeemployersimmigrationlawcomplianceplans,I9audits,managementandHRtraining t onimmigrationissues,workvisasforexecutives,managers,professionalsandessentialworkers, ` employment-basedpermanentresidency,andimmigration-relatedissuesraisedinthecontextof L  corporatechanges.Inaddition,sheadvisesfamilieswithimmigrantmembersontheissuesof 8  permanentresidencyandnaturalization.Ms._Mdivani_ԀisamemberofKansasandMissouriBars. $ t Ms._Mdivani_ԀhasbeeninvitedtopresentonbusinessimmigrationlawissuesbytheKansasCity  ` MetropolitanBarAssociation,KansasBarAssociation,KansasWomenAttorneysAssociation,  L  andtheNationalBusinessInstitute.Ms._Mdivani_Ԁisarecognizedexpertoftenquotedinthe  8  mediawhenimmigrationlawandpolicyareaddressed.Ms._Mdivani_ԀchairstheProBono $  ServiceCommitteeoftheMissouri-KansasChapteroftheAmericanImmigrationLawyers   Association.SheservesontheBoardofDirectorsofTheAssociationforWomenLawyersof   GreaterKansasCity.  $    8    __INA_Ԁ274A(a)(1)(A)and(h)(3),8_USC_Ԁ1324a(a)(1)(A),(h)(3).  $    9    __Mester_ԀMfg.Co.v.INS,879F.2d561,56667(9thCir.1989).  $    10    _U.S.v.BuckinghamLimitedPartnership,1_OCAHO_Ԁ151(Apr.6,1990).  $    11    _8_CFR_Ԁ274a.(1)(1). ^  $    12    _Id.  $    13    _8_CFR_Ԁ274a.1(1)(2).  $    14    __INA_Ԁ274A(a)(1)(B),8_USC_Ԁ1324a(a)(1)(B).  $    15    __Mester_ԀMfg.Co.v.INS,879F.2d561,(9thCir.1989).  $    16    _8_CFR_Ԁ274a.2(b)(1)(_i_).  $    17    __INA_Ԁ274B(a)(6),8_CFR_Ԁ1324(b)(a)(6).  $    18    _8_CFR_Ԁ274a.2(b)(1)(vii). d  $    19    _18_USC_Ԁ1546(b).  $    20    _18_USC_Ԁ1001.  $    21    __INA_Ԁ274A(e)(4);28_CFR_Ԁ68.52. \  $    22    __INA_Ԁ274A(e)(5),8_CFR_.274a.10(b)(2);U.S.v.Felipe,Inc.(Forthegoodfaith  defense,itisnecessarytodemonstrate honestintentiontoexercisereasonablecareanddiligence  toascertainwhat_IRCA_Ԁrequiresandtoactinaccordancewithit.)Seealso,U.S.v.GreatBend  PackingCo.,Inc.,6_OCAHO_Ԁ835(Feb.13,1996)( Goodfaithisdeterminedbythecompanys t actionsatthetimeoftheviolationsandnotwillingnesstocooperatesubsequentto ` investigation.(Emphasisadded).Id.at6. !  _TRX3'LetterX3' Letter3'LetterX3' Letter3'LetterT =XUXXXFOYO''@Z =VX=XU#=XUX=V #   =2X=XU_KCMBA_Ԁ18thANNUALCORPORATEHOUSE 0 INSTITUTE#=XUX=2b#   S=~l }X=XUADDRESSING J  THEUNEXPECTEDEXPOSURE P  THROUGH   IMMIGRATIONLAW l  COMPLIANCEPLANS#=XUX }=~l5##XXX=XU# "r    P  EXx XXXE   XEXxPresentedby_Mira_Ԁ_Mdivani_ @ #EXx X E  #E/S  XEXx4 ?O  5  www.uslegalimmigration.com6lO  7   (913)3176200   #EXx X E/SM#E   XEXx (#(#(#(##EXx X E  #E/S  XEXx (#(#(#(#w9C3/b~0H `<@E #m #w# E/Sy#=.#=XUX=.#=.X=XUJune11,2004#=XUX=.#=.X=XU#=.#E/S  6+&  j-( @Z @8XXdd8 @  # E/S##XXP#m=XUXXX=RQX=XUADDRESSINGTHEUNEXPECTEDEXPOSURE < THROUGH  #=XUXQ=R #=2X=XUIMMIGRATIONLAWCOMPLIANCEPLANS#=XUX=2h ##XXX=XU #      XX=.Presentedby#=.> #=.  l     #=XUX=. ##XXX=XU #EXx XXXE   XEXx_Mira_ԀA._Mdivani_ _Q  #  1      _  # 5 E  , ##XX 5N # 5XXE   5 *z   # 5 E  ##XX 5 #   w9%C3/b~0r  `<@E r   'waw 8(#8(#(#(#6    (#(#8(#8(# `    TableofContents R >Ӏ0 `  I. ` Introduction*z` (#` (# II.0 ` ExposuretoCivilandCriminalLiabilityfor KnowinglyHiringUndocumented R WorkersandUseofRICOtoAttackBusinesses>` (#` (#   * FOY F F  _0 ` 0 ` (#` (# ` A. Whatistheoffense? Knowinglyhiringworkersnotauthorizedtowork d  intheUnitedStatesP  (# (#  ` B.0 Knowinglyincludes constructiveknowledge,e.g.turningablindeye @" (  (# (#  ` C.0 TheIssuesofContractors:employersmaybeheldliableunderRICOfor  contractorsfailuretocomplywithimmigrationlaw( theyarenotmy  workersdefensenolongeravailable)t (# (#  `  ` D.0 FurtherUseofRICO!RecentCaseLawL  (# (#  ` E.0 NoteonEmployment/LaborRightsandUnfairImmigrationRelated $  EmploymentPracticest  (# (#  `     h III. ` SocialSecurityMismatchLetters ConstructiveKnowledge? L  IV. ` TaxReportingViolations ConstructiveKnowledge? $  `  V. ` Solution:CompanyImmigrationCompliancePlans  Ѐ   ` A.0 ASamplePlanp (# (#  `  1.0  AwrittenimmigrationcomplianceplanH(#(#  `  2.0  Awrittenimmigrationcompliancepolicy (#(#  `  3.0  AnnualrecurringI9Audits\"(#(#  `   `  4.0  Executive,ManagementandHRTraining4$(#(#  `    a.0 h WhoisauthorizedtoworkintheUS &h(#h(#  `    b.0 h HowtofillandupdateI9s&h(#h(#  `    c.0 h Howtouseexistingworkvisastoaddresslaborshortages' h(#h(#  `    d.0 h Immigrationcomplianceinmergers&acquisitions(l!h(#h(#  `    e.0 h annualupdateonimmigrationlawexposure)X"h(#h(#  `     `  5.0  Ticklersystemtoreverifyemploymentauthorizationiftime +0!