ऑिफस ऑफ

पे यल काउ सेल फॉर इिमग्रेशन िरलेटेड अनफेयर ए

लॉयमे ट प्रेिक्टिसज़ (आप्रवािसय के रोजगार

से संबंिधत अयोग्य गितिविधय के िलए खास वकील का कायार्लय)
यू.एस.िडपाटर् मे ट ऑफ जि टस िसिवल राइ स िडिवज़न (अमिरकी

याय िवभाग मानव अिधकार प्रभाग)

नाम/सो यल िसक्योिरटी नंबर नो-मैच (मेल न खाना) के बारे म बार-बार पछ
ू े जाने
वाले प्र न

मझ
ु े सो यल िसक्योिरटी एडिमिन ट्रे शन (SSA) नो-मैच पत्र क्य िमला है?

1.

SSA नो-मैच पत्र तब भेजे जाते ह, जब िनयोक्ता SSA को िकसी कमर्चारी के बारे म जो जानकारी दे ता है , और SSA के िरकॉडर् म कमर्चारी के बारे म जो
जानकारी है , उस म फकर् होता है । SSA नो-मैच के सामा य कारण म ह

पेिलंग म गलती, नाम बदलना, डेटा प्रिव ट करते समय िनयोक्ता की गलितयाँ,

अथवा सो यल िसक्योिरटी नंबर का द ु पयोग। केवल एक नो-मैच पत्र िकसी कमर्चारी के यू.एस. के की नागिरकता, आप्रवासन ि थित अथवा युनाइटे ड
टे स म काम करने की पात्रता के बारे म कोई िवधान नहीं है ।.
मझ
ु े SSAसे एक नो-मैच पत्र िमला है —म क्या क ँ ?

2.

यिद आपको काम करने का अिधकार प्रा त है , और आपको SSA से एक नो-मैच पत्र प्रा त हुआ है , तो आपको पत्र म दी गई जानकारी की आपके सो यल
िसक्योिरटी काडर् पर जो िलखा है , उससे तल
ु ना करनी चािहए।.

•

यिद पत्र म दी गई जानकारी आपके सो यल िसक्योिरटी काडर् पर दी गई जानकारी से मेल नहीं खाती, तो पत्र के साथ शािमल फॉमर् भर कर उसे

िजतना संभव हो उतना ज दी SSA को भेज द।.
•

यिद पत्र की सारी जानकारी आपके सो यल िसक्योिरटी काडर् पर िदखाई जानकारी से मेल खाती है , तो िजतना ज दी हो सके, अपने

थानीय सो यल

िसक्योिरटी कायार्लय म जा कर पता लगाएं िक नो-मैच क्य हुआ।.
क्या सारे नो-मैच पत्र SSA से आते ह?

3.

नहीं। नो-मैच पत्र अ य सरकारी एजेि सय अथवा िनजी

यवसाय जैसे िक

वा

य बीमा कंपिनय और बैकग्राउं ड चैक करने वाली कंपिनय से भी आ

सकते ह।.
मेरे िनयोक्ता को SSA के अलावा िकसी

4.

ोत से एक नो-मैच िमला — म क्या क ँ ?

यिद आप काम करने को अिधकृत ह, और आपके िनयोक्ता को िकसी अ य एजे सी या कंपनी, जैसे िक

वा

य बीमा कंपनी, से नो-मैच नोिटस िमला

हो, तो आपको नो-मैच नोिटस की एक प्रित माँगनी चािहए और:
•

कंपनी/एजे सी का संपकर् कर पता लगाना चािहए िक क्या उ ह ने SSA को आपकी सही जानकारी प्रदान की थी।.

•

यिद एजे सी/कंपनी ने सही जानकारी दी थी, तो यह पता लगाने के िलए िक नो-मैच क्य हुआ, अपने

थानीय सो यल िसक्योिरटी कायार्लय म जाएं।.

यिद मझ
ु े नो-मैच िमलता है , तो मझ
ु े कौन -से अिधकार प्रा त ह?

5.

आपके िनयोक्ता को केवल नो-मैच जानकारी के आधार पर आपके िखलाफ कोई भी कारर् वाई (जैसे िक आपको काम से िनकालना, िनलंिबत करना या
पदावनत करना (पहले से िन न

थान पर रखना), वेतन न दे ना, काम के घंटे न दे ना अथवा प्रिशक्षण न दे ना) नहीं करनी चािहए। आपके िनयोक्ता को

आपसे अिधक द तावेज नहीं माँगने चािहए या िफर नो-मैच नोिटस के आधार पर उसे आपसे नया फॉमर् I-9 नहीं भरवाना चािहए। यिद आपका िनयोक्ता
इनम से कुछ भी करता है , तो आपको हमारे कायार्लय से इस टॉल-फ्री नंबर पर संपकर् करना चािहए 1-800-255-7688.
मझ
ु े मेरे नो-मैच के बारे म जानकारी दे ने के अलावा, मझ
ु े अपने िनयोक्ता से क्या अपेक्षा करनी चािहए?

6.

यिद आप काम करने को अिधकृत ह, लेिकन आपको एक नो-मैच सम या है , तो आपको अपने िनयोक्ता से इनकी अपेक्षा करनी चािहए:
•

नो-मैच सम या के समाधान के िलए एक वािजब समय अविध ।;

•

आपकी नागिरकता की ि थित या रा ट्रीय मूल जो भी हो, नो-मैच के प्रितभाव म समान यवहार।;

•

आप अपनी नो-मैच सम या का समाधान कर रहे ह उस दौरान काम करना जारी रख पाना।;

•

आपने नो-मैच सम या का समाधान िकया है या नहीं उस बारे म समयांतर पर अपने िनयोक्ता से बातचीत।.

7.

मुझे नो-मैच के बारे म अिधक जानकारी कहाँ िमल सकती है?

