Source: https://www.justice.gov/crt/osc-letters-resolution-fy2013
Timestamp: 2018-09-22 20:51:44
Document Index: 366043530

Matched Legal Cases: ['§ 1324', '§ 1324', '§ 1324', '§ 1324', '§ 1324', '§ 1324', '§ 1324', '§ 1324', '§ 1324', '§ 1324', '§1324', '§1324', '§1324', '§1324', '§1324', 'art 1', 'art 2', '§1324', '§ 1324', '§ 1324', '§ 1324', '§ 1324']

OSC Letters Of Resolution For FY2013 | CRT | Department of Justice
The following are summaries of letters of resolutions issued in fiscal year 2013 (October 1, 2012 - September 30, 2013):
On October 2, 2012, OSC issued a letter of resolution resolving a charge of discrimination alleging that a company committed document abuse against an individual with TPS when it refused to accept the individual's automatically-extended EAD during the Form I-9 reverification process. The letter of resolution acknowledges that the company reinstated the charging party and paid back pay for lost wages in the amount of $2,700, and that certain company officials will participate in an OSC-sponsored webinar. The company also will ensure compliance with 8 U.S.C. Â§ 1324b and applicable USCIS guidance regarding employment eligibility documents. (Kinston, NC)
On October 3, 2012, OSC issued a letter of resolution after investigating the charge filed by a Puerto Rican national against a national food producer. The letter was issued because the charging party and the EEOC signed a settlement agreement providing, among other things, $10,000 for the charging party. The charging party is currently employed for another employer and no longer wanted to work for the company, which has agreed to undergo training on matters pertaining to 8 U.S.C. Â§ 1324b, including taking one of OSC's webinars within ninety days of receipt of the letter. (Dallas, TX)
On October 26, 2012, OSC issued a letter of resolution resolving an investigation that the company discriminated on the basis of citizenship pattern and practice. The company agreed to review the free educational materials regarding best compliance practices available on its website within the next three month; evaluate employment practices to ensure continuing compliance with the law; and, to the extent that the company seeks applicants with experience, it will explicitly state in job advertisements that the company is seeking applicants with job related experience. (Southwick, MA)
On October 26, 2012, OSC issued a letter of resolution resolving a charge of discrimination alleging that a company committed document abuse against an individual when it allegedly refused to accept the individual's unrestricted Social Security card during the Form I-9 reverification process. The letter of resolution acknowledges that the company reinstated the charging party and paid back pay for lost wages, and that employees responsible for completion and oversight of the Form I-9 employment eligibility verification and reverification process have received comprehensive training on proper Form I-9 and E-Verify procedures and related antidiscrimination concerns raised by 8 U.S.C. Â§ 1324b. (Tempe, AZ)
On November 9, 2012, OSC issued a letter of resolution following an independent investigation. OSC initiated the investigation based upon a referral from E-Verify indicating that the company was not consistently printing Tentative Non-Confirmation ("TNC") Notices. A review of Respondent's hiring practices revealed that neither U.S. citizens nor non-citizens were harmed by these practices because the employer allowed them to continue to work without regard to the TNC response from E-Verify. Although OSC found no evidence of discrimination, just E-Verify misuse, Respondent agreed to attend two webinar trainings: one on the anti-discrimination provision of the INA from OSC and one on the proper use of E-Verify from USCIS. It has also agreed to improve its internal human resources staff training and oversight. (Twin Bridges, CA)
On November 13, 2012, OSC issued a letter of resolution following an investigation. The investigation was based on a charge from a long-term Lawful Permanent Resident who alleged citizenship status discrimination, document abuse and retaliation. During the investigation, the Charging Party was reinstated with full seniority, vacation, and pay. While the evidence was insufficient to establish reasonable cause with respect to the Charging Party's claims, a review of Respondent's hiring practices revealed that Respondent would benefit from additional training. As part of this resolution, Respondent agreed to attend two webinar trainings: one on the anti-discrimination provision of the INA from OSC and one on the proper use of E-Verify from USCIS. It has also agreed to improve its internal human resources staff training and oversight. (New Glarus, WI)
On December 12, 2012, OSC issued a letter of resolution resolving a charge of discrimination alleging that a company committed citizen discrimination against a U.S. citizen when he was fired in preference of H-1B workers. The letter of resolution acknowledges that the company reached an agreement with charging party and paid back pay for lost wages in the amount of $15,000. The charging party is currently employed for another employer and no longer wanted to work for the company. The company will ensure compliance with 8 U.S.C. Â§ 1324b regarding citizen discrimination during the hiring/firing process. (Manassas, VA)
On December 21, 2012, OSC issued a letter of resolution resolving a charge of document abuse discrimination alleging that a job applicant was not hired based on a background check by a third party commercial ability to provide the issuance state and dates of applicants' Social Security number based on their citizenship status. The letter of resolution acknowledged that the company will not deny employment based on a third party vendor's inability to provide such information. The company also ensured compliance with 8 U.S.C. Â§ 1324b regarding citizen discrimination during the hiring process. (Beverly, MA)