$ limitedd (#(#  `  4.0  Revisionofagreementswithcontractorstoprotectbusinessesfrom <  liabilityforcontractorspossibleviolationsofimmigrationlaw @!  @! ( (#(# VI.0 ` Conclusion` (#` (#   @@-___________________________________________________________________ t  I.0 ` Introduction L ` (#` (#     Immigrationlawisatwoedgedsword:itmaybeanimportantpartofbusinesssuccess $  andsurvivalL  #  2      ,oritmaybringthebusinessanditsownerstotheirknees.M  #  3      ׀ t    Inthisarticle,Iwilladdressthreewaysinwhichbusinessesareexposedtoliabilityfor L  allegedviolationsofimmigrationlawandsuggestasolutions.First,Iwilldiscussanemployers 8  exposuretoauditsandfinesbytheJusticeDepartmentsBureauofImmigrationandCustoms $ Enforcement( ICE).Second,therewillbeadiscussionofcriminalliabilityforimmigration d  lawviolations.Third,Iwilladdresspotentialrisksinformofclassactionlawsuitsby P  competitionsandemployersbasedonRICO.Finally,wewilldiscussimmigrationlawplans, <  theredevelopmentandimplementationasawatoaddresscivilandcriminalriskstriggeredby (  immigrationlaw.      II.0 ` ExposuretoCivilandCriminalLiabilityfor KnowinglyHiring t UndocumentedWorkersandUseofRICOtoAttackBusinesses `` (#` (#   0  0` (#(#0 ` (#` (# ` A.  WhatistheOffense? KnowinglyHiringWorkersNotAuthorizedto 8  WorkintheUnitedStates (  (# (#   TheImmigrationReformandControlAct(IRCA)5  #  4      ׀makesitillegalforanemployerto d  hire,recruitorreferforafeesomeonenotauthorizedtoworkintheUnitedStates.6|  #  5      ׀Thestatute P  coversemployerswhoarenaturalpersonsandbusinessentities.N0  #  6      ׀Successoremployerswho <  retainapredecessorsemployeesareeitherresponsibleforexecutingnewI9sorareliablefor ( predecessorsfailuretocompleteordefectivecompletionofI9s.P   #  7      ׀Anemployerviolatesthe  ImmigrationandNaturalizationActwhen:    (i) ` Itemploysanalienknowingthatthealienisnotauthorizedtobe x   t     ` employedundertheImmigrationandNaturalizationActorbyAttorney_ `    ` General.R  #  8       d     (ii) ` Itcontinuestoemployanalienknowingthatthealienhasbecomeunauthorized. <    Wheretheemployerisinformedthattheemployeeisormaybeunauthorizedtoworkby  thegovernment,itmustinquirefurtherbecauseitisonconstructivenoticeofunlawful  employment.S|  #  9      ׀ Actualknowledgeisnotrequired,the shouldhaveknownstandardis  appliedwheretheemployerfailstoverifyandreverifytheemployeesstatustodetermine x thecontinuingvalidityoftheemployeesemploymentauthorization.T0  #  10      Theapplicable d governmentregulationadoptsabroadviewinitsdefinitionof knowingasincluding notonly T  actualknowledge,butalsoknowledgewhichmaybefairlyinferredthroughnoticeofcertain @  factsandcircumstanceswhichwouldleadaperson,throughtheexerciseofreasonablecare,to ,  knowaboutacertaincondition.U  #  11      ׀ UnderINSregulations,knowledgemaybeinferred |  wheretheemployerfailstocompleteorimproperlycompletesanI9;hasinformation l  availabletoitthattheindicatedemployeeisnotauthorizedtowork;oractswithreckless X  disregardbypermittinganotherindividualtointroduceunauthorizedworkerstothework D  force .V  #  12      ׀However,knowledgecannotbeinferredfromanemployeesforeignappearanceor 0 accent.WL   #  13           (iii) ` TheImmigrationandNationalityActisviolatedwheretheemployerfailsto     ` complywiththe_IRCA_Ԅimposedverificationsystem.X   #  14      ׀    Under_IRCA_,theemployermustattestunderpenaltyofperjuryonINSFormI9thatan X employeeproducedeitherdocumentsestablishingbothemploymentauthorizationandidentityor d  separatedocumentsshowingemploymentauthorizationandestablishingidentity.Itisthe P  employer,andnottheemployee,whoisliableforanydefectsinthecompletionofsection1and <  defectsinthecompletionandaccuracyofsection2ofFormI9.Y  #  15      ׀Theexaminationand (  verificationofdocumentsshouldtakeplacewithinthreedaysofthehiringdate.Z|  #  16      ׀While  demandingcompliance,_IRCA_Ԁatthesametimeprohibitstheemployerfromrequiringor  specifyingwhichdocumentsanindividualistopresent.Thiswouldconstituteaviolationofthe  UnfairImmigrationEmploymentPracticesprovision.