सो यल िसक्योिरटी एडिमिन ट्रे शनने SSA नो-मैच पत्र के संबंध म बार-बार पूछे जाने वाले प्र न के उ तर यहाँ उपल ध कराये ह http://ssa-

custhelp.ssa.gov/app/answers/detail/a_id/1127 और http://ssa-custhelp.ssa.gov/app/answers/detail/ a_id/2199/kw/2199 । प्र न अथवा
नो-मैच पत्र अथवा उसके जैसे नोिटस का उ तर दे ने के तरीको के बारे म सहायता के िलए हमारे कायार्लय को इस नंबर पर टॉल-फ्री फोन कर 1-800-2557688 अथवा दे ख http://www.justice.gov/crt/about/osc/pdf/publications/SSA/FAQs.pdf ।
ऑिफस ऑफ ध पे यल काउ सेल फॉर इिमग्रेशन िरलेटेड अनफेयर ए

लोयमे ट प्रेिक्टिसज़ (आप्रवासन संबंधी अ यायपूणर् यवहार के िलए खास वकील के कायार्लय)

िनःशु क कमर्चारी हॉटलाइन: 1-800-255-7688 (सोमवार – शुक्रवार, सुबह 9 से शाम 5 ईटी) दभ
ु ािषये उपल ध ह http://www.justice.gov/crt/about/osc/
Hindi

ऑिफस ऑफ

पे यल काउ सेल फॉर इिमग्रेशन िरलेटेड अनफेयर ए

लॉयमे ट प्रेिक्टिसज़ (आप्रवािसय के रोजगार

से संबंिधत अयोग्य गितिविधय के िलए खास वकील का कायार्लय)
यू.एस.िडपाटर् मे ट ऑफ जि टस िसिवल राइ स िडिवज़न (अमिरकी

याय िवभाग मानव अिधकार प्रभाग)

कमर्चािरय के िलए नाम और सो यल िसक्योिरटी नंबर (SSN) “नो-मैिचज़” (NoMatches) जानकारी

आपको क्या पता होना चािहए:
• नाम/सो यल िसक्योिरटी नंबर (SSN) नो-मैच सो यल िसक्योिरटी एडिमिन ट्रे शन (SSA), अ य सरकारी एजेि सय अथवा
िनजी कंपिनय से आ सकते ह।

• यिद आपको या आपके िनयोक्ता को SSA से नो-मैच पत्र िमलता है , तो पत्र म आपको क्या करना चािहए, उसके इस बारे म
िनदश ह गे।

• यिद आपको या आपके िनयोक्ता को अ य सरकारी एजेि सय अथवा िनजी कंपिनय से एक नो-मैच नोिटस

िमलता है , तो

आपको उस एजे सी या कंपनी ने SSA को जो जानकारी दी, उसकी जाँच करनी चािहए। यिद जानकारी सही हो, तो यह
पता लगाने के िलए, िक नो-मैच क्य हुआ, SSA से संपकर् कर।
• नाम/SSN नो-मैच गलत अथवा पुरानी जानकारी के कारण हो सकते ह।.
• आप य.ू एस. के नागिरक बन जाएं, अथवा शादी, तलाक या िकसी भी अ य कारण से आपका नाम बदल जाए, तो SSA के
पास के आपसे संबंिधत िरकॉडर् को संभव उतना ज दी अ यतन कराना आपकी िज मेदारी है ।

• आपका िनयोक्ता आपसे पछ
ू सकता है , िक आपने नो-मैच को ठीक करने की कोिशश करने के िलए क्या िकया।.

आपको अपने िनयोक्ता से इनकी माँग करनी चािहए:
• नो-मैच का िववरण दे ती हुई िलिखत जानकारी।;

• यह जाँच करना िक आपके िनयोक्ता के पास उसके िरकॉडर् म आपका सही नाम और SSN है ।;
• आप अपना नो-मैच ठीक कर तब तक काम करना जारी रखना।;

• द तावेज इकट्ठा कर अपने नो-मैच को ठीक करने के िलए पयार् त समय।;
• जब आप अपने नो-मैच का समाधान कर रहे ह , तो आपकी
अ य कमर्चािरय जैसा ही यवहार हो।.

नागिरकता की ि थित या रा ट्रीय मूल जो भी हो, आपके साथ

आपको 1-800-255-7688 पर OSC हॉटलाइन को फोन करना चािहए यिद आपका िनयोक्ता:

• आपको नो-मैच को ठीक करने के िलए वािजब समय दे ने से पहले केवल नो-मैच नोिटस के आधार पर एक नया फॉमर् I-9
भरने को कहता है ।;
• केवल नो-मैच के आधार

पर आपको काम नहीं करने दे ता अथवा आपका वेतन/घंटे काटता है ।;

• नो-मैच को ठीक करने के िलए पयार् त समय नहीं दे ता।;
• िविभ न कमर्चािरय के रा ट्रीय मूल अथवा नागिरकता की ि थित के आधार पर अलग-अलग नो-मैच प्रिक्रयाओं का अनुसरण
करता है ।;

• नो-मैच के कारण आपसे SSA अथवा कोई भी अ य सरकारी द तावेज लाने की माँग करता है ।.
ऑिफस ऑफ ध पे यल काउ सेल फॉर इिमग्रेशन िरलेटेड अनफेयर ए

लोयमे ट प्रेिक्टिसज़ (आप्रवासन संबंधी अ यायपूणर् यवहार के िलए खास वकील के कायार्लय)

िनःशु क कमर्चारी हॉटलाइन: 1-800-255-7688 (सोमवार – शुक्रवार, सुबह 9 से शाम 5 ईटी) दभ
ु ािषये उपल ध ह http://www.justice.gov/crt/about/osc/
Hindi


이민 관련 불공정 고용 관행 특별 조사국
미국 법무부 인권국

이름과 사회 보장 번호 불일치에 관한 문의
왜 사회 보장국(SSA)에서 정보 불일치 편지를 받게 되었나?

1.

고용주가 사회 보장국(SSA)에 제공한 피고용인에 대한 정보가 사회 보장국(SSA)의 기록과 다를 경우 정보 불일치 편지가 발송된다.
주로 철자 오류, 이름 변경, 자료 입력 시 고용주의 실수나 사회 보장 번호를 오용하는 경우 등의 이유로 불일치가 발생한다. 정보
불일치 편지는 피고용인의 미국 시민권이나 이민 신분 또는 미국에서 일할 자격에 관한 정보를 제공하지는 않는다.

사회 보장국(SSA)에서 정보 불일치 편지를 받았는데, 어떻게 해야 하나?

2.

