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Affirmative Action Form I9

When it comes to the process of hiring an employee, employers know that there are several documents that are required for complete law. One such document, and the step that creates more doubts on employers is the Form I9. Why

Form I9?

Both federal and state laws prohibit discriminating against any individual (other than an alien not authorized to work in the U.S.) in hiring, firing and recruiting due to the individual's national origin or citizenship status. It is illegal to discriminate against work eligible individuals. Employers CAN NOT specify which document (s) will accept from an employee. This is precisely why all new employees must complete the I9. The purpose of this form is to document that each new employee (citizen or non-citizen) hired after November 6, 1986 is authorized to work in the United States and Puerto Rico. I9 form specifies that documents can be accepted to ensure both the identity and eligibility to work of an employee, and standardizing documents that employers may ask job candidates. How much

Form I9?

This document is free and available through the website of the Federal Bureau of Citizenship and Immigration Services of the United States at the following address: http://www.uscis.gov/files/form/i -9_spanish.pdf

This document is available in English and English and is reviewed by Federal Bureau of Citizenship and Immigration Services of the United States from time to time, for example, currently available I9 will have a new format for 2012.

Can you photocopy the form I9?

A blank copy of Form I-9 may be reproduced, provided both sides are copied. The instructions must be available to all employees completing this form.

How long the employer must retain the Form I9 of its employees?

Employers must retain completed I-9 forms for three (3) years after the date of hire or one year after the date employment ends, whichever is later. Form I-9 may be signed and stored electronically, as authorized in regulation 8 CFR § 274a.2 of the Department of Homeland Security.

* Information provided by the Federal Bureau of Citizenship and Immigration Services United States

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Affirmative Action Program (AAP) is a management mechanism designed to ensure equal Employment Opportunity. Requires employers to take these affirmative action to employ women and persons belonging to minority groups and protected by law.

Order Executive 11246 (1965)-Amended by EO 11375 - prohibits contractors and sub-contractors (goods and services) of the Federal Government, discrimination based on race, color, religion, sex or national origin in employment.

The AAP includes programs of action in good faith, affirmative and "proactive", designed to mirror the market. Are steps and recommendations to follow for correcting areas of underutilization of minorities and protected by law.

What employers may be required by law to maintain an Affirmative Action Program?

Employers who have contracts and sub-contracts (contracts with companies that in turn contracts with the Government Federal) for the delivery of supplies or services and have 50 or more employees;

"If the employer has contracts of $ 50,000.0 or more with the federal government,
" If the employer is the depository of federal funds in any amount,
"If the employer is a financial institution that acts as paying agent or issuer of Bonds and Savings Notes
United States of America (U.S. Savings Bonds and Savings Notes) on any number

Typically companies and universities, hospitals, banks, cooperatives, private companies for services or products must comply with this law. The AAP is a requirement of compliance with federal laws may result in termination the contract of the company, penalties and fines for both contractors and sub-contractors.

If you are an employer and do not know if this law applies to you can call the Puerto Rico Office of the EEOC at 1-800-669-4000 for guidance.

Professional Human Resources Consulting relishing this and other services in the area of \u200b\u200bHuman Resources for more information contact 787-645-5840 or at 787-909-0873.

* This paper is a collaboration of Mr. Francisco Santos, President of VASA Consulting Group and Prof. Elsie Y. Galarza Jiménez, President of the Professional Human Resources Consulting.