December 22, 2010 IER Technical Assistance Letter regarding requesting information from applicants on employment authorization

u.s. D.epartment of Justice
·Civil Rights Division
Offtce ofSpecial Counselfor Immigration-Related
Unfair Employment Practices - NYA
950 Pennsylvania Ave, NW
Washington, De 20530
Main (202) 616-5594
Fax (202) 616-5509
DEC 22 2010Via Email (Linda.L.IDLLS@ojd.state.or.us) .... .i
Ms. Linda HilIs
HRManager
Oregon Judicial Department
1241 State Sto 2R
Salem,OR 97301
Dear Ms. Hills:·
This is in respons~ to your e-rn.ail dated August 19, 2010, to the. Office of Special
Counsel for 1mmigration-Related Unfair Employment Practices (OSC). We apologize for the
delay in our response. In your e-mail, you request guidanceregarding a question that the
automated recruitment software purchased by your agency uses ¡n its employment application:
"Can you, afier employment, subinit proof of your legal right to work in the United States? .
y esINo." You further ask where an applicant responds to the question with a "no" answer,
whether the employer may disqualify that applicant from further consideration.. 	.
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As you may know, OSC eilforces the anti-discrimination provision ofthe!NA. The anti
discrimínation provision prohibits four types of unlawful conduct: (1) citizenship or immigration
status discrimination; (2) nationa1.origih discrimination; (3) unfair documentary practices during
the employment eligibility verification (Form 1-9) process ("document abuse"); and (4)
retaliation for filing a charge or asserting rights under the anti-:discrimination provision. OSC
cannot provide an advisory opinion on any set offacts involving a particular individual or entity .
. However, we can provide sorne general guidelines regarding the anti-discrimination provision of
the 1mmignition and Nationality Act (!NA), 8 U.S.C .. § 1324b, and informatioll conceming the
. employment eligibility verification process. 	.
The Form 1-9is to be completed at the time that employment begins, ·see Form 1-9 (Rev.
8/7/09). It includes Lists of Acceptable Documents that makeclear to employees what
documents are acceptable for establishing authorization to work in the United States. The Form
1-9 and accompanying guidance, which is published by the US. Citizenship and Irnmigration
Services (USC1S), may be obtained by visiting the USC1S website at www.uscis.gov.
We are enc10sing letters previously issued by OSC ruscussing appropriate questions
about work authorization in job applications. As no.ted in the enclosed-July 31, 2008, letter,
because the 1-9 Form is supposed to be completed afier hire, pre-employment questions about
proof of employment eligibility - 	even if general in nature -- maylead to a perception that the

employer is engaged in prescreening, i.e., making employment decisions based upona pre
employrnent determination about applicants' .citizenslúp status. 	. . l
An applicant's response to the pre-employrnent inquiry: "Can you, after employrnent,
submit"proof ofyour legal right to work in the Uruted States? Yes/No," may lead an employer to
draw incorrect conclusionsabout an applicant's ability to show acceptable proof of employrnent
eligibility for Form 1-9 purposes. For example, applicants may not understand what constitutes
"proof' oftheir legal rigb,t to work without first reviewing the 1-9 Lists of Acceptable
Documents. Applicants may be similarly unaware ofthe receipt rule for documents that have
been lost, sto len or damaged that is described in the Form 1-9 Instructions and in the Handbook
for Ernployers: 1nstructions forCornpleting the Fon;n 1-9 (Ernployrnent Eligibility Form), M-274
(Rey. 7/31/09), which al~ows an employee to present a receipt as acceptable proof of
employment eligibility in sorne instances.
These problems can be ayoided by asking whether an applicant is currently authorized to .
work in the United States. The focus of a question phrased in thls rnanner is on the appli.cant's .
work-authorized status as opposed to the unspecified documentes) that he or she may possess to
evidence his or her statUs.
We hope this information is helpful. For further imQrmatlon regardiI.1g OSC, or the
!NA's anti-4iscrimination provision, please feel freeto call our toll-free hotlínea~ 1-800-255
8155, or visit out website at: www.;ustice;goy/crtlosc.
Enclosures

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.'~ " 	U.S. Deparlment ofJl!sti~e '. !