취업을 허가받았는데 사회 보장국(SSA)에서 불일치 편지를 받았으면, 불일치 편지의 정보와 자신의 사회 보장 카드의 정보가
일치하는지 확인해 본다.
 불일치 편지의 정보가 사회 보장 카드와 일치하지 않으면 동봉된 양식을 작성하여 사회 보장국(SSA)으로 가능한 한 빨리 보낸다.
 불일치 편지의 정보가 사회 보장 카드와 모두 일치하면 지역 사회 보장국 사무소를 방문하여 불일치가 왜 발생하였는지 확인한다.

모든 정보 불일치 편지는 사회 보장국(SSA)에서 발송하나?

3.

아니다. 정보 불일치 편지는 다른 정부 기관이나 의료 보험 회사 같은 민영 사업체나 신원 조회를 수행하는 회사가 발송할 수 있다.

사회 보장국(SSA)이 아닌 다른 곳에서 고용주에게 정보 불일치 편지를 보냈다. 어떻게 해야 하나?

4.

피고용인의 취업이 허가된 상태에서 고용주가 사회 보장국(SSA)이 아닌 다른 곳(다른 정부 기관, 건강 보험 회사 등)으로부터 정보
불일치 편지를 받았으면, 피고용인은 고용주에게 정보 불일치 편지 사본을 요청하고 다음과 같이 한다:
 불일치 편지를 보낸 정부 기관이나 회사에 연락해서 그 기관이 사회 보장국(SSA)에 제출한 피고용인의 정보가 정확한지
확인한다.
 정부 기관이나 회사가 정확한 정보를 제출했으면, 지역 사회 보장국 사무소를 방문하여 불일치가 왜 발생하였는지 확인한다.

5.

정보 불일치 편지를 받으면 피고용인에게 어떤 권리가 있나?

고용주는 불일치 정보만으로 피고용인을 해고, 정직, 강등, 임금 체불, 교육 기회 박탈 또는 근무 제한 등을 할 수 없다. 또한,
고용주는 불일치 편지만으로 피고용인에게 추가 서류를 요청하거나 새로운 I-9 양식을 작성하도록 요청할 수 없다. 고용주가 이런
것을 요청한다면 근로자 무료 상담 전화 1-800-255-7688 로 연락한다.

6.

불일치 편지에 관한 정보 외에 피고용인은 고용주에게 어떤 것을 기대할 수 있나?

피고용인이 취업이 허가된 상태에서 불일치 문제가 있다면 고용주는 다음과 같이 해야 한다:
 피고용인이 불일치 문제를 해결할 수 있는 충분한 시간 제공
 시민권 또는 국적에 상관없이 불일치 문제를 동등하게 처리
 불일치 문제를 해결하는 동안 피고용인이 계속 근무할 수 있도록 허용
 고용주와 불일치 문제 해결에 대해 주기적인 상담

7.

불일치 문제에 관해 추가 정보를 어디서 얻을 수 있나?

사회 보장국(SSA)은 정보 불일치 편지에 대한 문의를 다음 사이트에서 제공하고 있다. http://ssacusthelp.ssa.gov/app/answers/detail/a_id/1127 및 http://ssa-custhelp.ssa.gov/app/answers/detail/ a_id/2199/kw/2199. 정보 불일치
편지나 이와 유사한 통지에 대한 문의사항은 1-800-255-7688(무료)로 전화하거나 다음 사이트를 방문한다.
http://www.justice.gov/crt/about/osc/pdf/publications/SSA/FAQs.pdf

이민 관련 불공정 고용 관행 특별 조사국
근로자 무료 상담전화: 1-800-255-7688 (월-금, 오전 9시-오후 5시, 동부 표준시) 통역 가능
http://www.justice.gov/crt/about/osc/

Korean

이민 관련 불공정 고용 관행 특별 조사국
미국 법무부 인권국

이름과 사회 보장 번호(SSN) “불일치”
피고용인을 위한 정보
꼭 알아야 할 사항:


이름과 사회 보장 번호(SSN)의 불일치 통보는 사회 보장국(SSA)이나 다른 정부 기관 혹은 개인 회사에서 발송할 수 있다.



사회 보장국에서 정보 불일치 편지를 받았다면 대처 방안에 대한 지침서가 편지에 포함되어 있을 것이다.



다른 정부 기관이나 개인 회사로부터 정보 불일치 편지를 받았으면 그 기관에서 피고용인의 정확한 정보를 사회
보장국(SSA)에 보냈는지 확인해야 한다. 정보가 정확하면 사회 보장국(SSA)에 연락하여 불일치가 왜 발생하였는지
확인해야 한다.



이름과 사회 보장 번호(SSN)의 불일치는 정보가 부정확하거나 오래되면 발생할 수 있다.



미국 시민이 되었거나 결혼, 이혼이나 다른 이유로 이름이 변경된 경우 최대한 빨리 사회 보장국(SSA)에 저장된 자신의
정보를 갱신해야 한다.



고용주는 피고용인에게 불일치 문제를 해결하기 위해서 무엇을 했는지 물어볼 수 있다.

고용주에게 다음을 요청해야 한다.


불일치 관련 정보를 서면으로 받는 일



고용주가 피고용인의 정확한 이름과 사회 보장 번호(SSN)를 가지고 있는지 확인



불일치 정보를 해결하는 동안 계속 근무



필요한 서류 수집과 불일치 문제 해결을 위한 충분한 시간



불일치 문제를 해결할 때 시민권 상태나 국적에 상관없이 다른 피고용인과 동등하게 대우

피고용인은 고용주가 다음과 같이 하면 특별조사국의 전화 상담 서비스(1-800-255-7688)로 연락해야
한다:


불일치 문제를 해결할 적절한 시간을 주지 않고 불일치 통보를 근거로 I-9 양식을 새로 작성하도록 요청한다.



불일치 문제로 일을 못하게 하거나 임금 삭감 또는 근무 시간을 제한한다.



불일치 문제를 해결할 적당한 시간을 주지 않는다.



국적이나 시민권 상태에 따라 정보 불일치 해결 절차에 차별을 둔다.



불일치 정보를 이유로 사회 보장국(SSA) 또는 다른 정부 기관의 서류를 요청한다.

