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JUSTICE DEPARTMENT FILES MOTION TO INTERVENE/COMPLAINT AGAINST TEXAS FARM ALLEGING EMPLOYMENT DISCRIMINATION. On September 11, 2012, the Department of Justice issued a press release announcing that it filed a complaint against Estopy Farms, a sorghum and soy farm in McAllen, Tex., which also provides equipment and equipment operators for harvests at other farms.

JUSTICE DEPARTMENT SETTLES CITIZENSHIP STATUS DISCRIMINATION CLAIM AGAINST ILLINOIS COMPANY. On August 22, 2012, the Department of Justice issued a press release announcing that it reached a settlement agreement with MicroLink Devices, resolving allegations that it engaged in discrimination by placing several online job postings containing citizenship status preferences and requirements that were not permitted by statute, regulation, executive order or government contract. As part of the settlement agreement, MicroLink Devices will pay $12,000 in civil penalties.

OSC STAKEHOLDER INPUT SESSION ON I-9 AUDITS BY EMPLOYERS. OSC would like to invite your participation in its first upcoming stakeholder input session, on Thursday, September 13, 2012, at 2:00 pm (Eastern). OSC will focus the discussion around guidance that it is currently drafting. The guidance - Best Practices for Employers Conducting Self-Audits of I-9 Forms-is meant to provide employers with practical tips for avoiding discrimination during the course of an internal audit of employment eligibility verification. The session will last one hour and will aim to solicit public input on areas of confusion or concern for employers engaged in self-audits, and concerns that employees or employee groups have when employers conduct audits. OSC enforces the anti-discrimination provision of the Immigration and Nationality Act. It may be a violation of the anti-discrimination provision to ask employees for more or different employment eligibility verification documents, or to reject reasonably genuine looking documents presented, if the intent is to discriminate based on national origin or citizenship status.

To participate in the September 13 Stakeholder Input Session, please use the information below. We recommend calling in 15 minutes prior to the start of the session:

Call-in number: (888) 790-2054 Passcode: AUDIT

For further information, or for requests for reasonable accommodations, write to: OSC.Engagement@usdoj.gov or call OSC Public Affairs Specialist Beau Blank at (202) 514-1297.

OSC welcomes comments on this topic regardless of whether or not you participate in the info session. Please submit comments via email to: OSC.Engagement@usdoj.gov.

This call is open to the public. Members of the media may call (202) 514-2007 for further information.

JUSTICE DEPARTMENT SETTLED CLAIMS OF DISCRIMINATION AGAINST BEST PACKING SERVICES EMPLOYMENT AGENCY, INC. On August 14 2012, the Department of Justice issued a press release announcing that it reached a settlement agreement with Best Packing Services Employment Agency Inc. ("Best Packing"), resolving an allegation that the company committed discrimination when it delayed the start date of two refugees after impermissibly demanding that they provide specific Form I-9 documentation. As part of the settlement agreement, Best Packing will pay $4,379 in back pay to the Charging Parties and undergo mandatory training regarding proper employment eligibility verification procedures.

JUSTICE DEPARTMENT SETTLED CLAIMS OF DISCRIMINATION AGAINST UNITED NATURAL FOODS INC. On July 20, 2012, the Department of Justice issued a press release announcing that it reached a settlement agreement with United Natural Foods, Inc.(UNFI), an independent national distributor of natural, organic, specialty foods, resolving an allegation that the company committed discrimination when it impermissibly reverified the work authority of lawful permanent residents and required some non-citizen workers to provide specific Form I-9 documentation. As part of the settlement agreement, UNFI will pay $3,190 in civil penalties to the government and has already paid full back pay to the Charging Party.

OSC SIGNS NEW MEMORANDUM OF UNDERSTANDING. OSC entered into a Memorandum of Understanding on June 27, 2012, with a new partner, the Missouri Commission on Human Rights, the fair employment practices agency for the State of Missouri. The two agencies have agreed to serve as respective agents for the purpose of accepting charges that fall within each other's jurisdiction in order to satisfy time limits for filing charges. In addition, they agree to refer charges to each other when the charge or aspects of the charge fall within the other agency's jurisdiction, and to coordinate investigations when aspects of a charge fall within the jurisdiction of both agencies. Finally the two agencies agree to provide technical assistance and training in order to better understand the policies, procedure and law governing the enforcement activities of the other party.