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Civil Rights Pivisiol;i 	.... '. 	1 .
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OJfiC8 ofSpecial Cou~rJZfor 17n1nigratio)~Jl.E!Jated 	!
Un.falr En¡pIO)I11ls(lt Pl'CftJtJoes - J\'Y..I. • 	l' 	•	
9:50bl71'lS)'lvCfllia.Á.vem,e, NW 	. . o'
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WasJ¡~gtoll, .oc 20.i30 	' .
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VIA E-MAlli (sgarg:@,.usabal.com) . i. Sarika L Garg, Esq.
. Berry AppleIllan &. Leiden LLP 	. '.' '. :.: .. 	i7901 Jones BIa:O.cn Drive· . 	'-: ...... .
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. 	. ThaÍrkyc;lU,.foIyo~el~ctrónic!llall to the omce ofS:pec~a1 GO\lDSel for Immigi:~üon- ....: :.:; . ",
:related'Unferlr Emplo)lment.Practices {QSC)., .dated May 20, 2.0Q8 •.. In yourmessage. y6u l?~ent:.. : ~"": ..... :
a num:ber ,of scenmQs associated witb. fue tequll:ement to verify emplo)'Jl!.eut eligibiltly.' In sum~ lo , '::': '. 	~.
. ·understend your que~ons to .be :as follow: 	'. :: ..;.... :... 	.. 	. . 	.. 	. 	'..... 	'.'.
L Ho~ fa! may·a business go.in xequesthlg ro View documentation. sueh as 	., 	.. . 	:lm:rnigra:tion documems. or 1-9 ~Onnsl fról}l employe.es of a co:qtractor (sucn as a
staffing agency)? May the b:u::¡mess requ:¡re fue agen.cy supplymg the workforce to :'
inden;rirlfj it in case fuere is a violatio:iL? 	.. 	o 	•
'2. ~¿~ c~ emplQyé¡;s, pIo~ect thems~lyes fró;;;' emplqyer ~~ctio~ fb:r: illega.l 	. .' .
hiring 'Wl?-~.deal~ ~th. en independ~t ~ontra~or?' he employérs e:x.cused 	~ ..."
.' •• : frOID :ve~mg fue emplo~ent a~thonzatí.on of'm~epen~ent contractoI's?Should • .. ~ oto	
. ,tne employeI ask fue worke.rs to Slgn a contr¡;tct statiri.g that th.ey are au.thonzed fox
.. 	.. employmenHn·the UIÜted States?" 	'.. 	" ,	'. 	. 	. :.
3. ls it a V±olati.on ofthe anti-discri.ti.on pIovisíOl3$ offue Immigration and: '
Nation~itr Act @A) ·~o askj~b aJ'Plic~.:ts,. prior to fue jQb off~r, whef?ej; ihe'!( . 	.~..'
a,l'e legaJJ.y aufhonzed to woik m "fue Umted States, end whether th.~y. willr.egu:¡.re 	".: .. ".:... ,.
i:i;nmigr!j.tiouvi~a spons?i::s~p f()r employment? May Job app:p.cants be requfredto. 	· ': .~. ..
Slgn an attestaij,on to tbis effect? 	.'. 	. 	....... " 	.
. 	. 	. First, please be advise.d that fue ose may not give an ad'Vi~ory opinion on any.set .offad; .::'.,
involvlng a particular company Ol:' individl.:!a1. However,I am happy to provide sOlJ?egeneraJ..·. 	' .. ,~,::
guidelines s:s to fue anti-díscri.minauon provisions of fue !NA (codified in8 v.. S.C, .§ 1324}:»~ 	. . . '. '. . 	.
'whlchOSC emoIces ..These a:n:ti.-clisc.rimination ;provisions ;prohibiti'ourtypes of·conduct: .o) 	:., ~:;' , .
....~	c' .' 	sm OI·..· 	• 	t tu ..l! c;' 	• 'a"';~ '(2') 	a:' ~~1 	•• 	~:~c· 	.. atio . (3) umair 	:'" 	'.' , .	..... ........ ..... , 	__ p._."tmJ.01gt:a:ti.Qn...s_ml .. s ..J.!J.s:,.;.~...ill.ll.'n;..\#<, .1LÜQ.~;Qng¡.1l~nrom ~.l,,= ..• __ .. ".~.¡... , .......... ,_ ......,......... . .
