You forgot allot.
View attachment 212257
Wonder if he followed the law.
Penalties
EMPLOYERS MUST
- Verify the identity and employment authorization of each person hired after Nov. 6, 1986. For employment in the Commonwealth of the Mariana Islands (CNMI), this verification requirement applies to persons hired after Nov. 27, 2009.
- Complete and retain Form I-9, Employment Eligibility Verification, for each employee who is required to complete the form.
Had it not been for this man providing financial incentive for the illegal to be here, Millie Tibbits would still be alive. Hope the community remembers this man and his political aspirations at election time.
READ:
U.S.
Suspect in Mollie Tibbetts' murder passed background check despite immigration status, employer says
Suspect in Mollie Tibbetts' murder passed background check despite immigration status, employer says
Looks like there are some issues with e verify
Serious Problems with E-Verify
Bullshit. No passing the buck. E-verify is stupid, but they know better. No passing the buck because it stops with the owner. Business nation wide know damn well they employ wetbacks. They know full well they steal and buy stolen identities, they also know they can pay these guys 7 bucks an hour and dead women are an acceptable price to pay for cheap labor. STOP EMPLOYING illegals!
Yeah, blame the businesses when they're not allowed to ask about citizenship on hire. Oh yeah and this: INA prohibits employment discrimination on the basis of national origin by smaller employers (with four to 14 employees).
Blame the politicians.
Link?
Ah yeah, I forget most of ya'll lefties haven't had to deal with business laws
First there's
National Origin Discrimination
"The Immigration Reform and Control Act of 1986 (IRCA) makes it illegal for an employer to discriminate with respect to hiring, firing, or recruitment or referral for a fee, based upon an individual's citizenship or immigration status. The law prohibits employers from hiring only U.S. citizens or lawful permanent residents unless required to do so by law, regulation or government contract."
See also -
Pre-Employment Inquiries and Citizenship (This is kind of like... "best practices" shit when it comes to hiring/firing etc. Like you follow these so you don't run afoul of the above.)
"Most employers should not ask whether or not a job applicant is a United States citizen before making an offer of employment."
"Federal law also prohibits employers from conducting the Form I-9 and E-Verify processes before the employee has accepted an offer of employment." (aka you don't find out their illegal until /after/ they've been working for you.)
"the INA prohibits employment discrimination on the basis of national origin by smaller employers (with four to 14 employees)."
EDIT - whoops sent early cause... wait... there's more!
Then we have the IER/INA -
Immigrant and Employee Rights Section
"The Immigrant and Employee Rights Section (IER), enforces the anti-discrimination provision of the Immigration and Nationality Act (INA),
8 U.S.C. § 1324b. Regulations for this law are found at
28 C.F.R. Part 44.
This federal law prohibits: 1)
citizenship status discrimination in hiring, firing, or recruitment or referral for a fee, 2)
national origin discrimination in hiring, firing, or recruitment or referral for a fee, 3)
unfair documentary practices during the employment eligibility verification, Form I-9 and E-Verify, and 4)
retaliation or intimidation."
THEN we get into the finer details like... as an employer when your employees VISA expires they don't have to tell you according to rulings from the IER. And stuff like... if your employee presents an I-9 paperwork, but that paperwork expires in a week or a month (aka short period of time relative to your job opening's expected tenure,) you /cannot/ refuse to hire them based on "they'll soon be illegal."
Businesses can also be sued by potential employees for this stuff - if they for example required I-9 paperwork from an employee and some of it looked false so they ask them for another piece - if they didn't ask every single employee for a "second" piece of I-9 paperwork then they can be sued for national origin discrimination. (That's in the states/counties/municipalities that have actually put in requirements for I-9s and eVerify and stuff, I think most places off the border don't have the requirements [Unless something has drastically changed anyway, I've been retired a while so its been a long time since I actually had to look it up for any specific states. I do know that Alaska doesn't require citizenship documents and I know that N.Dakota hadn't prior to the fracking boom. Outside those two states, I'd be seriously guessing at it, like I can bet that CA doesn't require documents, Texas probably has in some counties, but not all over, etc. But like I said, that's just me guessing] Anyway, if the state/county/muni don't require eVerify/I-9 etc. then they default to the first rule [the Federal IRCA rule] - "cannot discriminate based on citizenship status.")