OSC RELEASES TWO NEW EDUCATIONAL VIDEOS. On June 20, 2012, OSC released a short educational video highlighting common problems encountered by employers when reverifying the employment authorization of refugees (and asylees) and providing guidance on how to avoid violating the anti-discrimination provision of the INA. OSC also released a second educational video that encourages employers, employees and advocates to attend a free webinar on unfair employment practices under the INA.

JUSTICE DEPARTMENT FILES COMPLAINT AGAINST INDIANA EGG PRODUCER ALLEGING DISCRIMINATION. On June 19, 2012, the Department of Justice issued a press release announcing that it filed a complaint against Rose Acre Farms, Inc., one of the largest egg producers in the country, alleging that it had engaged in a pattern or practice of discrimination against work-authorized non-citizens in the employment eligibility verification process.

JUSTICE DEPARTMENT FILES COMPLAINT AGAINST LAS VEGAS CASINO ALLEGING DISCRIMINATION. On May 31, 2012, the Department of Justice issued a press release announcing that it filed a complaint against Tuscany Hotel and Casino, LLC, alleging that it engaged in a pattern or practice of discrimination in the employment eligibility verification and reverification process.

JUSTICE DEPARTMENT SETTLES RETALIATION LAWSUIT AGAINST NEW JERSEY INFORMATION TECHNOLOGY COMPANY. On May 30, 2012, the Department of Justice settled a lawsuit against Whiz International LLC (Whiz), an information technology staffing company, resolving allegations that the company discriminated against one of its employees when it terminated her in retaliation for expressing opposition to its alleged preference for foreign nationals with temporary work visas. Under the terms of the settlement, Whiz agreed to pay $21,870 in back pay/front pay to the terminated worker, $1,000 in civil penalties to the United States Treasury, and three years of monitoring and reporting requirements. Whiz will also undergo training by the Department of Justice and has agreed not to discriminate against any employee on the basis of national origin or citizenship status.

JUSTICE DEPARTMENT FILES COMPLAINT AGAINST NEW JERSEY INFORMATION TECHNOLOGY COMPANY ALLEGING DISCRIMINATION. On May 22, 2012, the Department of Justice issued a press release announcing that it filed a complaint against Whiz International LLC, an information technology staffing company, alleging that it discriminated against one of its employees when it terminated her in retaliation for expressing opposition to its alleged preference for foreign nationals with temporary work visas.

JUSTICE DEPARTMENT SETTLES DOCUMENT ABUSE CLAIM WITH IMAGINE SCHOOLS, INC. On May 7, 2012, the Department of Justice issued a press release announcing it reached a settlement agreement with Imagine Schools, Inc., resolving allegations that the company discriminated under the anti-discrimination provision of the Immigration and Nationality Act, when it fired an employee at its Imagine School in Groveport, Ohio, in connection with a "reverification" of his employment eligibility. Under the terms of the agreement, Imagine Schools will pay $20,169 in back pay, and $600 in civil penalties to the United States government. Additionally, the Department will train Imagine Schools employees on the anti-discrimination provision of the Immigration and Nationality Act, and will monitor the company for eighteen months.

JUSTICE DEPARTMENT SETTLES CITIZENSHIP STATUS DISCRIMINATION CLAIM WITH ONWARD HEALTHCARE, INC. On March 28, 2012, the Department of Justice issued a press release announcing it reached a settlement agreement with Onward Healthcare, Inc., resolving allegations that it engaged in citizenship status discrimination against non-United States citizens by posting thousands of job listings impermissibly requiring U.S. citizenship. Under the terms of the agreement, Onward Healthcare will pay $100,000 in civil penalties to the United States government. Additionally, the Department will train relevant Onward Healthcare employees on the anti-discrimination provision of the Immigration and Nationality Act, and will monitor the company for three years.