. dóoumentary praciioes during me' émployrn.ent eligibility verific.ation (Form 1-9) pr()cess 	. . ,: :,:, .. ".. 	.
.("document abUfe"); and (4) retaliation fo;!: ñling a charge OI asserting tígb:ts. undet: fue .an:li- 	:" ,'. ,~ ;;. ,:" 	.'.
discríminatioll.provision. 	. 	, ... ;:,.
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Letterto SarikaI. G¡r¡;g, E~q. 	"
·.1July 31, 2008 	.'. 	'.: 	. , : .-
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Many ofilie issues raisy~ in fue :fu$t and second sets of questions pJ,"o'VÍded aboye fall 	~. :,j' '~.'~', '; ... .':' . 	!
vvithin fue purview ofilie Department ofHomeland Security (DHS), wmch enforces fue laws 	. 	' 	. 1
.' related to hiring unauiliorized worlcers under lNA-§ ~74A. &U.S.C. § 1324a. As.such, 1 strong1y ;': .. :: .. í :' .
encourage you. to seek griidance from DHs's U.s.. Citizenshlp' and Immigration Seryi.ces CUSCIS)' .:., ~: :' "
íbrough its Offic.e ofEusíness Liaison bycalling lw86o-357-20~9;;Dr by fa:x. at(202) 272-18.-65. 	:.> 	;'.:'
In addition~ tb.~ Han.dbookfor '$mployers, Instructionsfar Completing the !,opn 1-9 (En'Ployme1/.t~. :, ' ... :., , .
Eligi.bility Form) ,J?ubllshed by USCIS~ ~ontains answer:s. to comman questlo:o.s deallng V\1itb. 1-9 .: (;. .' ,
. cOIllpletion and employment eligi'Qility ve:rp:i.cation. .f... copy-of thls decument is available on fue. '. ': ,', .
. , web afhttp://wyrw,uscis,gov/files/na'!ivedoCUIb.ents/m-274.:pdf. 	' 	. '.~ ':.
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, 	.As a gsmeral nite; Ose wi11.not :find !easonable cause to be1i~ve discri:ríllnatíon has 	'.
occurred simply because emplo)Íets Iequlre tUat al! emPloyees and,contraot wotkers be 	' '::: ":
~ufu.orlzed. to wbF1c; ncr would ose find that. denianding to see fue FO:rm1-9 documentation for·. '. :.: ". '
e:r:q.:ployees ptovided by a .$ta:ffín.g agency is a per se violatlotl. QfJN1\ § 274B: Howevet, in ooi¡ig:. I ': •• : 	, .
.so~ employers may npt act-1,p. a: discri:o;t:inatcrY J:P.:anner ,nO! treat empluyees disp?Xate1y beca-qse of, : .:" ... : 	.
nationa1·o~gin. or citiz~nsmp- sta~, Moreover~ employe~s may be liable f-or dis~tQ¡:y 	.,: ::. . 	' .
. behavioi tO''?lards employees a sta:ffiñg agency provides if.tb.ere is a jokt-employer re~ati.on~J? :~.' ,~ . , . ,. 	'.<;'
It-is OS9's longstandlng praG'Uée to examine the'totality of wldenc'e when determi!Úng whethek; 	~. 	. " .,.
fuere 18 Te~Oll 1:0 'Relieve ~hat discrlminanon. has occun:ed. 	.. 	. . 	" 	.
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.In yOU!. seconcÍ' ando thb:d s~ts ~f q~e'stions"you que~ ;h~ther ah .em.ployer' may requke 	.. 	;:: ".
independem, conn-actors OIjo~ applicanís te sigo. a contJ;aot 01 omei."Wise attest that :fuey ?r.e 	.... ",:. . .' '.'
autb.oriz~d :tOo woik, an.~ that fuey 40 nohequi:ce visa' sponsorsmp. ose carmot proYlde iegal .' ~,,~ X,;:~., ..: ...