On December 31, 2012, OSC issued a letter of resolution resolving an independent investigation of discrimination alleging that a company committed document abuse in the application process by requiring that job applicants present a driver's license and Social Security card. The letter of resolution acknowledges that the company will not require applicants to submit a driver's license and Social Security card and will not reject List A documents such as a U.S. passport. The company also agreed not to require documents at the time of application. The company will ensure compliance with 8 U.S.C. Â§ 1324b regarding citizen discrimination during the hiring process. (Greenville, TN)
On December 31, 2012, OSC issued a letter of resolution resolving a charge of discrimination alleging that a company committed document abuse in the application process by requiring that job applicants present proof of U.S. citizenship. The letter of resolution acknowledges that the company will not recruit or hire workers based on their citizenship status in violation of 8 U.S.C. Â§ 1324b. (Frisco, TX)
On January 17, 2013, OSC issued a letter of resolution following an independent investigation. The investigation resulted from a website pre-investigation where Responded was found to post a job vacancy open to U.S. citizens only. Immediately preceding the investigation and during the investigation, Respondent had already made the changes necessary to avoid any discrimination practices. Respondent immediately corrected the wording on the job posting and re-advertised for all work authorized persons to apply. Respondent agreed that all of its hiring staff will attend a webinar training on the anti-discrimination provision of the INA. (Tucker, GA)
On February 13, 2013, OSC issued a letter of resolution to a company, in response to measures the company has taken to address concerns about its employment eligibility verification practices. In particular, the company took corrective action to ensure that its reverification practices comply with Form I-9 rules and the Immigration and Nationality Act's Anti-Discrimination Provision, and voluntarily agreed to conduct companywide training on the Form I-9 process. (Atlanta, GA)
On February 21, 2013, OSC and a company entered into a letter of agreement resolving the issue raised by a charge alleging retaliation under 8 U.S.C. Â§ 1324b. The Charging Party ("CP"), a United States citizen, alleged that her employer retaliated against her by not using her as a substitute teacher, after the CP had contacted OSC's worker hotline to seek assistance. OSC determined that the underlying charge did not have merit and should be dismissed. The company, however, agreed to participate in one of OSC's employer webinars to ensure that their human resources personnel engage in best practices under 8 U.S.C. Â§ 1324b. (Carey, OH)
On February 28, 2013, a letter of resolution was issued reflecting the Respondent's commitment to provide continual training on verifying employment eligibility, to abide by immigration-related unfair employment practices dictated by 8 U.S.C. Â§ 1324b, and to post OSC's antidiscrimination poster in its employment office. Charging Party, a native-born U.S. citizen, alleged document abuse, because he was required to produce a Social Security card, even though he presented a U.S. passport and driver's license to establish his employment eligibility. The investigation indicated that all job applicants were required to produce evidence of a Social Security number for I-9 and accounting purposes. The rule was applied indiscriminately to all applicants, regardless of their citizenship status or national origin. No injured parties were discovered. (Reno, NV)
On February 28, 2013, OSC issued a letter of resolution to a company resolving a retaliation claim made by a former employee. The claim alleges the company retaliated against the individual by changing her job duties, salary, and schedule after her husband made a verbal complaint to OSC's hotline. OSC's letter of resolution to the company dismisses the claim based on the company's payment of back pay in the amount of $8,180 to the charging party as well as the company's agreement to participate in an OSC-sponsored webinar about the anti-discrimination provision of the INA. (Houston, TX)
On April 11, 2013, OSC and a company entered into a letter of resolution resolving the issue raised by OSC's independent investigation of Respondent's job announcements on the internet which inferred that applicants needed to be U.S. citizens. A review of the Respondent's payroll and I-9 documents showed that non-citizens were hired despite the restrictive language in their ads. Upon being informed of the independent investigation, the Respondent eventually took remedial measures correcting their employment announcements. No injured parties were discovered. A review of the Respondent's listing of new employees during the last six months indicated a diversity of citizenship status. Because the investigation established that the Respondent's actual hiring practices were not infected by citizenship status discrimination, a letter of resolution acknowledging Respondent's commitment to revising its equal employment policy to include citizenship status protections, to abide by immigration related unfair employment practices dictated by 8 U.S.C. Â§1324b, and to post OSC's anti-discrimination poster in its employment office, was issued. (Las Vegas, NV)
On May 8, 2013, OSC issued a letter of resolution following an independent investigation. The investigation resulted from a referral from USCIS. While the evidence was insufficient to establish a violation of 8 U.S.C. Â§1324b, the company agreed that its E-Verify Employment Verification operators will participate in OSC's webinar training program for employers. Immediately preceding the investigation and during the investigation, Respondent had already made significant efforts to improve its internal human resources staff training and oversight. (Fairfield, CA)