JUSTICE DEPARTMENT SETTLES DOCUMENT ABUSE CLAIM WITH ROSS STORES, INC. On March 22, 2012, the Department of Justice issued a press release announcing it reached a settlement agreement with Ross Stores, Inc., resolving allegations that it engaged in a pattern or practice of document abuse against non-United States citizens at its San Ysidro store and that it refused to honor a genuine Employment Authorization Document (EAD) presented by a non-United States citizen. Under the terms of the agreement, Ross Stores agrees to pay $6,384 in back pay to the individual who filed the charge of discrimination and $10,825 in civil penalties to the United States government. Additionally, the Department will monitor Ross Stores' compliance with the agreement for eighteen months and train the appropriate store officials on the anti-discrimination provision of the Immigration and Nationality Act.

JUSTICE DEPARTMENT SETTLES WITH PUERTO RICAN-BASED INDRESCOM SECURITY TECHNOLOGY INC. On March 16, 2012, the Department of Justice issued a press release announcing it reached a settlement agreement with Indrescom Security Technology Inc., resolving an allegation that the company discriminated against a work-authorized individual during the Employment Eligibility Verification Form I-9 process. The charging party alleged that Indrescom would not allow him to work until he presented a lawful permanent resident card, despite the fact that the employee had already produced documents establishing his identity and authority to work in the United States. Under the terms of the settlement agreement, Indrescom agrees to pay $7,000 in back pay to the charging party, train its human resources personnel about employers' responsibilities to avoid discrimination in the employment eligibility verification process, and to be subject to reporting and compliance monitoring requirements for three years.

JUSTICE DEPARTMENT REMINDS EMPLOYERS OF ELIGIBILITY VERIFICATION RULES FOR SALVADORAN WORKERS WITH TPS. On March 9, 2012, OSC released an educational video informing employers how they can continue to employ valuable workers whose employment eligibility verification documents have been automatically extended from March 9, 2012 until September 9, 2012, pursuant to Temporary Protected Status for Salvadorans.

JUSTICE DEPARTMENT SETTLES WITH UNIVERSITY OF CALIFORNIA SAN DIEGO MEDICAL CENTER. On January 4, 2012, the Department of Justice issued a press release announcing it reached settlement agreement with the University of California San Diego Medical Center, resolving a complaint filed on December 6, 2011, alleging that the medical center failed to comply with proper employment eligibility verification processes for non-citizens who are authorized to work in the United States. The medical center has taken appropriate action to ensure compliance with INA's anti-discrimination provision, and has agreed to pay a civil penalty in the amount of $115,000 and implement new employment eligibility verification policies and procedures that treat all employees equally regardless of citizenship status.

JUSTICE DEPARTMENT SETTLES ALLEGATIONS OF CITIZENSHIP STATUS DISCRIMINATION AND RETALIATION AGAINST GEORGIA RUG MANUFACTURER. On December 30, 2011, the Department of Justice issued a press release announcing it reached a settlement agreement with Garland Sales, Inc., a Georgia-based rug manufacturer, resolving allegations that the company engaged in a pattern or practice of document abuse against work-authorized non-U.S. citizens. As part of the settlement agreement, Garland has agreed to pay $10,000 in back pay civil penalties to the United States, and it has consented to training and reporting obligations.

JUSTICE DEPARTMENT SETTLES DOCUMENT ABUSE CLAIM. On December 28, 2011, the Department of Justice issued a press release announcing it reached a settlement agreement with BAE Systems Ship Repair Inc. to resolve allegations that its subsidiary, BAE Systems Southeast Shipyards Alabama LLC, engaged in a pattern or practice of document abuse on work-authorized non-U.S. citizens. As part of the settlement agreement, BAE has agreed to pay $53,900 to the United States and be subject to training and reporting obligations.