'8dvice'on fue 'advisability ofagreements..between. employer~ and independcnt coni:¡:aétoIs tb . 	....:..: -.;::' 	'. .
ensuXe t'he. employment eligibility of C.OutIact workers. Keep:in mind. 'ho.wever, :tbat ar¡.. em.:p~oyet~ :';~", ~: .. ''..
mayuot ciICQJ;O.v~ntits·Yerification obllgations bytrea,ting an.e:rnplóyee as anindependént .' r 	" ' .• '.:. :.'. :' '. ,
C9ll'tracto:¡;, and c.a.nnot impose Buen agreemeJ:lts in a: .c1i¡¡crimip,ato:ry:ro.an;o.er. 	. '. ',,:. .
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. 	Additi~l'lial~y, :fuere ab;eady is a reqUu;~:rnep.t for employees and employers ta ~tte~t to
. Ylorlcaumorization an.d yerificanon thereofby oap:1pleting fue Fotn;lI~9. By law and USCIS 	,
pólicy~ fue 1.:9 :rnust be; cOPlplet¡;;d aft?r fue employermakes a furo. job -offer and witbin wee ·d¡:¡.ys 	'.:	.,
ofilie coromencenient of employment. Therefm:e,requlring ajob applicant to·at\:est t? .' .' 	-' :.;.
employment eligibility prior :to rec\fiving en pffer of eniploynlent' may be im.pemri.ssible pre-.
'Screening', .Because dis.criminatciry pracnces frequently are associated 'Wiili pre-screemng, OSe' 	.' .' 	'"
will investigate BIl, employer fOl: a. potential violation of tb.e anti-discrimination provision ?f fue 	: '. ..::
lliA whenevet fuere is an allegation of pre-screerrlng .. Additional1y, prewscreemng -practices may. . ... '. 	. ..
be found to 'Violate.the laws that DHS enfoIce.s. See 8 C:,E'.R. §.274a,2(b) (200E).. 	, .: ": 1, ", ~ .'
, .... : ........... ....... ..._.......... "Finálly> the pióbibiti.Oii·~gaiüSt qltiZciJlimp st8:tus'mscrinúnation does Jióf:i:eqwéilie" ._ .. : :::.: ;~I::"': ....... ..
. 	employer te petitiun for a 'Visa on añy woiker' s oehaJf.. However) to avoid fue l3-ppearance -0:( 	<'~: .. " " 	. : .
citízenshlp status disc.ri.mib.aíion, ose recommen.cls tb,át you ask on1:y w'b,ether fue .applipa:nf 'Wili, : ' I ~ " ~ ..
need visa sponsorsmp, not what..specifíc citizenshlp status tb.~ applicaní cUll'ently holds: 	. " :.', -: 	'
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Letter te Sai,ika 1.. Gl!Fg, Esq.
Jü1y 31,2008
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,' ..	I hope thls 1nformation 1S of assistancé te you, For :furtb.er, information xegarding OSC;OI'
fue RilAt S antl.-discrimination provision, please f~el free to call us at 1-800-255-8155; 	", , .	1..' 	..... 	.. 	f, 	:
"Slnc erely,
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,¡'Ípa-:ick Shen
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U.S. Department of Justi~e
Civil Rigb.ts Division
Offics 01 $peelal COl/llselfor lmmfgration Related
Unjafr Emplo)mlsnt Praelicss - NY.A.
950 Psnns)'lva/lta A.venus, NW
Washington, DC? 2~530
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Auglist 12"'2009 ;
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Montserrat Miller, Esq. 	. .1
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Greenberg Traurig, LLP" . 	!
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.1750 Tysons Boulevard, Suite 1200
. McLean, VA 22012' .
Dear Ms, Miller:
Tbis is in response to your ~uly 15, 2009, letter to the Offi.ce of Special Counsel fo!