On May 9, 2013, OSC issued a letter of resolution to a healthcare company resolving an allegation that the company discriminated in hiring on the basis of citizenship status when it posted web-based job advertisements seeking medical positions with U.S. citizen status. The investigation revealed the U.S. citizenship requirement in the job postings was not pursuant to law, regulation, government contract, or determination by the Attorney General, and was in violation of 8 U.S.C. Â§1324b's prohibition on citizenship status discrimination. The company removed the discriminatory advertisements, implemented a new job posting policy, and trained its staff both internally and externally through an OSC-sponsored webinar. The letter of resolution recognizes the company's remedial actions and its commitment not to discriminate on the basis of citizenship status in violation of 8 U.S.C. Â§1324b. (Portland, OR)
On June 14, 2013, OSC issued a letter of agreement resolving the issue raised by a charge alleging document abuse under 8 U.S.C. Â§1324b. The Charging Party, an asylee, alleged that the company committed document abuse when it required her to produce a green card after she presented a driver's license and Social Security card. Following OSC's investigation, it was determined that the underlying charge did not have merit and should be dismissed. The Charging Party had not correctly completed Part 1 of the Form I-9, thus precluding the employer from completing the Part 2 of the Form I-9. In the interim, the company entered into a bilateral agreement with the Charging Party wherein she received $116 in back pay, and requested dismissal of her charge. The company also agreed to have its managers participate in OSC's employer webinars to ensure that their human resources personnel engage in best practices under 8 U.S.C. Â§1324b, when there is miscommunication between the employer and employee during the completion of the I-9 process. (Newark, NJ)
On August 20, 2013, OSC issued a letter of resolution resolving an independent investigation of alleged document abuse and unfair hiring practices against a state public health entity. The letter of resolution acknowledges that after OSC's investigation, the entity removed language from its application form that requested an applicant's alien registration number and expiration date and it also discontinued use of a new hire processing form that on its face appeared to request specific Form I-9 specific documents from individuals. Additionally, the entity's human resources personnel will participate in an OSC-sponsored webinar to learn about their responsibilities under 8 U.S.C. Â§ 1324b. (Houston, TX)
On August 27, 2013, OSC issued a letter of resolution resolving an independent investigation of alleged job posting preference for U.S. citizens for specialized machinist. The letter of resolution acknowledges that a violation of 8 U.S.C. Â§ 1324b did not occur because the job required the manufacturing of parts under federal contracts that explicitly excluded foreign nationals or immigrant aliens and allowed limited information to be known to the U.S. citizens. However, Respondent agreed to accept OSC's recommendation to include language in its current and future postings clearly stating that citizenship status is a requirement of the federal contract. (Houston, TX)
On August 28, 2013, OSC issued a letter of resolution resolving an independent investigation of an alleged pattern or practice of document abuse against an Illinois staffing company. The letter of resolution acknowledges that the company will refrain from asking applicants about their citizenship status when they apply for a job and from requesting specific Form I-9 documents from those individuals. The company also agrees to provide the list of the DHS-acceptable documents to each individual who completes a Form I-9 and allow the individual to choose. Additionally, the company's human resources personnel will participate in an OSC-sponsored webinar to learn about their responsibilities under 8 U.S.C. Â§ 1324b. (West Chicago, IL)
On August 30, 2013, OSC issued a letter of resolution completing an investigation of alleged document abuse and citizenship status discrimination filed against an employment agency. The letter of resolution acknowledged that after OSC completed its investigation, the agency revised its recruitment and hiring practices and discontinued an unwritten practice of requesting an identification document and social security card of each applicant before allowing him or her to complete a job application. The employment agency has also notified all staff of OSC's toll-free hotline number. (Lumberton, NC)
On September 19, 2013, in four separate and unrelated charges against a company, the charges alleged that human resources officials at a local outlet engaged in citizenship status discrimination and document abuse in the verification and re-verification process that resulted in their termination. In each of these cases, OSC's investigation developed facts arguably sustaining a prima facie case of document abuse in the employment re-verification process. Based on their separate investigations, each of the three different OSC staff members independently concluded that the company officials advanced or non-pretextual legitimate non-discriminatory reason rebutting the prima facie case or the alleged act of document abuse took place under factual circumstances that that undermined the inference of discrimination flowing from the prima facie case. Before OSC issued its investigative findings, counsel for the company advised OSC that his client was willing to explore the possibility of a global settlement resolving all four charges. The terms and understanding contained in the letter resolution stated that the company provide each Charging Party backpay and the company agreed to go through extensive training. (Lynn, MA; Clearwater, FL; Stockbridge, GA; Lincoln, NE)
On September 20, 2013, OSC issued a letter of resolution resolving an independent investigation of alleged job posting preference for U.S. citizens for an Administrative/Accounting Clerk by a company. The letter of resolution acknowledges that the company will not recruit or hire workers based on their citizenship status and will not post discriminatory job advertisements requiring U.S. citizenship. The company also agrees to update its employee policy manual. Additionally, the company's human resources personnel will participate in an OSC-sponsored webinar to learn about their responsibilities under 8 U.S.C. Â§ 1324b. (Norcross, GA)