JUSTICE DEPARTMENT FILES COMPLAINT AGAINST FLORIDA EMPLOYER ALLEGING DISCRIMINATION. On December 16, 2011, the Department of Justice issued a press release announcing that it filed a complaint against Home Care Giver Services, Inc., a provider of home services in southern Florida, alleging that it discriminated against one of its employees when it terminated her based on her national origin.

JUSTICE DEPARTMENT SETTLES WITH A PENNSYLVANIA FARM. On December 13, 2011, the Department of Justice issued a press release announcing it reached a settlement agreement with S.W.J.J., Inc., or Sernak Farms ("Sernak"), based in, to settle allegations that Sernak engaged in citizenship status discrimination by preferring to hire temporary visa holders over U.S. citizen applicants and adversely treating its U.S. citizen employees. There were allegations that Sernak hired three foreign national workers under the H2-A visa program without considering hiring three of the eight U.S. citizens because of the belief that H2-A visa holders are more diligent than U.S. workers. Sernak agreed to pay $30,000 in back pay to the eight injured parties, who are U.S. citizens residing in Puerto Rico. Sernak has also agreed to provide its employees training on the anti-discrimination requirements of the Immigration and Nationality Act (INA), adopt nondiscrimination policies with respect to recruitment and hiring, and maintain and submit records to the Department of Justice for the three-year term of the agreement.

JUSTICE DEPARTMENT FILES COMPLAINT AGAINST UNIVERSITY OF CALIFORNIA SAN DIEGO MEDICAL CENTER ALLEGING DISCRIMINATION. On December 6, 2011, the Department of Justice issued a press release announcing that it filed a complaint against the University of California San Diego Medical Center, the largest hospital system in San Diego County, alleging that it engaged in a pattern or practice of discrimination in the Form I-9 employment eligibility verification and reverification processes by requesting non-citizen employees to provide specific documents as a condition of employment.

JUSTICE DEPARTMENT FILES COMPLAINT AGAINST CALIFORNIA HEALTHECARE PROVIDER ALLEGING DISCRIMINATION. On September 30, 2011, the Department of Justice issued a press release announcing that it filed a complaint against Generations Healthcare, a healthcare provider with skilled nursing facilities throughout California, alleging that it engaged in a pattern or practice of discrimination by imposing unnecessary documentary requirements on naturalized U.S. citizens and non-U.S. citizens in order to work in the U.S.

JUSTICE DEPARTMENT SETTLES THREE DOCUMENT ABUSE CLAIMS. On August 10, 22, and 26, 2011, the Department of Justice issued press releases announcing it reached settlement agreements with Summit Steel Fabricators, Farmland Foods, Inc., and Kinro Manufacturing, Inc., to resolve allegations that the companies engaged in a pattern or practice of document abuse against work-authorized immigrants. The settlement agreements provided for various remedies, including back pay, training, monitoring, and civil penalties - including the highest civil penalty to date of $290,400.

JUSTICE DEPARTMENT SETTLES DOCUMENT ABUSE CLAIM. On July 21, 2011, the Department of Justice issued a press release announcing it reached a settlement agreement with Brand Energy and Industrial Services resolving allegations that the company had a pattern or practice of document abuse by requesting Department of Homeland Security documents from newly-hired non-U.S. citizens. Brand agreed to pay $43,560 in civil penalties and $7,200 in back pay to an identified victim.

JUSTICE DEPARTMENT FILES COMPLAINTS AGAINST TWO EMPLOYERS ALLEGING DOCUMENT ABUSE. On June 27, 2011, the Department of Justice issued a press release announcing it filed a complaint against Farmland Foods, Inc. alleging the company required newly-hired non-U.S. citizen employees to present specific, and sometimes extra, work authorization documents than required by law. On July 14, 2011, the Department issued a press release announcing it filed a complaint against Mar-Jac Poultry Inc. alleging that it required all newly-hired non-U.S. citizen employees to present documents issued by the Department of Homeland Security for the Form I-9.