Tmrnigration-Related Unfair Employment Praotices (OSC). In your letter, you Iequest guidance
regarding pre-employment questions for job applicants whó are tempcirary uonhnmigrant visa'
holders; such as E-lB 'Visa holders, and whose visas Will expire in <?ne yem oI1ess. Specifically,
you refetenced out April24, 2007, tec1p:úcal assistalice l~tter, Wmch suggested tb.e following pre
. employment advisory: "Thls employer will uot sponsor applicants for the following work visas: _ ' '
_,O> You then asked the foll~wing questions: 	" 	' 	. 	.
i. [W]hat if a company does in fact sponsor individuals for H-lB visas but the
problem arises when'someone has 1esB than.one year·of.lawful employmel,lt status
~emain:ing? . . 	. 	.
2. What ifan applicant r~sponds YES to the question that they "now' or in fue
future require sponsotship for an employment visa"? Can an employer follow up
that response by asking what type of visa one holds and how much time remai.ii.s
on their c'Qrrent visa and if it lS one year or 1ess not hire th~ individual?
. 3, In the altemative, is it acce.ptableon thejob application to state. "Ifhired, can
y01,1 p'rovide proof that you are legally able to work in the United States for at least
12 months"? anO. ifthe person answers NO then not hite the individual?
Please note that ose cannot.provide ~ adVisory opinion on any set of facts ~volVing.a
particular individual or entity. 'However, we can provide some general guidelines regardlng the
aiJ.ti-discrimination provision ofilie Immigratíon and Natiollality Act (INA), 8 U.S.C. § 1324b,
and employer 'actions under that provision.
As you may know, OSC 18 responsible for enforcing me anti-discrimination provis~on of
fue IN:A, which prohibits national origin disCriIJ:ili¿ation, citizenship status discr:imin'ation, unfair
documentary practices (document abuse) during fue emp10yment eligibility verification (FOIm 1
9) process, and retaliat!-0n. Only-certain ''protected individuals" are pr9tected from citizenship

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status discrimIDation. Thes y rodividt1;als inc1ude United States citizens, Urrited States natlonals,
temporary residepts, recent 1awful permanent resid~nts, refugees and asylees.
We wiIl address your fust two questions in conjunctio~. ,A;n. individual who requires
employer sponsorship for a''Visa, such as an H-lB visa holder, is not a protected individual under,
8 U.S.C; § 1324b for citizenship status discrinrlnation. Therefore, "pre-employment inquirles
about applicants who' require employer visa sponsorship" do not violate the prohibitions against
citizenshlp status discrimination ro. 8 U.S.C. ,§ 1324b. Lett~r frOID Patriék Shen, Special CO'\.lllsel,
OSC, to Patricia Gannon, Greenberg Traurlg, LLP (Jul. 31,2008), a copy ofwhich is attached.
Tbls would inelude inquirles relating to the expiration date ofthe H-IB visa. Additionaliy,
em.ployment decisians made exclusively on tne'basis of a worker's H71B status, OI: other
temporal)', noni:n:múgrant status, would not 'Violate the eitizenship status discrimination provision
of 8U.S.C. § 1324b. LetteÍ' from Katherine A. Baldwin, peputy Special CO'Ullsel, OSC, to Steve
Nadel, Attomey, Ahlers & Cooney, P.C. {May 1, 2009), a eopy ofWhieh is attached.
However, pIease note that a1l work au;tl10rized individuals,rocludin'g H-lB visa holders
are protectedfrom national origID. discrinrlnation and document abuse 'Ullder 8 U.S.C. § 	.
1324b(a)(l)(A) and (a)(6), ¡lS ,well as frOID retali~tion under, 8 U.S.C. §1324b(a)(5). See Letter
from Kat9,erine A. Baldwin, Deputy Special Counsel, OSC, to Leslie K,L. Tbiele"Attomey,
Whiteman Osterman '&,Hanna LLP (Apr. 24, 2007) (on'file with OSe). See also Urrited States v,
Diversified Tech, & Servs, ofVa .. !ne" 9 OCABo'no. 1095 (2003) (l:elief ordered for al1 victims
'of document abuse wifuout disth).ctíon as to status as a IIpro tected individuaP'); United States y.
