What Will You Do if the Department of Homeland Security Shows Up at Your Door?

WHEN

  • March 28, 2007 7:30 AM - 10:00 AM

WHERE

  • Foley Hoag LLP (Boston Office)
  • Seaport World Trade Center West
  • 155 Seaport Boulevard
  • Boston, MA 02210-2600
  • Map

DESCRIPTION

Are You Prepared?
In a well-publicized raid of a leather goods manufacturer in New Bedford on March 6, the Immigration and Customs Enforcement branch of the Department of Homeland Security took into custody approximately 350 allegedly undocumented workers. Of particular note in this raid included the Department of Homeland Security's use of an undercover operative to pose as an undocumented worker applying for employment and the cooperation of the Social Security Administration in providing data to DHS in advance of the raid.

The raid in New Bedford is yet another example of what appears to be an aggressive federal effort to enforce prohibitions on the employment of undocumented workers. This activity and the publicity generated by the events in New Bedford once again highlight how critically important it is for all employers to take appropriate steps to minimize the risk of improperly employing undocumented workers and to be prepared to deal with the consequences if your business is found doing so.

Join us for breakfast on Wednesday, March 28, 2007 for an interactive discussion on these important issues and learn how to protect your business.

Topics covered will include:

  • Acceptable pre-hire screening practices, including prohibitions on immigration and national origin discrimination
  • Proper compliance with the I-9 Employment Eligibility Verification process and Form I-9 record keeping practices
  • Other available programs to verify employment eligibility, including the federal Employment Eligibility Verification pilot program
  • Responding to and understanding the impact of Social Security Administration "no match" letters and to I-9 audit requests
  • Employer penalties (criminal and civil) for hiring unauthorized workers
  • Responding to resulting employment law issues, including unpaid overtime claims