JUSTICE DEPARTMENT RESOLVES CITIZENSHIP STATUS DISCRIMINATION CLAIM. On June 6, 2011, the Department of Justice issued a press release announcing a settlement agreement with Canvas Corporation, resolving allegations that it engaged in a pattern or practice of citizenship status discrimination by limiting recruiting and hiring to U.S. citizens. As part of the settlement agreement, Canvas Corporation will pay $10,397 to an identified victim of its discriminatory policies, and $13,400 in civil penalties.

JUSTICE DEPARTMENT SETTLES CITIZENSHIP STATUS DISCRIMINATION CLAIM IN ILLINOIS. On May 31, 2011, the Department of Justice issued a press release announcing a settlement agreement with the American Academy of Pediatrics (AAP), resolving allegations that it engaged in a pattern or practice of citizenship status discrimination by limiting hiring to U.S. citizens and certain visa holders, even though other work-authorized individuals should have been allowed to apply. As part of the settlement agreement, AAP will pay $22,000 in civil penalties to the government.

JUSTICE DEPARTMENT SETTLES CITIZENSHIP STATUS DISCRIMINATION CLAIM IN NEW JERSEY. On May 17, 2011, the Department of Justice issued a press release announcing a settlement agreement with Iflowsoft, LLC, resolving allegations that it engaged in a pattern or practice of citizenship status discrimination by posting job advertisements expressing a preference for temporary visa holders and by hiring an H1-B visa holder without considering a qualified U.S. citizen applicant. As part of the settlement agreement, the company will pay $7,158 in back pay to two identified victims and $6,400 in civil penalties. In addition, the company will train its employes on the anti-discrimination provision of the Immigration and Nationality Act (INA) and provide periodic reports to the department for a period of three years.

JUSTICE DEPARTMENT SETTLES DOCUMENT ABUSE CLAIM IN ARIZONA. On May 16, 2011, the Department of Justice issued a press release announcing a settlement agreement with Maricopa County Community College District resolving allegations that it engaged in a pattern or practice of document abuse against non-U.S. citizens in the hiring and employment eligibility verification process. As part of the settlement agreement, the district will pay $22,123 in back pay to two identified victims and $45,760 in civil penalties. In addition, the district will receive training on the anti-discrimination provision of the Immigration and Nationality Act (INA) and provide periodic reports to the department for a period of three years.

OSC'S PUBLIC EDUCATION GRANT PROGRAM. OSC regrets to announce that its long-running public education grant program has been suspended for Fiscal Year 2011 based on a lack of discretionary funds.  Furthermore, it is unknown at present if discretionary funds will be available for a grant cycle during Fiscal Year 2012.  Information on a possible resumption of the OSC public education grant program will be available on OSC’s website in the future.

Since 1987, the annual public education grant program has been a major component of OSC’s mandate to educate the public about the anti-discrimination provision of the Immigration and Nationality Act (INA).  In the absence of a grant program, OSC remains committed to informing employers, workers and their advocates about workplace protections from citizenship/immigration status discrimination, national origin discrimination, discriminatory practices during employment eligibility verification, and retaliation.  Organizations that serve workers and employers are encouraged to contact OSC in order to explore informal partnerships designed to further OSC’s public education mission.

JUSTICE DEPARTMENT SETTLES CITIZENSHIP STATUS CLAIM IN MAINE. On April 26, 2011, the Department of Justice issued a press release announcing a settlement agreement with Restwend LLC, the corporate owner of several Wendy's restaurants in Maine, resolving allegations that it had a policy of refusing to hire non-U.S. citizens. As part of the settlement agreement, the company will pay $14,500 in back pay to an identified victim, $3,200 in civil penalties, and receive training on the anti-discrimination provision of the Immigration and Nationality Act (INA).

JUSTICE DEPARTMENT SETTLES DOCUMENT ABUSE CLAIM IN IOWA. On April 8, 2011, the Department of Justice issued a press release announcing a settlement agreement with LF Staffing Services Inc. resolving allegations that it improperly pre-screened job applicants and rejected valid work authorization documents from certain immigrants. As part of the settlement agreement, the company will pay $1,100 in civil penalties, full back pay to one identified victim, and receive training on the anti-discrimination provision of the Immigration and Nationality Act (INA).