Townsend Culinapdne., 8 OCABO no. 1032 (999) (same); United States v. Guardsmark. Ine"
3 OCABO no. 572 (19~3) (~l worJ,c authorized individuals are pr9tected froro doeument abuse).
With respeqt to your third qu~stion, please be aware 'tliat asking job appli9ants for proof '
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\. 	that fuey are legally able to work in the United States for at least twl?lve months may result in fue
,:\. 	rejection of,applicants who are protected frOID citizensbip discrilninatiCin under the anti-'
, 	discrimination provision ofilie mA. Certain "proteeted individuals" whose work authorization
is incident to their status, suen as lawful permanent residents, asylees, and refugees, may
. nonethe1ess possess an employment authorizatio,n document which expires in one year or less,
even tnougn tney are authorized to work'indefmitely. ánd are entitled to an umestricted Social
Secu,rity eard. ' Thus, although the,work authorization doeument of Bueh ll1dividuals may expire
ro less than twelve months from the date,oftheir job application, they continue to be authol'ized
to work when that docui:nent expil'es.1 In sum~ refusing to bire j ób applicants far failure to
1As' the United States Citizenship and 1mmigration Servi~es (USCIS) Hal1dbook fol' Em¡? loyers.
Instructions tor Completing Fonn H CEmployrnent E1igibility Vel'ification FOl1n), kpr. 2009, at 12,
explains:
;Future eXpiraÚ9D: dates ma)' appear on t1e ero.ploynlent authorizatio~ docuni.ents of
aliens, including, among ot11ers, permanent residents and refugees. USCIS inc1udes
ex.piration dates even on doctunents issued to aliens with permanent 'employment
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.provide pro(;>f of at least twelve l,'llonths' employment eligibilitymay result in the disparate 	.'
treatment of "protected individuals" in the hiring process on fue basis of citizenship status under··
'8 u.s.e. § 1324b. 	1'·
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I hope this information is helpful: Please feel free to call ose tbrough OUT toU-free
number at 1-800-255-815$, ifyou havefurthet questions about ws matter.
. Katherine A. Ba!
Deputy Specia!.eo~el
~nclosures
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. authorization, The existence of a future expiration date:
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1, Does. not preclude contlnuous employroent authorizationj
2. Does not mean that subsequent employment authonzation wilJ not be
granted; and' 	.'
3. Should not be considered in determiIiing whether the alien ls
qualified for a particular position. .

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:U.S. Departmentof Justice 	i
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Civil IUghi:s DivisioJ;l. 	," ~ ~ . lI
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O.ffiC8 ofSpeciaf CQWueZfor lmmfgratioJl.!Mat.sd 	, , 	" 	i	, 	,	Ur¡f!2fr Employms(ltI'ratJtJces·. NY"t 	, ,... 	I
. !ISO J'eI2l'1S)'J~alljaA:vern¡s, NW 	.. '•• 	,O 	.1	,,' •
WasJztngton,.DC 20S.30 	I
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Dear " , .....	'" 	.... 	# •
. , 	. 11taÍlkY9uJoryoU;; electrónic ~ail to fue Office ofSpeci:a1 GQ\llli1el fQr Immi~~iion- .''' :.:: . . ....
, . telated'Unfak Employment.p~tices {OSC)., ;dat~ 	... 1:0. your message, y6u 1?re:sem,~. ':. ~"": "... :
a number ofscenari.os associated witb. fue te9.mrement to verify emplo~eD.t eligibili:ty.' In sum~ l' . '::: , 	" : .
. ''UIlCl:erstand y~UI t¡Uestions:o be as, folloW; . " 	, 	:. 	. 	"::. ',:" '.: " ' .
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, 	1. H.o~ fannay·a business go.in :requestin.gro ~eW docume.lltl;l.ti.on. such as 	., 	'
:immi.gration. dócume$. or 1-9 forms. :fróm employe.es of a contractor: (snob. as :a
staffing agenoy)? May fue bu&mess .reqmre me agen.cy sU:pJ;llying th.e wo;rkfo;rce to :' I!' •
in.deJJ;niifY it in case tlie:re i8 a violaiioii.? 	" 	'. 	.	, 	... 	.... 	. 	..