[0  #  17      ׀EmployersmustretainI9sforthree t yearsafterthedateofhiringorreferraloroneyearaftertheworkersemploymentisterminated, ` whicheverislater.IfaworkersemploymentauthorizationexpiresortheINSinformsthe L  employerthattheauthorizationisnotsufficient,theemployermustreverifytheI9orbeon 8  noticethatthepersonisnoteligibleforemployment.\  #  18      ׀Itisimportanttonotethatfalse $  attestationsonFormI9areaseparatecriminaloffense.^  #  19      ׀Inaddition,itmaybetreatedasa t  crimeofmisrepresentationtofederalofficers._L   #  20       `      ` CivilPenaltiesforI9Violations(AuditbyICE/Fines)  8     ` Civilpenaltiesunder_IRCA_Ԁforemployinganunauthorizedalien(excludingI9  paperworkviolations)include:     ` Firstoffense:   h $275.00to$2,220.00for each alien; p    ` Secondoffense: h $2,200.00to$5,500.00for each alien; L   < '    _   ` Subsequentoffenses: h $3,300.00to$11,000.00for each alien.`  #  21       A     Inaddition,finesmaybeimposedforI9paperworkviolations,i.e.failuretofilloutand   maintainI9scorrectly,intheamountsof$110.00to$1,100.00for each I9form.       ` B.0 KnowinglyIncludes ConstructiveKnowledge  (# (#   Defensesandmitigatingcircumstancesmayinclude:thesizeoftheemployer,goodfaith h oftheemployer,seriousnessoftheviolation,employeeinfactbeingauthorizedtowork,andany T  historyofpreviousviolationsbythesameemployer.a|  #  22      ׀PleasecontrastthiswiththeINS @  regulationdescribedaboveandunderstandthat goodfaithdoesnotequal turningablindeye, m,  i.e. Actualknowledgeofunauthorizedemploymentisnotrequired,the shouldhave Y  knownstandardisappliedwheretheemployerfailstoverifyandreverifytheemployees I  statustodeterminethecontinuingvalidityoftheemployeesemploymentauthorization.$  #  23      ׀ 5  Theapplicablegovernmentregulationadoptsabroadviewinitsdefinitionof knowing !  asincluding notonlyactualknowledge,butalsoknowledgewhichmaybefairlyinferred   throughnoticeofcertainfactsandcircumstanceswhichwouldleadaperson,throughthe  exerciseofreasonablecare,toknowaboutacertaincondition.&   #  24      󀀀 UnderINSregulation,   knowledgemaybeinferredwheretheemployerfailstocompleteorimproperlycompletes  anI9;hasinformationavailabletoitthattheindicatedemployeeisnotauthorizedto   work;oractswithrecklessdisregardbypermittinganotherindividualtointroduce l '     unauthorizedworkerstotheworkforce. '  #  25      ׀ A     Inaddition,businessesshouldbeawarethatafederalcontractormayloseitsrighttodo   businesswiththefederalgovernmentforIRCAviolationsunderExecutiveOrder12989(Feb.   13,1996).      ` EmployersCriminalLiability      ` Criminalpenalties,includingupto$3,000and/orsixmonthsinjail,maybe d imposedunder8CFR274a.10ifa patternandpracticeofIRCAviolationsisfound.|  #  26      ׀Itis P  alsoacriminaloffense,under8USC1325a(a)(3)(A),carryingapenaltyofuptofiveyearsin }<  jailfor anypersonwhoduringatwelvemonthperiodknowinglyhiresforemploymentatleast i(  tenindividualswithactualknowledgethattheseindividualsarenotauthorizedtoworkand U  wheresuchindividualswerebroughttotheU.S.inviolationof18U.S.C.1324.Theselaws A  wereusedbytheDepartmentofJusticetofileafederalsuitintheU.S.DistrictCourtforthe -  EasternDistrictofTennesseeagainstTysonFoods,Inc.,theworldslargestproducerofpoultry   products,forallegedparticipationinaschemetosmuggleandemployillegalaliens.In  Decemberof2001,thechargesresultedintheGrandJurysthirtysixcountindictmentagainst  thecompanysexecutivesandmanagers.  #  27      ׀INSCommissionerJamesZiglarsaidinthe  DepartmentofJusticeReleaseonDecember19,2001: A  0  0` (#(# ThiscaserepresentsthefirsttimeINShastakenactionagainst ` (#` (# 0  0` (#(#acompanyofTysonsmagnitude.INSmeansbusinessandcompanies,   regardlessofsize,areonnoticethattheINSiscommittedtoenforcing ` (#` (#    ` compliancewithimmigrationlaws...    