NEW EDITION OF OSC'S NEWSLETTER, OSC UPDATE, IS NOW AVAILABLE Click here to view OSC Update, 1st Quarter 2011

JUSTICE DEPARTMENT SETTLES ALLEGATIONS OF IMMIGRATION-RELATED UNFAIR EMPLOYMENT PRACTICES IN OREGON AND NORTH CAROLINA On December 29, 2010, the Department of Justice issued a press release announcing a settlement agreement with Collins Management Corporation resolving allegations that it unlawfully fired and later refused to rehire a lawful permanent resident in violation of the anti-discrimination provision of the Immigration and Nationality Act (INA). As part of the settlement agreement, Collins agreed to pay $15,000 in back pay to the former employee and a $600 civil penalty to the federal government. On December 22, 2010, the department entered into a settlement agreement with Oakwood Health Promotions resolving allegations that its Ashville, N.C., facility unlawfully discriminated against a lawful permanent resident by rejecting her employment eligibility verification documents and rescinding an offer of employment. Oakwood agreed to compensate the individual for lost wages totaling $732, pay a $1,100 civil penalty and train its human resources employees regarding compliance with the anti-discrimination provision.

SSA "NO-MATCH" GUIDANCE FROM OSC. On November19, 2010, OSC published a new guidance package on how employers and employees should respond to SSA No-Match letters and similar notices from other governmental and non-governmental sources.  The package includes Do/Do Not instructional sheets for both employers and employees together with FAQs. 

DEPARTMENT OF JUSTICE ANNOUNCES SETTLEMENT WITH HOOVER, INC. On November 10, 2010, the Department of Justice issued a press release announcing a settlement agreement with Hoover, Inc., resolving allegations that it engaged in a pattern or practice of employment discrimination by requiring all permanent residents who presented a green card for I-9 purposes, to produce a new one when theirs expired.  Hoover paid $10,200 in civil penalties and will train its HR personnel on their nondiscrimination responsibilities in the I-9 process.

DEPARTMENT OF JUSTICE ANNOUNCES SETTLEMENT WITH CATHOLIC HEALTHCARE WEST On October 19, 2010, the Department of Justice issued a press release announcing a settlement agreement with Catholic Healthcare West, a hospital-system with 41 facilities throughout California, Nevada, and Arizona.  The charge, investigated by OSC, alleged that Catholic Healthcare West engaged in a pattern or practice of document abuse by requesting additional documentation from non-U.S. citizens and naturalized U.S. citizens, but not native-born U.S. citizens, at the initial employment eligibility verification stage.  As part of the settlement Catholic Healthcare West has agreed to pay $257,000 in civil penalties and $1,000 in back pay to the Charging Party.  In addition, Catholic Healthcare West will (1) complete a comprehensive, internal audit of all of its facilities to uncover other instances of document abuse, (2) train its recruitment personnel on their responsibilities not to discriminate, (3) promulgate and implement a policy prohibiting discrimination under the anti-discrimination provisions of the Immigration and Nationality Act, and (4) provide reports to the Department of Justice for three years. 

DEPARTMENT OF JUSTICE ANNOUNCES GRANTS FOR TRAINING ON PREVENTION OF IMMIGRATION-RELATED JOB DISCRIMINATION. On October 14, 2010, the Department of Justice issued a press release announcing that $720,000 in grants has been awarded to thirteen organizations throughout the country to conduct public education programs for workers and employers about immigration-related job discrimination.