이민 관련 불공정 고용 관행 특별 조사국
근로자 무료 상담전화: 1-800-255-7688 (월-금, 오전 9시-오후 5시, 동부 표준시) 통역 가능
http://www.justice.gov/crt/about/osc/

Korean


Управление специального советника
по делам о дискриминации иммигрантов при найме на работу
Министерство юстиции США Подразделение по гражданским правам

Часто задаваемые вопросы о несовпадении данных имени с номером
социального обеспечения
1.
Почему я получил письмо о несовпадении от Администрации социального обеспечения (SSA)?
Письма о несовпадении данных от SSA присылаются в случае несовпадения сведений о сотруднике, предоставляемых SSA
работодателем, со сведениями о сотруднике, имеющимися в SSA. Наиболее распространенными причинами несовпадения
в SSA являются ошибки в написании, изменения имени, ошибки работодателя при вводе данных или неправильное
использование номеров социального обеспечения. Само по себе письмо о несовпадении НЕ является подтверждением
гражданства США сотрудника, его иммиграционного статуса или его права на работу в Соединенных Штатах.
2.
Я получил письмо о несовпадении от SSA. Что мне делать?
Если у вас есть право на работу и вы получили письмо о несовпадении от SSA, сравните свои данные в письме с тем, что
написано на карте социального обеспечения.
• Если данные в письме НЕ СООТВЕТСТВУЮТ данным на вашей карте социального обеспечения, как можно скорее
заполните форму, приложенную к письму, и отправьте ее в SSA.
• Если данные в письме СООТВЕТСТВУЮТ данным, указанным в вашей карте социального обеспечения, как можно скорее
обратитесь в ваше местное отделение службы социального обеспечения, чтобы узнать причину несовпадения.
3.
Все ли письма о несовпадении приходят от SSA?
Нет. Письма о несовпадении могут приходить от других государственных служб или частных компаний, например
от медицинских страховых компаний и компаний, осуществляющих проверку данных о происхождении.
4.
Мой работодатель получил письмо о несовпадении данных не от SSA. Что мне делать?
Если вы имеете право на работу и ваш работодатель получил уведомление о несовпадении от другой службы или
компании, например от медицинской страховой компании, вам следует попросить копию уведомления о несовпадении и:
• связаться со службой/компанией, чтобы узнать, правильную ли информацию о вас они передали в SSA.
• Если служба/компания сообщила правильную информацию, обратитесь в ваше местное отделение службы социального
обеспечения, чтобы узнать причину несовпадения.
5.
Что я имею право делать, если я получил письмо о несовпадении?
Ваш работодатель не имеет права предпринимать каких‐либо действий против вас (например, увольнять вас, временно
отстранять от должности или понижать в должности либо удерживать заработную плату, сокращать количество рабочих
часов или отказывать в обучении), руководствуясь лишь информацией о несовпадении. Ваш работодатель также не имеет
права просить вас предоставить дополнительные документы или заполнить новую форму I‐9 на основании уведомления
о несовпадении. Если ваш работодатель делает что‐либо из вышеуказанного, позвоните в наше управление по бесплат‐
ному телефону 1‐800‐255‐7688.
6.
Помимо предоставления мне информации о несовпадении данных, что еще должен сделать работодатель?
Если вы имеете право на работу, но у вас возникла проблема с несовпадением данных, работодатель обязан предоставить вам:
• достаточное время на разрешение проблемы с несовпадением данных;
• равенство обращения, независимо от вашего статуса гражданства или происхождения;
• возможность продолжать работать, пока вы решаете проблему несовпадения данных;
• регулярные встречи с вашим работодателем для обсуждения того, решили ли вы проблему с несовпадением данных.
7.
Где можно получить дополнительную информацию о несовпадении данных?
Вы можете найти ответы на часто задаваемые вопросы о письмах SSA в отношении несовпадения данных на сайте
http://ssa‐custhelp.ssa.gov/app/answers/detail/a_id/1127 и http://ssa‐custhelp.ssa.gov/app/answers/detail/ a_id/2199/kw/2199.
При возникновении вопросов или для получения помощи с письмами о несовпадении данных или другими подобными
уведомлениями позвоните в наше управление по бесплатному номеру 1‐800‐255‐7688 или посетите на наш сайт
http://www.justice.gov/crt/about/osc/pdf/publications/SSA/FAQs.pdf.
Управление специального советника по делам о дискриминации иммигрантов при найме на работу
Бесплатная горячая линия для работников: 1-800-255-7688 (с понедельника по пятницу с 9:00 до 17:00 по восточному времени).
Предоставляются услуги переводчика.
http://www.justice.gov/crt/about/osc/
Russian

Управление специального советника
по делам о дискриминации иммигрантов при найме на работу
Министерство юстиции США Подразделение по гражданским правам

Информация для сотрудников о несовпадениях данных имени
с номером социального обеспечения
ЧТО ВАМ НУЖНО ЗНАТЬ
• Несовпадения имени с номером социального обеспечения могут быть обнаружены Администрацией
социального обеспечения (SSA), другими правительственными организациями или частными компаниями.
• Если вы или ваш работодатель получили письмо о несовпадении данных от SSA, в письме будут содержаться
инструкции о ваших дальнейших действиях.
• Если вы или ваш работодатель получили уведомление о несовпадении от других правительственных
организаций или частных компаний, проверьте, какие данные эта служба или компания предоставила SSA.
Если информация верна, свяжитесь с SSA, чтобы узнать причину несовпадения данных.
• Несовпадения имени и номера социального обеспечения могут быть вызваны использованием неверной или
устаревшей информации.
• Вы несете ответственность за то, чтобы в максимально короткий срок обновлять свои данные в SSA после
того, как вы стали гражданином США или поменяли фамилию из‐за вступления в брак, развода или по любой
другой причине.
• Ваш работодатель имеет право спросить, что вы сделали для того, чтобы исправить несовпадение.
ВАМ СЛЕДУЕТ ПОПРОСИТЬ СВОЕГО РАБОТОДАТЕЛЯ:
• предоставить вам информацию о несовпадении в письменной форме;
• проверить, что у него имеются верные данные о вашем имени и номере социального обеспечения;
• предоставить вам возможность работать, пока вы решаете проблему с несовпадением;
• предоставить вам достаточно времени для сбора документов и решения проблемы с несовпадением
данных;
• обращаться с вами так же, как и с другими сотрудниками, независимо от вашего статуса гражданства или
происхождения, пока вы решаете проблему с несовпадением данных.
ЗВОНИТЕ НА ГОРЯЧУЮ ЛИНИЮ УПРАВЛЕНИЯ СПЕЦИАЛЬНОГО СОВЕТНИКА ПО НОМЕРУ 1‐800‐255‐7688,
ЕСЛИ ВАШ РАБОТОДАТЕЛЬ:
• просит вас заполнить новую форму I‐9 лишь на основании уведомления о несовпадении данных, не предо‐
ставив вам достаточно времени для решения проблемы;
• не позволяет вам работать или сокращает вашу зарплату/часы работы лишь на основании несовпадения
данных;
• не предоставляет вам достаточно времени для решения проблемы с несовпадением данных;
• применяет разные процедуры для решения проблем с несовпадением данных у сотрудников в зависимости
от их происхождения или статуса гражданства;
• требует от вас предоставить документ от SSA или другой государственный документ в связи с несовпадением
данных.
Управление специального советника по делам о дискриминации иммигрантов при найме на работу
Бесплатная горячая линия для работников: 1-800-255-7688 (с понедельника по пятницу с 9:00 до 17:00 по восточному времени).
Предоставляются услуги переводчика.
http://www.justice.gov/crt/about/osc/
Russian


