Mobility Magazine, February 2002

Number of Relocation Offers, Acceptance Rate Unchanged in Past Year

More than 60 percent of companies responding to a Relocation Resources International (RRI) survey released December 6 said they are as likely to offer relocations today as they were one year ago. Also, they said relocation volume likely will remain the same. More than 90 percent of companies polled said employees would be as likely to accept relocation now as they were one year ago. Of the 40 percent of companies less likely to offer relocations at this time, budget concern was the most common reason given for making fewer relocation offers. "The recurring theme was, 'Continue to find ways to help us reduce our costs,'" said Ellie Sullivan, SCRP, vice president, marketing, RRI, Boston, MA.

Question - What are the employer responsibilities under the Immigration Reform and Control Act (IRCA)?

Taken directly from HR Comply Employment Guide and Professional Series www.hrcomply.com

The Immigration and Nationality Act of 1990 which amended the Immigration Reform and Control Act (IRCA) includes six conditions which affect the responsibilities of an employer. The conditions which affect an employer are:

1. Employers cannot request more or different documents than are required under the new anti-discrimination provision.
2. Employers cannot knowingly use, attempt to use, possess, obtain, accept, or receive any forged, counterfeit, altered or falsely made documents which come under the new fraud conditions.
3. Employers cannot back-date or otherwise falsely make Form I-9 appear as if they are or have been in compliance with the Immigration Reform and Control Act (IRCA).
4. Employers must have new employees complete section 1 of the employment verification Form I-9 at the time of the hire by filling in the correct information, signing and dating the form.
5. Employers are responsible for reviewing and ensuring that the employees fully and properly complete section 1 of the employment verification Form I-9.
6. Employers must examine the original document(s) (the only exception is a certified copy of a birth certificate) presented by the employee and then fully complete section 2 of the employment verification Form I-9.

Employers must keep the employment verification Form I-9 for 3 years after the date employment begins or 1 year after the person's employment is terminated, whichever is later.

Side note, do not keep the I-9's in the employees file, they must be kept separate.