The Civil Rights Division (CRD) of the United States Department of Justice recently issued guidance to help employers avoid citizenship status and national origin discrimination when posting online job opportunities. Within the CRD, the Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) enforces the anti-discrimination provision of the Immigration and Nationality Act § 274B, 8 U.S.C. § 1324b. The statute prohibits citizenship or immigration status discrimination with respect to hiring, firing, and recruitment by employers with four or more employees. U.S. citizens and nationals, permanent residents (Green Card holders), asylees and refugees are protected from citizenship status discrimination.
On April 13, 2015, U.S. Citizenship and Immigration Service (USCIS) released the H-1B “cap” count, indicating that during the filing period it had received nearly 233,000 petitions for H-1B work visas. This means that U.S. employers filed approximately 233,000 petitions during the five-day window of opportunity that opened on April 1 and closed on April 7, 2015.
Comprehensive inspections will increasingly focus on “identifying and controlling health hazards,” particularly in connection with the requirements of 30 CFR Parts 56/57.5002. MSHA says that it will be evaluating operator evidence of surveys conducted pursuant to the standard, which provides: “Dust, gas, mist, and fume surveys shall be conducted as frequently as necessary to determine the adequacy of control measures.”
In the previous two posts of this three-part series (here and here), I discussed the often hidden but real cost of continuing to employ problematic employees, and why this problem is so widespread. In this post, I’ll talk about how HR can help by replacing a compliance enforcement paradigm with…..