美国司法部民权司
与移民相关不公平就业常规特别顾问办公室

关于姓名/社会安全号码不吻合的常问问题
1. 我为什么会收到社会安全局 (SSA) 有关信息不吻合的信件？
如果雇主提供给 SSA 的员工信息与 SSA 记录的员工信息不同的话，SSA 会发出信息不吻合信件。 一
些常见的 SSA 信息不吻合的原因是：拼写错误、姓名更改、雇主在输入资料时出错或者误用社会安全
号码。 仅凭一份信息不吻合信件是不能将之视为关于雇员的美国公民身份、移民身份或者在美国工作
合法性的声明。
2. 我收到了来自 SSA 的信息不吻合信件——我该怎么办？
如果你有工作许可但是却收到了来自 SSA 的信息不吻合信件，你应当对比一下信件中和你社会安全卡
上的信息。
 如果信件里面的信息同社会安全卡上的信息不吻合，请在填好信件里面的表格后，尽快地邮寄给 SSA。
 如果信件里面所有的信息同社会安全卡上面的信息都吻合，请尽快到当地的社会安全局了解出现信息
不吻合的原因。
3. 所有信息不吻合信件都来自 SSA 吗？
不是。信息不吻合信件可能来自其它政府机构或私营企业，例如：医疗保险公司和进行背景调查的公司。
4. 我的雇主收到了不是来自于 SSA 的信息不吻合信件——我该怎么办？
如果你有工作许可，但是你的雇主收到了来自其它机构或者公司（例如：医疗保险公司）的信息不吻合
通知，你应该向雇主要求一份此信息不吻合通知的副本并且：
 联系该机构/公司查问他们是否正确的将你的信息提交至 SSA。
 如果该机构/公司提交的信息正确，请到当地的社会安全局，了解其出现信息不吻合的原因。
5. 如果我收到了信息不吻合通知，此时我有什么权利？
你的雇主不得仅仅基于信息不吻合而对你采取任何行动（例如：解雇、停职或降职，或者扣减工资、工
作时间或培训）。 你的雇主也不得基于一份信息不吻合通知而要求你提交更多文件或要求你填写一份
新的 I-9 表格。 如果你的雇主有任何上述行为，你应该联系我们办公室，请拨打免费热线：1-800-2557688。
6. 雇主除了提供给我我的信息不吻合资讯外，还应当提供什么给我？
如果你有工作许可，但是出现了信息不吻合问题，你的雇主应该为你提供：
 一段合理的时间来处理该信息不吻合问题。
 在面对信息不吻合问题时获得平等对待，不管你的公民身份情形或者你是何种民族血统。
 你在处理该信息不吻合问题时，能够继续工作。
 关于你是否已解决该信息不吻合事宜，定期地跟你的雇主讨论。
7. 我可以从哪里获取更多关于信息不吻合的信息。
点击链接 http://ssa-custhelp.ssa.gov/app/answers/detail/a_id/1127 和 http://ssacusthelp.ssa.gov/app/answers/detail/ a_id/2199/kw/2199，可以找到社会安全局关于 SSA 信息不吻合信件
常见问题的答案。关于如何回应信息不吻合信件或相似通知的问题和协助，可以拨打我们办公室的免费热
线电话，电话号码为：1-800-255-7688，或者访问网站
http://www.justice.gov/crt/about/osc/pdf/publications/SSA/FAQs.pdf。
与移民相关不公平就业常规特别顾问办公室
免费员工热线： 1-800-255-7688（周一至周五，美国东部时间上午九点至下午五点）可提供口译协助
http://www.justice.gov/crt/about/osc/
Simplified Chinese

美国司法部民权司
与移民相关不公平就业常规特别顾问办公室

关于雇员名字和社会安全号码 (SSN)“信息不吻合”的信息
须知：
 姓名/社会安全号码 (SSN) 信息不吻合通知可以来自于社会安全局 (SSA)、其它政府机构或者私
营公司。
 如果你或你的雇主收到来自 SSA 的信息不吻合信件，该信件会说明你该怎么办。
 如果你或你的雇主收到一份来自其它政府机构或私营公司的信息不吻合通知，你应该检查该机
构或公司提供给 SSA 的信息。 如果该信息正确，联系 SSA 查看为何会出现信息不吻合。
 姓名/SSN 信息不吻合可能由错误的或是陈旧的信息所导致的。
 在成为美国公民之后或是因结婚、离婚或者其它任何原因改变名字之后，你有责任尽快地更新
你提供给 SSA 的信息。
 你的雇主可能会询问你已采取了何种措施来试图解决信息不吻合的问题。
你应该要求你的雇主：
 提供书面资料来解释该信息不吻合事宜。
 检查你的雇主和 SSN 是否正确记录了你的名字。
 在解决你的信息不吻合问题时可以继续工作。
 提供足够的时间收集文件和解决你的信息不吻合问题。
 在解决信息不吻合问题时，不管你是否有公民身份或是何种民族血统，一样获得和其它雇员同
等的对待。
拨打 OSC 的热线电话 (1-800-255-7688)，如果你的雇主有以下行为：
 在给你提供一段合理的时间更正不吻合信息之前，仅仅因为信息不吻合通知，而要求你填写一
份新的 I-9 表格。
 仅仅以基于信息不吻合问题而停止你的工作或者扣减你的工资/工作时间。
 不提供给你一段合理的时间来解决该信息不吻合问题。
 基于雇员的民族血统和公民身份而采用不同的信息不吻合问题处理方式。
 因为信息不吻合问题而要求你提出一份 SSA 文件或者任何其它政府文件。