Eventually,someoftheaccusedinthiscasepleadedguiltyinreturnforlightsentences t andtestifiedagainsttheirinterestsandagainstthecompany.However,thejuryinthiscase ` acquittedboththecompanyandtheremainingdefendants.Iguessthegovernmentdidnotargue L  apersuasivecaseandthejurydecidedthattheywouldratherhaveundocumentedworkerscut y8  theirchickenthanhavenochickenorawfullyexpensivechicken. e$    Whowasthenextbigtargetchosenbythegovernment?InOctober2004,theICE =  (ImmigrationsEnforcementHand)raidedWalMartstoresinseveralstatesandarrestedover )  200undocumentedworkers.Inanexpectedscenario,thegovernmentthenraidedWalMarts   headquartersandremovedboxesofdocumentsfromitsoffices.Thefederalindictmentfor  violationsofIRCAandRICOfollowedseveralweekslater,and,ofcourse,acivilclassactionby  thecompanysworkersfollowedveryshortly.ThisisallhappeningwhileWalMartsaidthatit  hadnoknowledgeoftheviolations,andthatthearrestedundocumentedworkerswerenot  employedbythecompany,butwereinfact,acontractorsemployees.Letuslookatthelaw p thatmadethismesspossible. \      `  CivilLiability:UseofRICOinClassActionLawSuitsAgainstEmployers u4    ` TheCommercialCleaningCase  a    TheSecondCircuitFederalCourtofAppealsrecentdecisioninCommercialCleaning 9" Services,L.L.Cv.ColinServiceSystems,Inc.*  #  28      ׀mayhaveopenedthedoortoanewkindof %# liability,i.e.trebledamagesunderRICOfor knowinglyemployingworkerswhoarenot $ authorizedtoworkintheUnitedStates.CommercialCleaningServices,L.L.C.( Commercial), $ asmallcleaningservicescompany,togetherwithsimilarfirms,filedaclassactionlawsuit % againstColinServiceSystems,Inc.( Colin),oneofthenationslargestcorporationsengagedin & thebusinessofcleaningcommercialfacilities.Theclassactioncomplaintallegedthat '  CommercialandthemembersoftheplaintiffclassarevictimsofColinspatternofracketeering (l! activityinviolationof18USC1962(c),referredtoasthe illegalimmigranthiringscheme. )X" ThetheoryofthecasewasthatColinobtainedasignificantbusinessadvantageoverthefirmsin A  the highlycompetitiveandpricesensitivecleaningserviceindustrybyhiring hundredsof -  illegalimmigrantsatlowwages.ThecomplaintallegedthatCommerciallostitslucrative   cleaningcontractwithPratt&WhitneybecauseofColinsillegalimmigranthiringscheme.The   complaintreferredtothehiringofatleastonehundredandfiftyundocumentedworkers,   continuingtoemployaliensaftertheirworkauthorizationhadexpired,andfailingtoprepare,  complete,andupdateemploymentdocuments.TheallegationsassertedthatColinwaspartofan  enterprisecomposedofentitiesassociatedinfactthatincludedemploymentplacementservices, t laborcontractors,newspapersinwhichColinadvertisedforlaborers,andothers.Thecomplaint ` allegedthatColinsparticipationintheenterprisethroughtheillegalimmigranthiringscheme L  violated8USC1324(a),whichprohibitshiringcertainundocumentedaliens,andwhichisa y8  RICOpredicateoffenseifcommittedforfinancialgain. e$    TheSecondCircuitreversedthelowercourtsdecisiontodismisstheclaimandallowed =  theclassactiontogoforward.TheSecondCircuitfoundthatCommercialwasdirectlyinjured )  byColinsunlawfulhiringscheme.+  #  29      ׀Ifsuccessfulonremand,CommercialCleaningcould   recoverdamagesofthreetimesitsactuallossesunderRICOscivilremedyprovision,inaddition  tohavingstoppedtheallegedunlawfulactivity.Thedecisionmayhaveanimpactbeyonda  competitorsuseofillegalaliens.RICOappliestoanypartythathasmaintainedanenterprise  andcausedinjurythroughapatternofracketeeringactivity.Apatternofracketeeringcan  involverepeatedviolationofalonglistoffederallaws,includingmailandwirefraud.Asa p result,theCommercialCleaningdecisionmayprovideadditionalgroundsforcivilandcriminal \ liability.0|  #  30       H   C.  ` TheIssueofContractors:EmployersRICOBasedLiabilityforIts  a     ` ContractorsFailuretoComplywithImmigrationLaw,Mendozav.Zirkle M!     ` FruitCompanyCase  9"   Untilnow,theSecondCircuitwastheonlyappellatecourttohaveconsideredallegations $ ofillegalimmigranthiringasapredicateoffenseforstandingtosueunderRICO.InJuneof $ 2002,aspartofaCLEpresentationfortheKansasCityMetropolitanBarAssociation,Ipredicted % thatCommercialCleaningwasatickingbomb,andthatwewouldhearaboutthiscasesoon. A  TheMendozav.ZirkleFruitCo.decisionwasreleasedforpublicationonSeptember3,2002.H  #  31      ׀ -  Inthatcase,theNinthCircuit,citingCommercialCleaning,predictablyheldthatallegationsof   illegalimmigranthiringmayserveasapredicateoffenseforaRICOclaim,underasetoffacts   thatmustserveasawakeupcalltoallemployers.     