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Dealing with foreign employees from an HR perspective

Posted on September 13th, 2011 Read time: 1 minutes

Human resources administration may often serve as a liaison for immigrants within their companies. There are some common issues that HR administration must be aware of when it comes to immigration laws, the Society for Human Resource Management reports.

Foreign workers may be confined to work in specific locations based on recommendations made by the employer in the initial visa petition. It's HR's job to stay in contact with the foreign worker's supervisor to ensure the worker is still employed within his or her restricted range.

For HR workers who want first-hand proof of a foreign employee's location, U.S. Citizenship and Immigration Services recently increased the number of on-site visits allowed. 

In addition, the 1-9 records of foreign employees must be kept for three years following a hire, or one year after termination. If this time frame has been eclipsed, HR management should rid their files of these records to remain in compliance and maintain organization.

The Atlanta Journal Constitution reports that questions remain among Georgia employers when it comes to using the federal E-Verify program to determine foreigner eligibility. Some companies are still unsure which employees must be submitted to the database.  

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