与移民相关不公平就业常规特别顾问办公室
免费员工热线： 1-800-255-7688（周一至周五，美国东部时间上午九点至下午五点）可提供口译协助
http://www.justice.gov/crt/about/osc/
Simplified Chinese


Tanggapan ng Di‐Pangkaraniwang Tagapayo [OSC]
para sa Mga Hindi Marangal na Kasanayan ukol sa Trabaho na mayroong Kaugnayan sa Imigrasyon
Kagawaran ng Katarungan ng Estados Unidos

Sangay ng Mga Karapatang Sibil

Mga Madalas na Katanungan Tungkol sa Mga Walang Katugmang Pangalan/Kabilangan ng
Panlipunang Kaligtasan
1.
Bakit ako nakatanggap ng liham ukol sa kawalaan ng katugma mula Pangasiwaan ng Panlipunang Kaligtasan (SSA)?
Ang mga liham ng SSA ukol sa kawalaan ng katugma ay ipinadadala kapag mayroong pagkakaiba sa pagitan ng kabatirang ibinibigay ng
isang maypagawa sa SSA tungkol sa isang kawani at ng kabatiran ng kawani sa mga tala ng SSA. Ang ilan sa mga karaniwang sanhi ng
mga walang katugma ng SSA ay ang mga pagkakamali sa pagbabaybay, mga pagpapalit ng pangalan, pagkakamali ng maypagawa kapag
naglalagay ng datos, o hindi wastong paggamit ng mga kabilangan ng Panlipunang Kaligtasan. Ang liham ukol sa kawaalan ng katugma
na walang kasama AY HINDI isang pahayag tungkol sa pagkamamamayan sa Estados Unidos [U.S.], katayuan ng imigrasyon o pagiging
karapat‐dapat ng magtrabaho sa Estados Unidos, ng isang kawani.
2.
Nakatanggap ako ng liham ukol sa kawalaan ng katugma mula sa SSA—ano ang aking gagawin?
Kung kayo ay may pahintulot na magtrabaho at nakatanggap kayo ng liham ukol sa kawalaan ng katugma mula sa SSA, dapat ninyong
ihambing ang inyong kabatiran na nasa liham sa nakasulat sa inyong tarheta ng Panlipunang Kaligtasan.
 Kung ang kabatiran na nasa liham ay HINDI TUMUTUGMA sa kabatiran sa inyong tarheta ng Panlipunang Kaligtasan, punuin ang
kaanyuan na kasama ng liham at ipadala ito sa SSA sa lalong madaling panahon.
 Kung ang lahat ng kabatiran na nasa liham ay TUMUTUGMA sa ipinapakita ng inyong tarheta ng Panlipunang Kaligtasan, bisitahin ang
inyong lokal na tanggapan ng Panlipunang Kaligtasan sa lalong madaling panahon upang alamin kung bakit naganap ang ang walang
katugma.
3.
Ang lahat ba ng liham ukol sa kawalaan ng katugma ay nagmumula sa SSA?
Hindi. Ang mga liham ukol sa kawalaan ng katugma ay maaaring magmula sa ibang mga ahensiya ng pamahalaan o mga pribadong
negosyo, katulad ng mga kompanya ng pagpapaseguro sa kalusugan at mga kompanyang nagsasagawa ng mga pagsisiyasat ng
pinagkaranasan.
4.
Nakatanggap ang aking maypagawa ng walang katugma mula sa isang pinanggagalingan bukod pa sa SSA—ano ang aking
gagawin?
Kung kayo ay may pahintulot na magtrabaho at ang inyong maypagawa ay nakatanggap ng isang abiso ukol sa kawalaan ng katugma
mula sa iba pang ahensiya o kompanya, katulad ng kompanya ng pagseseguro sa kalugusan, dapat kayong humingi ng kopya ng abiso
ukol sa kawalaan ng katugma at:
 Makipag‐ugnay sa ahensiya/kompanya upang alamin kung ibinigay nito ang inyong tamang kabatiran sa SSA.
 Kung ang ahensiya/kompanya ay nagbigay ng tamang kabatiran, bisitahin ang inyong lokal na tanggapan ng Panlipunang Kaligtasan
upang alamin kung bakit naganap ang walang katugma.
5. Anong mga karapatan ang mayroon ako kung ako ay makatanggap ng walang katugma?
Ang iyong maypagawa ay hindi dapat na gumawa ng anumang pagkilos laban sa iyo (katulad ng pagpapaalis, pagsususpinde o
pagbababa ng inyong posisyon, o pagbibinbin ng sahod, mga oras ng pagtatrabaho o pagsasanay) batay sa kabatiran ng kawalaan ng
katugma na walang kasama. Ang inyong maypagawa ay hindi rin dapat na humingi ng mga karagdagang dokumento, o humiling sa inyo
na punuin ang isang bagong Kaanyuang I‐9, batay sa isang abiso ukol sa kawalaan ng katugma. Kung gawin ng inyong maypagawa ang
alinman sa mga bagay na ito, dapat kayong makipag‐ugnay sa aming tanggapan sa numerong walang bayad sa 1‐800‐255‐7688.
6.