EFFECTS OF INVALID PUERTO RICO BIRTH CERTIFICATES ON THE FORM I-9 PROCESS. On July 1, 2010, Puerto Rico began issuing new Puerto Rican birth certificates to U.S. Citizens born in Puerto Rico. As of October 31, 2010, Puerto Rican birth certificates issued prior to July 1, 2010, will no longer be valid. The Citizenship and Immigration Services (USCIS) has issued a press release providing guidance to US employers with regard to the I-9 process. For new employees, employers may continue to accept all Puerto Rican birth certificates through October 30, 2010; after that date, only the new Puerto Rican birth certificates (e.g., those birth certificates issued on or after July 1, 2010) will be acceptable for employment eligibility verification (I-9) purposes. Of note, for current employees, there is no need to reverify the employment eligibility of employees who previously presented pre-July 1, 2010, Puerto Rican birth certificates. Federal contractors subject to E-Verify may continue to accept all Puerto Rican birth certificates prior to October 31, 2010, but beginning on that date, only the new Puerto Rican birth certificates issued on or after July 1, 2010, will be acceptable.

TPS AND DED INFORMATION FLYERS. The Office of Special Counsel for Immigration Related Unfair Employment Practices (OSC) has released two new flyers, one for employees and one for employers, called “Form I-9 Document Issues:   Temporary Protected Status (TPS) and Deferred Enforced Departure (DED)”   OSC receives many calls on its employer and worker hotlines about documentation requirements for TPS and DED beneficiaries, especially when USCIS announces an automatic extension of their employment authorization documents (EADs).  The flyers are available here and on the OSC website under the link for "Temporary Protected Status (TPS) Updates." OSC’s employer hotline can be reached at 1-800-255-8155, and the worker hotline is 1-800-255-7688.  

AVAILABILITY OF DHS’S E-VERIFY VIDEOS. The Department of Homeland Security’s (DHS) U.S. Citizenship and Immigration Services, in collaboration with DHS’s Office for Civil Rights and Civil Liberties, recently released two videos about the E-Verify process aimed at employers and employees.  “Know Your Rights: Employee Rights and Responsibilities,” aimed at employees, places special emphasis on the rights of employees, particularly when an employee receives a message from E-Verify indicating that there is a problem with the employment eligibility documents that the employee submitted to the employer.  “Understanding E-Verify: Employer Responsibilities and Worker Rights,” aimed at employers, explains E-Verify rules, procedures, and policies to employers with an emphasis on safeguarding employee privacy.  For more information about these videos, visit E-Verify's web site. To view both videos, click here. To view “Know Your Rights: Employee Rights and Responsibilities” in Spanish, click here. If you are interested in a free copy of the video, please contact OSC at 1-800-255-7688 (800-237-2515 (TTY)) or OSCCRT@usdoj.gov.

NEW OSC FLYERS RELEASED ON REFUGEES AND ASYLEES WORK ELIGIBILITY. The Office of Special Counsel for Immigration Related Unfair Employment Practices (OSC) has released two new flyers – one for employees and one for employers – on employment eligibility for refugees and asylees, called “Refugees and Asylees Have the Right to Work.”  Refugees and asylees are authorized to work indefinitely and are protected individuals under the anti-discrimination provision of the Immigration and Nationality Act (INA).  However, OSC receives many questions on its employer and worker hotlines about refugee and asylee work authorization documentation.  In preparing the flyers, OSC requested and incorporated comments and suggestions from components of USCIS and the DHS Office of Civil Rights and Civil Liberties.  The flyers are available here and on the OSC website under the link, "Protections for Asylees and Refugees". OSC’s employer hotline can be reached at 1-800-255-8155, and the worker hotline is 1-800-255-7688.           

JUSTICE DEPARTMENT RELEASES VIDEO EXPLAINING FEDERAL PROTECTIONS AGAINST IMMIGRATION-RELATED DISCRIMINATION IN THE WORKPLACE. The new OSC video is aimed at educating employers about worker rights and employer responsibilities under the anti-discrimination provision of the Immigration and Nationality Act. The half-hour long video, available in DVD format, describes the types of discrimination prohibited by the INA and how employers can avoid discriminatory practices.

Anyone interested in ordering the video or seeking assistance from OSC may call its toll-free employer hotline at 800-255-8155 (voice) or 800-237-2515 (TTY) or its worker hotline at 800-255-7688.

Press Release.

Access to Government for People who are Limited English Proficient -- Website and Press Page