BY NELSON J. XU
In a previous article I wrote (See “The importance of I-9 compliance and E-Verify for employers,” in the Aug. 24, 2015 issue of the Journal), I emphasized the mandatory nature of I-9 compliance and the consequences employers might face for I-9 violations. As a follow-up and an illustration of the previous discussion, this article introduces a recent Office of the Chief Administrative Hearing Officer case highlighting the serious punishment for I-9 violators.
. . .
This content is available only to subscribers. If you are a member, please log in.