One consultant recommends writing out a policy statement concerning drug and alcohol use at work and coming to work in a drug or alcohol-induced state. He advises that the policy should state that the use of drugs or alcohol on the job are unacceptable and grounds for disciplinary action, including dismissal. Another consultant suggests that the small business owner investigate outside employee assistance programs as a way of offering help to troubled employees at a relatively low cost. If no such provider is available in the area, you may want to join with other local companies to create an employee assistance program together. Under the Immigration Reform and Control Act of 1986, employers must hire only U.S. citizens and aliens authorized to work in the United States.
Violators can face stiff fines.
Their answers should be noted on your employment records. Documents that satisfy the verification requirements include a U.S. passport, certificate of U.S. citizenship, certificate of naturalization and certain foreign pass-ports and resident alien cards. Documents such as a Social Security card or birth certificate also are acceptable if examined together with approved identification such as a driver's license. Employers must keep the verification forms on file for three years from the date of hire or for one year following the employee's separation from service, whichever is later. Contact your local INS office to receive a copy.