WashingtonStatesapplegrowingindustrygeneratesover$1billionayear.Thereare  morethan30,000orchardpickersand15,000fruitpackerswhoworkintheappleorchardsevery t year.TheImmigrationandNaturalizationServiceconductedinvestigationsfindingthatasmuch ` ashalfthegrowersworkforceisemployedillegally.G|  #  32      ׀TheMendozav.ZirkleFruitCo. L  complaintallegedthatfruitgrowers,ZirkleFruitCompanyandMatsonFruitCompany,had y8  knowledgeofillegalharboringand/orsmugglingofundocumentedworkers.Accordingtothe e$  complaint,theillegalschemewasfacilitatedbySelectiveEmploymentAgency,Inc.,aseparate Q  companythatemployedtheillegalworkers.ItisimportanttonotethattheU.S.workersdidnot =  suetheemploymentagency,butwentdirectlyaftertheirownemployers.Thecourtheldthat )  knowledgeofillegalemploymentalonewassufficienttoallegethepredicateactofknowingly   hiringundocumentedworkers,asrequiredtostateaclaimunderRICO.Thispointcannotbe  emphasizedenough:acompanymaybefoundliablenotonlyforhiringorcontinuingtoemploy  unauthorizedworkers,butunderMendoza,maybefoundliableifthecompanyknowinglyuses  somebodyelsesunauthorizedworkers.    NoteonwhethertheprivateuseofRICOtosuebusinessesforallegedviolationsof \ immigrationlawwillstand:onFebruary4,2004,theCourtofAppealsfortheSeventhCircuitin H Bakerv.IBPD0  #  33      ׀heldthataRICOclaimwillnotbeallowedwhereplaintiffU.S.legalworkers u4 allegedthatthecompanyshouldpaythemtrebledamagesunderRICO.Plaintiffsinthatcase a  allegedthattheirwagesweredepressedbecausetheiremployerhiredundocumentedworkers.#  #  34      ׀ M!    D.0 `  FurtherUseofRICORecentCaseLaw %#` (#` (# Ї  OnApril12,2004,theU.S.DistrictCourtfortheNorthernDistrictofGeorgiahanded A  downitsdecisiononamotiontodismissaRICObasedclassactioninWilliamsv.Mahawk -  Industries.)  #  35      ׀BasedonallegationsbycurrentandformeremployeesofMahawkIndustriesthat   thecompanyknowinglyhiredillegalworkersandviolatedfederalandstateRICOlaws,thecourt   followedtheCommercialCleaningandMendozacasesdiscussedaboveandallowedyetanother   classactionofthiskindtogoforward,despiteapositiverulingintheIPBcase,whichcame  downjustamonthearlier.OnJune3,2004,U.S.CourtofAppealsfortheSixthCircuitin  Trollingerv.TysonFoods,Inc.,|  #  36      ׀allowedaclassactionlawsuitbyemployeesagainstTyson t FoodsInc.togoforwardbasedonallegedviolationsofRICOinvolvinghiringunauthorized ` immigrantworkers.Again,theCourtreferredtoMendozaassettledlaw. L      E.  ` NoteonEmployment/LaborRightsandUnfairImmigrationRelated e$     ` EmploymentPractices  U    Thelawinthisareaisrapidlychanging,mostlytowardlimitingunauthorizedaliens -  employment/laborrightspreviouslyavailabletothemunderfederallaw.SeeHoffmanPlastics,   supra.However,thestatuteprohibitingimmigrationrelateddiscriminatoryemployment  practices, 0  #  37      ׀whichprotectscitizensandnationalsoftheUnitedStates,legalpermanentresidents,  andrefugeesandasylees,;  #  38      ׀isstillapowerfultoolinthehandsofaggrievedemployeesandjob  applicantswhoareauthorizedtoworkintheUnitedStates.Thestatuteprohibitsdiscrimination  againstanemployeebecauseofnationaloriginorcitizenshipinhiring,recruitment,referralor t discharge.ThosewhofilechargesorassertrightsundertheActaregivenprotectionfrom ` intimidation.TheActalsocovers documentabusewheretheemployerinseekingtocomply L  withI9requirements,asksformoreordifferentdocumentsthanrequired,orrefusestoaccept y8 documentswhichappeargenuineontheirface.  #  39      ׀ A   III.0   SocialSecurityMismatchLetters ConstructiveKnowledge?  (#(# e  Istheemployeron constructivenoticeifamismatchletterarrivesfromtheSocial   SecurityAdministration?Iftheemployerchoosestodonothingabouttheletter, constructive  knowledgemaybeimplied,whichmayleadtocivilandcriminalliabilitydescribedabove.  