Bukod sa pagbibigay sa akin ng kabatiran tungkol sa aking walang katugma, ano pa ang dapat kong asahan mula sa aking
maypagawa?
Kung kayo ay may pahintulot na magtrabaho ngunit mayroong isyu ukol sa kawalaan ng katugma, dapat ninyong asahan mula sa inyong
maypagawa ang:
 Isang makatuwirang haba ng panahon upang malutas ang isyu ukol sa kawalaan ng katugma.
 Pantay na pagtatrato bilang tugon sa mga walang katugma, na walang kasaysayan ukol sa katayuan ng inyong pagkamamamayan o
bansang pinagmulan.
 Kakayahang makapagpatuloy ng pagtatrabaho habang nilulutas ninyo ang inyong isyu ukol sa kawalaan ng katugma.
 Pana‐panahong mga talakayan kasama ng iyong maypagawa tungkol sa kung nalutas na ninyo ang inyong isyu ukol sa kawalaan ng
katugma.
7. Saan ako makakakuha ng higit pang kabatiran tungkol sa mga walang katugma?
http://ssa‐custhelp.ssa.gov/app/answers/detail/a_id/1127http://ssa‐custhelp.ssa.gov/app/answers/detail/ a_id/2199/kw/2199 Para sa
mga katanungan o tulong sa kung paano tumugon sa mga liham ukol sa kawalaan ng katugma o mga abisong katulad nito, tumawag sa
aming tanggapan sa numerong walang bayad sa 1‐800‐255‐7688 o bumisita sa http://www.justice.gov/crt/about/osc/
pdf/publications/SSA/FAQs.pdf.
Tanggapan ng Di-Pangkaraniwang Tagapayo para sa Mga Hindi Marangal na Kasanayan ukol sa Trabaho
na mayroong Kaugnayan sa Imigrasyon
Walang bayad na hotline para sa manggagawa: 1-800-255-7688 (Lunes-Biyernes, 9am-5pm ET) Mayroong mga Tagasalin na magagamit
http://www.justice.gov/crt/about/osc/
Tagalog

Tanggapan ng Di‐Pangkaraniwang Tagapayo [OSC]
para sa Mga Hindi Marangal na Kasanayan ukol sa Trabaho na mayroong Kaugnayan sa Imigrasyon
Kagawaran ng Katarungan ng Estados Unidos

Sangay ng Mga Karapatang Sibil

Kabatiran Ukol sa “Mga Walang Katugmang”Pangalan at Kabilangan ng
Panlipunang Kaligtasan (SSN) para sa mga Kawani
ANO ANG DAPAT NINYONG MALAMAN:
 Ang Pangalan/Kabilangan ng Panlipunang Kaligtasan (SSN) na mga walang katugma ay maaaring magmula sa
Pangasiwaan ng Panlipunang Kaligtasan (SSA), ibang mga ahensiya ng pamahalaan o mga pribadong kompanya.
 Kung kayo o ang inyong maypagawa ay nakatanggap ng isang liham ukol sa kawalaan ng katugma mula sa SSA,
ang liham ay magkakaroon ng mga tagubilin sa kung ano ang dapat na gawin.
 Kung kayo o ang inyong maypagawa ay nakatanggap ng isang abiso ukol kawalaan ng katugma mula sa ibang
mga ahensiya ng pamahalaan o mga pribadong kompanya, dapat ninyong siyasatin ang kabatirang ibinigay ng
ahensiya o ng kompanya sa SSA. Kung ang kabatiran ay tama, makipag‐ugnay sa SSA upang alamin kung bakit
naganap ang walang katugma.
 Ang Pangalan/SSN na mga walang katugma ay maaaring sanhi ng maling o lumang kabatiran.
 Responsibilidad ninyong magpabago ng iyong tala sa SSA sa lalong madaling panahon pagkatapos ninyong
maging isang mamamayan ng Estados Unidos [U.S.] o pagkatapos ng pagpapalit ng pangalan dahil sa pagkakasal,
diborsiyo, o anumang iba pang dahilan.
 Maaari kayong tanungin ng inyong maypagawa kung ano na ang iyong nagawa upang subukang ayusin ang isang
walang katugma.
DAPAT NINYONG HINGIN SA IYONG MAYPAGAWA:
 Ang nakasulat na kabatirang nagpapaliwanag ng walang katugma.
 Na siyasatin na ang inyong maypagawa ay may tamang pangalan ninyo at SSN sa kanilang mga tala.
 Na magpatuloy kayo sa pagtatrabaho habang inaayos ang inyong walang katugma.
 Ang sapat na panahon upang ipunin ang mga dokumento at ayusin ang inyong walang katugma.
 Na tratuhin kayo katulad ng ibang mga kawani, na walang kasaysayan ukol sa katayuan ng inyong
pagkamamamayan o bansang pinagmulan, kapag inaayos ang inyong walang katugma.
DAPAT KAYONG TUMAWAG SA HOTLINE NG OSC SA 1‐800‐255‐7688 KUNG ANG INYONG MAYPAGAWA AY:
 Humihiling sa inyo na buuin ang isang bagong Kaanyuang I‐9 batay lamang sa abiso ukol sa kawalaan ng katugma
bago kayo bigyan ng makatuwirang haba ng panahon upang itama ang walang katugma.
 Hindi kayo pinapayagang magtrabaho o binabawasan ang inyong sahod/mga oras batay lamang sa walang
katugma.
 Hindi kayo binibigyan ng makatuwirang panahon upang maayos ang walang katugma.
 Sumusunod sa ibang mga kaparaanan ukol sa kawalaan ng katugma para sa mga kawani batay sa kanilang
bansang pinagmulan o katayuan ng pagkamamamayan.
 Humihiling sa inyo na magbigay ng SSA o anumang iba pang dokumento ng pamahalaan dahil sa walang
katugma.
Tanggapan ng Di-Pangkaraniwang Tagapayo para sa Mga Hindi Marangal na Kasanayan ukol sa Trabaho
na mayroong Kaugnayan sa Imigrasyon
Walang bayad na hotline para sa manggagawa: 1-800-255-7688 (Lunes-Biyernes, 9am-5pm ET) Mayroong mga Tagasalin na magagamit
http://www.justice.gov/crt/about/osc/
Tagalog