. 2, Howcan ernployé¡;s. pIoteot th.ems~lyes fró;¿' emplqyer sanctiollS fo:r: illegal 	"
. hiring wheD..dealing wj.th SIl. in.dependent contt'aotor? Are employérs ex,cused , , .	,'from :ve~1ng tbe employ.m.ent a'L!-thorization of.inqel?e:o.~ent contracto!s? "Should
.the· employeí ask the WOIke.rS to SlgD. a. contr¡iCt statiJig that th.ey axea'llthonzedfor ... ,"
.' employm~nt m:'th.e UDited States?" 	'.' 	.
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3, ls it a -V±olation ofthe SIl.ti~discrimmáiionprovisíol3$ ofthe Immig¡:ation and: .
Nationa1ity Act (INA}:to ask job applicants, prior to the job ~fft;{:r, w:hethedhey . 	. "'.:
m'e legaJly au:thorized to wm;k in me United States, and wbefuer tb.~y wil.l ;r.equire 	.: ••• :, # ,
itnmigratiOlL visa spom;o:i:smp fa! employm.ent? Ma:y job ap:plicants be requii:edto, . 	,: < .~.. .
sign an attestation to tbis effeot? . 	.' 	.' 	. 	... '.. '. ~
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. 	. First, please be advised that th~ ose may not gi:ve an adViSOl:Y opicion on a:n.y.set .offact~ ... :'., 	'"
involving a pa:rti.cular company OI individt¡al. However,I am happy to proYide sOllfe general: .. ' 	., .. :.: 	'
guidelines a:s to fue an:ti.~díscriminationpr.ovisions ofthe lNA (codifiedm 8 U.S,C . .§1324p), 	... 1,:' 	,
'whlch ose emorces. Tb.ese anti~áiscrimlnation ;provisions prohlbit four types of·conduct (.1) .:,.,,; , .
..·.ci:Jiiensbi:p .Q.d;g;¡;¡pigr.a.ti.o.:ú...sj:~Si!i2~~;g;.G.). n~ªl;9.rlgin. disgri,mination; 'O).unfaU;. .... ..;¡ .. ;:.. :....:,';'.: .~.:..... .., .
dóoumenterypracüoes dur.ing the émployment eligibili:ty verific.ation (Fo:rm I~9) process 	..: :.:, . '. .. . 	.
edocument abD:.se")~ and (4) ¡;etaliation fo~ ñling a cha:tge Ol: asserong rigb:ts undet fue.anti.- 	: o" .: ':. ,;.. .'
discriminationllrovis.ion. 	. 	o' •••• • .:' ,
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. 	. 	Many offue iS8MS !ais~~:in fue m?t and second sets oí questions p~ovÍded aboye fall 	~,,"; ~,,' : .. ' : " . , I. within fue purview afilie Department ofHom.eland Security (DES), whlch enforces the law$' 	, "
.' related te hiringunauthorized wo:dcersunderlNA-§ 274A, ~ U.S.C. § 1324a, As.suen,I strongly ::..:: ',; l' , .
encourage: you te seek griidance fro:ro DRS's U$, Citizenship' and Jmmigration Seryices (Usas)' ,:.,:;: :' 	'.'
tbrough its OffiQe ofBusiness Liaison by calling 1·800-35.7-20~9> .OI by fax at (202) 272-1R65. 	;:. 	;.":.
.... 	In. addi:tion~ tb.~ Han.dbookfor Employers¡ Instructions for Completing the :fopn 1-9 (Employme"flt ~. ~ .:' '" , .
Eligibility Form) ,publlshed by USCIS) ~ontams él;llSWer:s. to common qu~stiOJlS dealing witb. 1-9 .: ('. .' 	'.
.completipn and employment eligib;ili.ty yet;ifí.cati?n. f¡. copyoftbis document is available on th~ '. '.' ,.': . 	.
. . web at"http://WW\1i',usoi~,gov/.files/nativedocuri:lents/m-274.:pdf. 	. ',"': .
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. 	As a g~er?l nrle; ose VYill.not findteasonable cause to beli~ye disct~ationhas
9ccun:ed slmply beaa't!se employers xequire mat all em"ployees and.contract wOl'kers be. 	' .::: .. .
authorized. to work; nor would ose :iün:c1 that derrianding to see fue Fo:r:m 1-9 docUrilentation for'.' 	.... :.
en:¡.ployees provided by a ,staffing agency is a'perse violaüol1 o.fillA- § 274B: Howevet, in doiP,g:, 1 .: •• :
so. emplo.yeIs may Iipt act-in a discriIl;ünatálj :r:g:anner .!l0! treat et1J.pl\Jyees di-sp¡rratelj becaUlle '01. : .:', ", .'
nati.ona1·o~gin. or citiz~nship sta~. Mor~over~ employ~:t:s may be liable for dis~atory 	,,: .:-, .