Obviously,theemployermustdosomethingabouteachmismatchletteritreceives.Maythe x employerpresumeuponreceivingtheSSNmismatchletterthattheworkerisnotauthorizedto d workintheUnitedStates?Absolutelynot.However,theemployermustactonitinorderto P  avoidthe constructivenoticesituation.Theemployersactionshouldbereasonable,suchas }<  lettingtheemployeeinquestionknowthattheremaybeanerrorintheSocialSecurity i(  Administrationsrecordsandallowingsufficienttimefortheworkertocontacttheagencyto U  correctthemistake.IftheworkerbringsbackinformationordocumentswhichappeartosatisfyI A  9documentrequirements,theI9needstobeproperlyupdatedwithnewinformationandsigned -  andinitialedbytheworkerandtheemployersrepresentative.Eachcompanyshouldhaveonfile   proceduresonhowtohandlemismatchlettersbearinginmindbothcompliancewithimmigration  lawandprohibitiontodiscriminatebasedonethnicityornationalorigin.Often,itistheSSN  mismatchlettersthatcausebusinessestocreateandimplementtheirimmigrationcompliance  plans.  IV.0   TaxReportingMismatchLetters ConstructiveKnowledge? `s#s#   IfabusinessreceivesamismatchletterfromtheInternalRevenueService(IRS),theINS }< imposedpenaltyisrelativelyminimalHowever,themismatchletters,ifnotactedupon,may i ( serveasevidencethatthecompanyison constructivenoticeofpossibleviolationsofthe U! immigrationlaw,therebytriggeringcivilandcriminalimmigrationbasedliability. A" V.0   Solutions:CompanyImmigrationCompliancePlans %s#s# Ї  Ifabusinesswantstoprotectitselffromimmigrationbasedliability,itmusthavea A  comprehensiveimmigrationlawcomplianceplan.Dependingonthespecificissuesfacingthe -  company,suchaplanshouldincorporateaminimumoffourelements:      ` A.0 ASampleImmigrationCompliancePlanExample  s# s#    `  1.  AWrittenImmigrationLawPlan     `  2.  AWrittenImmigrationCompliancePolicy `    `  3.  RecurrentI9Audits y8    WeusuallybeginwitharepresentativesampleofrandomlyselectedI9s.TheI9audit Q  helpsaddressseveralissues: =     `    a.0 h PenaltiesforPaperworkViolations hs#hs#    `  IfI9paperworkviolationsarefound,100%ofsuchviolationsmaybe  addressedthroughappropriatelyrecordedcorrectionsorexecutionofnewI9s.Thisaddressesthe  issueofthecompanysexposuretopenaltiesofupto$1,100perI9Form;     `    b.0 h CivilandCriminalLiability\hs#hs#    `  TheI9auditalsoshowswhetherthecompanyfollowsappropriate u4 procedurestorecordwhetheritsworkersareinfactauthorizedtoworkintheU.S.Thepurpose a  ofI9auditsgoestotheheartofprotectingthebusinessfromcivilandcriminalliabilityunder M!  IRCAandRICO.Inaddition,themerefactthattheI9audittargetedatimmigrationlaw 9" compliancetakesplace,issignificantifthecompanyisattackedforallegedimmigrationlaw %# violationsasproofofitsgoodfaithefforttocomplywithimmigrationlaw.Timing(beforeand $ notafterthecompanyisattacked)andtherecurrentnatureoftheI9auditsmakesthemsuccessful $ riskmanagementtools. %    `    c.0 h DiscriminationConcerns' hs#hs#    ` Initsurgetocomplywithimmigrationlaw,acompanybeginsanI9audit.The )X" companyappearstoaskformoredocumentsandkeepscopiesofdocumentspresentedonlyfor *D # employeeswithcertainnames,e.g.Hispanicsoundingones.Employmentdiscriminationissue? q+0!$ YesandanotherobviousbenefitofanI9audit,makingsureI9policiesareapplieduniformly A  toallemployees,inordertoreduceliabilitybasedonethnicandnationalorigindiscrimination. -       ` 4.0 Executive,ManagementandHRImmigrationLawTraining  s# s#    `  a.0  HowtofillandupdateI9s󀀀s#s#    `  The rocketscienceoffilling,updating,andkeepingI9sshouldbethe t subjectof,atleast,annualtrainingsessionsinvolvingeveryonewithinthecompanywhosigns ` themonbehalfofthecompany,aswellasthosewhomaybeultimatelyresponsibleifpaperwork L  orsubstantiveviolationsoccur,i.e.executivesandmanagement.Thebesttimingforsuch y8  trainingisrightafteranI9audit. e$     `  b.0  Trainingre.WhoisAuthorizedtoWorkintheUnitedStates= s#s#      `    `  Undercurrentpolicy(whichmaychangetomorrow,thatiswhyrecurrent   trainingofthecompanypersonnelonthisissueisimportant),thefollowingcategoriesofworkers  areauthorizedtobeemployedintheUnitedStates:UScitizensandlegalpermanentresidents  ( greencardholders)areauthorizedtoworkintheUnitedStatesautomatically.Allother  workersmusteitherhaveanemploymentauthorizationdocument(EAD)ormustbeinavalid  nonimmigrantstatusauthorizingtheirwork.Severaltypesofaliensareeligibletoapplyforan p EAD,includingapplicantsforadjustmentofstatus,.  #  40      ׀collegegraduatesworkingunderoptional \ practicaltraining,applicantsforasylum,asylees,thoseeligibleforTemporaryProtectedStatus, H applicantsforwithholdingofdeportation,fianc(e)sofU.S.citizens,spousesofL1s,Es,andA u4 1s.Employmentauthorizationissuedtoapplicantsinthesecategoriesmaybeusedfor a  employmentwithoutrestriction.Aseparateworkauthorizationisnotneededforthefollowing M!  visaholders:A3,E1,E2,G5,H1,H2,H3(trainingonly),I,J1,L1,O1,O2,P1,P2,P 9" 3,R,TNs.HoldersofthesevisasareauthorizedtoworkuntilthedateofexpirationoftheirI94 %# andinsomecases,evenaftertheI94expirationaslongasapplicationtoextendthesamework $  statusispending.Inmostcases,theyareauthorizedtoworkonlyfortheemployerwhofiledtheir $ O e   nonimmigrantvisapetition./  #  41      ׀Iftheapplicationtoextendstatusisfiledinatimelyfashion,and    isrequestedinordertoworkforthesameemployer,theemployeespermissiontoworkis   extendedforatleast240days.-,  #  42      ׀      `  Employmentauthorizationeligibilityissubjecttoconstanttinkeringby   CongressandtheUSCIS.Whileitisdifficulttokeepupwithallthechanges,itisimportantto  understandthelawinordertoavoidliabilityunderRICOandIRCA,whileatthesameensuring ~ thatantidiscriminationlawsarenotviolated. jt  V`    `  c.0  Trainingre.HowtoUseExistingVisastoAddressLaborShortagesBL s#s#    `  CompaniesshouldbeawareofexistingtemporaryworkvisassuchasH $  1B,H2B,H2A,L1andemploymentbasedgreencards.Whilethesecategoriesarerestrictive,   withenoughplanningtheycanaddresslaborshortagesincertainfields,andexecutives,   managementandHRprofessionalsshoulddotheirbesttouseexistinglegaloptionsforthe   employmentofforeignworkers.Inmanycases,notemporaryworkvisacategoryisavailable,   andtheemployersonlyoptionistosponsoragreencardforanintendedworker,whichmany  employersarereluctanttodowithoutfirsthavingtheworkerdemonstratewhetherheorsheis  qualifiedandagoodfitforthecompany.PresidentBushsguestworkerprogramwasunveiledon  January7,2004,ifitbecomeslaw,itmayprovideasolutiontothisandmanyotherimmigration z relatedproblemsforemployersandforeignworkers. fp     TrainingofHRpersonnelandotherexecutivesandmanagementisessentialinoneother >H respect.IknowofacompanywhichwouldnothireanyonewhoisnotaU.S.citizenora *4 permanentresident( greencardholder).Thatis,itdoesnotmindhavingworkvisaholders   workontheirpremisesaslongasthecompanydoesnothavetodealwithsponsoringtheirvisas !  orgreencards.Thatsoundslikeagoodsolution,right?Well,thatcertainlymakesthelivesof ! HRprofessionalsatthatcompanysomewhateasier,butitalsotranslatesintothecompany " unnecessarilywastingmoney.Thecompanyhasapproximately300computerprogrammerswho # areemployedbycontractors.MostofthemareinH1Bprofessionalworkstatus.Thecompany   paysthecontractoremployer$65.00perbillablehourforthosecontractors.Theprevailingwage   forsuchworkersisapproximately$35.00perhour.Ifthecompanyhiredtheseworkersdirectly   inH1Bstatus,itwouldhavesaved $18,720,000.00 EXXkEԀperyear#XUXk##XXXXUű#.󀀀Thecompanysays, Wedonot   wanttogetinvolvedinsponsoringH1Bs,butwewillhiretheseworkersassoonastheygettheir   greencardssponsoredbyourcontractor,theiremployer.Thecompanyisunawareofarecent  lawwhichallowsworkerstoswitchtoanewemployerwithinsixmonthsoffilingfortheirgreen ~ card,undercertainconditions.Hadthecompanysimmigrationcomplianceplanincludedannual jt trainingonsuchissues,thecompanycouldhavetransferredtheworkersontheirpayrollwithan V` USCISworkauthorizationcardmuchsooner.Butbecausethey donothaveanyimmigration BL  problemsandtheyfeelthattheydonotneedalawyeradvisingthemonimmigrationissues,they .8  continuetocontractforthethreehundredH1Bworkers,forthesixyearstatutorilyallowable $  periodoftheirvisas.Losses?Theyhavelost $112,320,000 (OneHundredTwelveMillionThree   HundredTwentyThousandU.S.Dollars)overthepastsixyearsduetolackonknowledgeofhow   thenonimmigrantvisaswork.      `  d.0  Trainingre.ImmigrationComplianceinMergers&Acquisitions s#s#    `  Letuslookatasimplebusinessreorganizationcase.Letusimaginethat  twocompaniesagreetomerge.Allappropriateexecutivesandtheirmergersandacquisition z lawyersarebusyworkingonthisexcitingdeal,thoseresponsibleforduediligencearechecking fp onwhetherthereareany looseendsintermsofprofessionalvisacomplianceorany R\ unauthorizedemployment,andtheyarehappywithwhattheyfindallworkersareauthorizedto >H beemployed,includingall240H1Bprofessionals(computerprogrammers,engineersandothers *4 employedinH1Bstatus).I9slookperfectbecausethecompanysimmigrationlawyers,in   accordancewithitsbusinesscomplianceplan,conductedanI9auditrecently.EvenH1Bpublic !  