Wise employers invest in human capital, and valuable employees with in-demand skills can be found the world over. Your next key employee might hail from Akron, Ohio or Belgium – or a Belgian living in Akron, Ohio. Each of these scenarios carries unique employment eligibility questions, and without proper handling both before and during employment, you risk investing in an ineligible candidate or losing the human capital you’ve worked hard to attract.
Read this article on the COSE website here, and learn more about the following top ten ways to avoid a tussle with immigration laws concerning your prospective and current foreign national employees:
- Timely and Diligently Complete the I-9 Form
- Avoid Discrimination During the I-9 Verification Process
- Confirm Maintenance of Eligibility for Foreign Nationals Already in the U.S.
- Report Suspicions of Fraud for Declined Applicants
- Keep Records of Documentation for the Required Retention Periods
- Track and Monitor Visa Expiration Dates
- Ensure that Employees Traveling Abroad Have the Proper Documentation to Return
- Pay Attention to Employees’ Change of Address
- Review Work Eligibility for Changes in Employment
- Establish Company Employment Eligibility Compliance Policies
This article is meant to be utilized as a general guideline for hiring foreign nationals. There are many nuances to employment law that cannot be covered in such a short space. If you have questions or concerns, you should contact a legal professional. Mark Turner can be reached at [email protected], or by phone at 440-571-7773.
