IRCA (Form I-9) Compliance and Employer Sanctions

The Immigration Reform and Control Act of 1986 (IRCA) created a legal requirement for employers to verify the identity and employment eligibility of all employees hired after November 6, 1986. In today’s legal, business, and political climate the once-routine Form I-9 paperwork for new hires now has critical and far-reaching consequences. This is particularly evident in M&A contexts, even for employers who are not in so-called target industries.

Irregularities in Form I-9 filings may trigger investigations, subpoenas and even full-scale worksite raids by federal authorities that may result in loss of employees, substantial fines, negative press and, in egregious cases, criminal charges. Employers may turn to The Law Offices of Brian J. Halliday, Inc. for guidance on how to comply with IRCA and all associated immigration regulations.

Limiting employer exposure to sanctions

The Law Offices of Brian J. Halliday, Inc. advises employers on how to—

• Perform regular IRCA compliance audits
• Educate hiring managers on the implications of the law
• Assess and mitigate potential liability in due diligence matters
• Establish working IRCA compliance programs to limit employer exposure to potentially crippling sanctions

Compliance with IRCA is also required to weather Federal Contract Compliance audits. And a solid I-9 compliance program eliminates roadblocks that may be encountered in due diligence, making an enterprise more attractive for mergers and acquisitions.

Integrity. Expertise. Personal service.

For experienced legal advice on how to set up an effective IRCA compliance program that protects your business, contact The Law Offices of Brian J. Halliday, Inc.