, behavior toyvards employees a staffing agency provides :if;there i9 a jomt-e:m.ployer re1ation~bi'p. '.':. .' .;' ... " 	..:.
ltis OS9's longstanding .praG~ce to examine the·totality ofevlde:ilc'e when determInmg whetber: 	.. 	,.".
there ls reason te Relieve ~hat discrl.minatíon. has occurred. 	. 	.. . 	'. . .
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.In yOU!. sec~nd' and i:hiJ:d s~ts ~f ~~estions"yo~ que~ ;h~ther ~ ~ployer· mayrequ1re 	.' :: '. ..'
indepenaenr(: contractors OIj 09- applicanís to sigo. a contJ;aot 01 otbetwise 'attestthat.tb.ey ~e 	..:. :): " .. ' , " ,
authonzedtü work, ang fuat tb.ey ~o not requi!e vltlasp<lnsorsmp. OSC canD.otprovide iegal .' :"\~}., ..... :.
Mv1ce'on the,advisabilíty oI ag¡:eements. between employer{l and independent contractors fu 	.'. ,:, .: .,<. 	"
, e_e th.e. employment eligibility of c.ontract workers. Keep ID miné!, b.o,wevér, :fuat ar¡..e~p~Qye~~ :~ ~". \::.
may hot CD:CUJl1.V~~lts'Verificati.oJ;l. obligations by irea,ting ano emplóyee as anindependén..t .'.. 	. '. <:' ..... : • ,
c9ntractot, and c.annot impose such agreements in a: discrln:ü:o.atory ~¡:. 	,': ',,:. .
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. 	Additional~y, fuere aJready is a reqUir~mep.t fO! employees and employers to ~tte~ tú
:wo:r1c authorization aud yeriñcation.thereofby co,mpleting th~ Fotn;l I~9. By law and USCIS 	,.
policy~ fue 1-9 mus! 1)(~ co:¡npleted after fue employ~ mak.es a fumjob offel,' and witbin tmee ·da.ys 	:.•
ofthe commencenient oferoployment. Therefcire,requiring ajob applioant to.attestt? .. "' 	-' :.;.
employro~nt eligibility prior:to r~c~iving an pffer of eniployment· :roay be impermissible pre-. ..	'Screening .. Because discriminatory practices frequently are associated "With pre-screemng, ose'
will investigate an, eroploye¡ for a potential vio1ation ofthe anti-discrimínation provisien ;:>fthe 	:"..:.
INA whenevet fuere i8 an a:llegation oi pre"8creerring .. Additiona1ly. pre~screening practices :may. ':.' '. 	. .
be found to violate.tb.e laws that DHS enforce.s. ~ 8 C.F.R, §.274a.2(b) (2Q08).. 	. .: ~: l. ' ••• '
.. -.. - .. ''''Pinál1y, ilie pÍóblliition··agailist QltiieIisbip sfu.:tuifmscri:rrJination does nof:i:equll'éme" _.: :\~ ;~<; .•........
employer to petiti.onfor a -visa on a:üywodcer'~ nehaJ.f::.'Howevet, to avoid me ~ppe~ance-of.. <_~::' __ ... :'
ciiizensbip status discrimib.a:tion, ose recommendsthatyou ask oruy whether fue applicant will.. : ' .": 	.. ,.'
need visa sp onsorship, not what..specific citizensbip status tb.~ appllcant currently 101ds.· 	. " =."~' 	.,:- ... :
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1 llope this l:o.fpnnañon is of assistance te you', Fo! :furtb.er. informa"lion xegardIDg OSC~ or 	'.'
fue IN;At s ~ti,-disc~a~on pr0vlsion. please f~~ fr.ee to c~l us at 1-800~25.5-8155~ 	: ". 	.
Sincerely,
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