accessfilesareappropriatelymaintained,withallappropriatepublicaccessinformationcollected ! andavailableforpublicreview.Thedealissigned,andthentheHRmanagercasuallymentions " themergertoanimmigrationlawyerwhorepresentsthecompanywithrespecttoanH1Bvisathe # companywantstorenewforoneofitsemployees.TheimmigrationlawyercongratulatestheHR $ managerandasks, HowmanyH1Bsarecomingwiththemergingcompany? About240, % answerstheHRmanager. Well,saystheimmigrationlawyer, Ihopethatthecompanyspublic & accessfilenowcontainsaswornstatementbyaresponsibleofficialofthenewemployingentity v'  statingthatitacceptsallobligations,liabilities,andundertakingsundertheLCAsfiledbythe b(l! predecessoremployingentity,togetherwithalistofeachaffectedLCAanditsdateof N)X" certification,adescriptionoftheactualwagesystem,andtheemploymentidentificationnumber :*D #  ofthenewemployingentity. And,saystheimmigrationattorney, Ihopethatthesworn &+0!$ statementwasplacedinthecompanyspublicaccessfilebeforethemergertookplace.  #  43      ׀     Huh?saystheHRmanager. No,nobodytoldmethatthisshouldhavebeendone.Why?    Because,saystheimmigrationlawyer, ifthiswasnotproperlydonebeforethemergertook   place,thecompanymayhavetofilenewH1Bpetitionsforallits240professionalforeign   workers.Oh,bytheway,becausethiswasnotdone,theyareprobablyallcurrentlyoutofstatus   and,consequently,employedillegally.Forallpracticalpurposes,thismeans,thecompanywill  havetocut240checksfortheINSfilingfeesof$1,130each,andwillhavetobeartheadditional ~ legalexpensefortheimmigrationattorneysworkon240newH1Bpetitions.Thecompany jt couldeasilyendupspending$500,000tofixwhatcouldhavebeenaddressedinaonehour V` consultationwithaknowledgeableimmigrationlawyerbeforethemergerwentthrough.If BL  spendingabout$500,000willbeallitwilltake,youwillbelucky,saystheimmigrationattorney. .8   Because,whatiftheINSdecidestogoaheadandenforceitscurrentzerotolerancepolicyinour $  case,anddenyalltheextensionsduetothefactthatallourH1Bemployeesareoutofstatus.In   thatcase,allyourH1Bworkerswillhavetostopworkingandtakeatriptotheirrespective   countriestoapplyforvisasatU.S.Consulatesabroad.Insomecases,theconsulateswillrefuse   theirnewvisasbecause,dependingonhowlongagothemerger,whichtriggeredtheunlawful   employment,happened,athreeortenyearbarmayapplytotheworkers.     ` e.0 Annualtrainingre.Immigrationlawupdatenewcases,newexposureand  howtodealwithit.z s# s#   5.0 ` A TicklerSystemR\` s#` s#  >H   Athirdelementofeveryimmigrationcomplianceplanisa ticklersystem.Remember   thatliabilityforimmigrationlawviolationsmayarisenotonlyfornewemployment,butfor   failuretoreverifyemploymenteligibilitywhenemploymentauthorizationexpires.A tickler   systemremindingHRpersonneltoreverifyemploymenteligibilityandrecordthesameonthe   workersI9isasimportantastheinitialefforttoproperlyexecuteandmaintainI9s,andto   protectthecompanyfromimmigrationbasedliability.    6. ` RevisionofAgreementswithContractors jt   FacedwithMendozalikepotentialliabilityforcontractorsfailuretocomplywith BL  immigrationlawbusinessesarestronglyadvisedtorevisetheircontractstoaddresssuch .8  liability.Itisprudenttoincludelanguageincontractoragreementswherethecontractorcertifies $  thatallitsworkersareauthorizedtoworkintheUnitedStates,thatthecontractorhasan   immigrationcomplianceprogram,andthatifitfailstocomplywithimmigrationlaw,itwill   indemnifyitsclientforlossescausedbysuchfailure.     VI.  Conclusion      Immigrationlawmaybeathreatfortheunwaryorausefulbusinesstoolforthe  enlightened.Aslongasitremainsterraincognitaforemployers,itwillcontinuetoloomover z theirheads,unexpectedlywreakinghavocintheformofcivildamages,sanctionsandcriminal fp indictments.Thebottomlineisthattheostrichapproachwillnotwork.Businessesarewell R\ advisedtoeithereducatethemselvesinallintricaciesofbusinessimmigrationlaworseeklegal >H adviceregardingvigorousimmigrationlawcomplianceprogramsandaskCongresstochange *4 ourimmigrationlawtoreflecttheeconomicneedsofthiscountry.