Excerpted from an SHRM blog by Lisa Nagele-Piazza
As the federal government winds down the Deferred Action for Childhood Arrivals (DACA) program, HR professionals may have questions about how the decision affects their workforce. Immigration attorneys told SHRM Online that it’s critical to ensure I-9 records are in order.
Businesses should continue following recommended practices for Form I-9 compliance, said Sarah Hawk, an attorney with Ogletree Deakins in Atlanta and Raleigh, N.C. Their records and practices should be up to date and reviewed on a regular basis, she added.
Although the appropriate I-9 evaluation should be determined on a case-by-case basis, the safest route is to continue using the “tickler system” employers may already have in place that alerts them when temporary employment documents are about to expire, said Mitch Wexler, an attorney with Fragomen in Los Angeles and Irvine, Calif.
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