Uh-oh! Now what?

Somehow, somewhere, someone has listed your company as an "alleged" employer of illegal aliens.

How or why did this happen?

Well, only the person who submitted it will have the exact answer, but reviewing the evidence submitted will give you an idea of where they are coming from and what they have witnessed. If the evidence submitted sounds reasonably suspicious and/or it seems to be rooted in details, chances are we have not removed the listing.

So, what now?

Here are some suggestions:

1. Immediately fire any known illegal aliens
2. Review all of your employee documents to ensure they comply with all federal requirements for employment eligibility. Here's a quick list of the ten ways all of your foreign-born employees could have used to establish their eligibility for employment. You can click here for more information.
     a. U.S. Passport/Drivers License
     b. Certificate of U.S. Citizenship
     c. Certificate of Naturalization
     d. Unexpired foreign passport with I-551 stamp or attached form I-94 indicating unexpired employment authorization
     e. Permanent Resident Card or Alien Registration Receipt Card with photograph (Form I-151 or I-551)
     f. Unexpired Temporary Resident Card (Form I-688)
     g. Unexpired Employment Authorization Card (Form I-688A)
     h. Unexpired Reentry Permit (Form I-327)
     i. Unexpired Refugee Travel Document (Form I-571)
     j. Unexpired Employment Authorization Document issued by DHS that contains a photograph (Form I-688B)
3. If you pick up day laborers, stop it!
4. Inspect any jobsites on an unannounced basis and see who is working there. Bring HR records to cross-check all employees. Many times, job superintendents will recruite day laborers to "catch up" on a job they're falling behind on. This will be done unbeknownst to the management or executives.
5. All in all, SmartBusinessPractices.com is a great resource for you to check your procedures.