Crook Legal Group Blog

The Wage & Hour Division of the U.S. Department of Labor issued a “Field Assistance Bulletin,” providing more information regarding how it will be enforcing the new Families First Coronavirus Response Act (FFCRA). (In case you missed it, you can find an overview of the requirements in the FFCRA here.)

Hiring is a compliance minefield. Laws, rules, and regulations loom at every turn to trip employers up. The process involved in verifying a person’s employment authorization is no different. Most employers know how to fill out an initial I-9 when taking on a new hire; but they often have questions about other aspects of I-9 compliance, such as:

Hiring is a compliance minefield. Laws, rules, and regulations loom at every turn to trip employers up. The process involved in verifying a new hire’s employment authorization is no different. Most employers know how to fill out an initial I-9 when taking on a new hire. But they often have questions about other aspects of I-9 compliance, such as:

Diversity in the workplace has become a focus for many employers, and for good reason—companies benefit from having a variety of experiences, backgrounds, and viewpoints to draw from. But when people talk about “diverse” employees, they are usually referring to employees whose race, color, sex, national origin, religion, age, ability, gender identity, and/or sexual orientation are different from the employees traditionally found in the company.