美國司法部民權司
與移民相關不公平就業常規特別顧問辦公室

關於姓名/社會安全號碼不吻合的常問問題
1. 我為什麼會收到社會安全局 (SSA) 關於資料不吻合的信件？
如果雇主提供給 SSA 的員工資料與 SSA 記錄的員工資料不同的話，SSA 會發出資料不吻合信件。 一
些常見 的 SSA 資料不吻合的原因是：拼寫錯誤、姓名更改、雇主在輸入資料時出錯或者誤用社會安全號
碼。 僅憑一份資料不吻合信件是不能將之視為關於雇員的美國公民身份、移民身份或者在美國工作合法
性的聲明。
2. 我收到了來自 SSA 的資料不吻合信件——我該怎麼辦？
如果你有工作許可但是卻收到了來自 SSA 的資料不吻合信件，你應該對比一下信件中和你社會安全卡上
的資料。
 如果信件裡面的資料與社會安全卡上的資料不吻合，請在填好信件裡面的表格後，儘快地郵寄給 SSA。
 如果信件裡面所有的資料與社會安全卡上面的資料都吻合，請儘快到當地的社會安全局了解其出現資料
不吻合的原因。
3. 所有資料不吻合信件都來自 SSA 嗎？
不是。資料不吻合信件可能來自其它政府機構或私營企業，例如：醫療保險公司和進行背景調查的公司。
4. 我的雇主收到了不是來自於 SSA 的資料不吻合信件——我該怎麼辦？
如果你有工作許可，但是你的雇主收到了來自其它機構或者公司（例如：醫療保險公司）的資料不吻合通
知，你應該向雇主要求一份此資料不吻合通知的副本，並且：
 聯繫該機構/公司查問他們是否正確的將你的資料提交至 SSA。
 如果該機構/公司提交的資料正確，請到當地的社會安全局了解其出現資料不吻合的原因。
5. 如果我收到了資料不吻合通知，此時我有什麼權利？
你的雇主不得僅僅基於資料不吻合而對你採取任何行動（例如：解雇、停職或降職，或者扣減工資、工作
時間或培訓）。 你的雇主也不得基於一份資料不吻合的通知而要求你提交更多文件或要求你填寫一份新
的 I-9 表格。 如果你的雇主有任何上述行為，你應該聯繫我們辦公室，請撥打免費熱線：1-800-2557688。
6. 雇主除了提供給我我的資料不吻合資訊之外，還應當提供什麼給我？
如果你有工作許可，但是出現了資料不吻合問題，你的雇主應該為你提供：
 一段合理的時間來處理該資料不吻合問題。
 在面對資料不吻合問題時獲得平等對待，不管你的公民身份情況或者你是何種民族血統。
 你在處理該資料不吻合問題時，能夠繼續工作。
 關於你是否已解決該資料不吻合問題事宜，定期地與你的雇主討論。
7. 我可以從哪裡獲取更多關於資料不吻合的資訊。
從链接 http://ssa-custhelp.ssa.gov/app/answers/detail/a_id/1127 和 http://ssacusthelp.ssa.gov/app/answers/detail/ a_id/2199/kw/2199，可以找到社會安全局關於 SSA 資料不吻合信件
常見問題的答案。關於如何回應資料不吻合信件或相似通知的問題和協助，可以撥打我們辦公室的免費熱線
電話，電話號碼為：1-800-255-7688，或者訪問網站
http://www.justice.gov/crt/about/osc/pdf/publications/SSA/FAQs.pdf。
與移民相關不公平就業常規特別顧問辦公室
免費員工熱線: 1-800-255-7688 (週一至週五，東部時間上午九時至下午五時) 可提供口譯協助
http://www.justice.gov/crt/about/osc/
Traditional Chinese

美國司法部民權司
與移民相關不公平就業常規特別顧問辦公室

有關雇員名字和社會安全號碼 (SSN) 「資料不吻合」的資訊
須知：
 姓名/社會安全號碼 (SSN) 資料不吻合通知可以來自于社會安全局 (SSA)、其它政府機構或者私
營公司。
 如果你或你的雇主收到來自 SSA 的資料不吻合信件，該信件會說明你該怎麼辦。
 如果你或你的雇主收到一份來自其它政府機構或私營公司的資料不吻合通知，你應該檢查該機構
或公司提供給 SSA 的資料。 如果該資料正確，聯繫 SSA ，了解為何會出現資料不吻合。
 姓名/SSN 資料不吻合可能由錯誤的或是陳舊的資料所導致的。
 在成為美國公民之後或是因結婚、離婚或者其它任何原因改變名字之後，你有義務要儘快更新你
提供給 SSA 的資料。
 你的雇主可能會詢問你已採取了何種措施來試圖解決資料不吻合的問題。
你應該要求你的雇主：
 提供書面資料來解釋該資料不吻合事宜。
 檢查你的雇主和 SSN 是否正確記錄了你的名字。
 在解決你的資料不吻合問題時可以繼續工作。
 提供足夠的時間收集文件和解決你的資料不吻合問題。
 在解決資料不吻合問題時，不管你是否有公民身份或是何種民族血統，一樣得到和其它雇員同等
的待遇。
撥打 OSC 的熱線電話 (1-800-255-7688)，如果你的雇主有以下行為：
 在給你提供一段合理的時間更正不吻合資料之前，僅僅因為資料不吻合的通知，而要求你填寫一
份新的 I-9 表格。
 僅僅以基於資料不吻合的問題而停止你的工作或者扣減你的工資/工作時間。
 不提供給你一段合理的時間來解決該資料不吻合問題。
 基於雇員的民族血統和公民身份而採用不同的資料不吻合問題處理方式。
 因為資料不吻合問題而要求你提出一份 SSA 文件或者任何其它政府文件。
與移民相關不公平就業常規特別顧問辦公室
免費員工熱線: 1-800-255-7688 (週一至週五，東部時間上午九時至下午五時) 可提供口譯協助
http://www.justice.gov/crt/about/osc/
Traditional Chinese


اﺳﭘﯾﺷل ﮐوﻧﺳل ﻓﺎر اﻣﯾﮔﺮﯾﺷن ﮐﺎ دﻓﺗﺮ – ﻏﯾﺮ ﻣﻧﺻﻔﺎﻧہ ﻣﻼزﻣﺗﯽ طﺮز ﻋﻣل ﺳﮯ ﻣﺗﻌﻠق
اﻣﺮﯾﮐﯽ ﻣﺣﮐﻣۂ اﻧﺻﺎف ﻣﺣﮐﻣہ ﺣﻘوق ﻋﺎﻣہ

نام /سوشل سيکيورٹی نمبر کی عدم مماثلت سے متعلق اکثر پوچھے گئے سواالت
مجھے سوشل سيکيورٹی ايڈمنسٹريشن) (SSAسے عدم مماثلت کا خط کيوں موصول ہوا
1.
 SSAکے عدم مماثلت والے خطوط ايسی صورت ميں بھيجے جاتے ہيں جب کسی آجر کے ذريعہ  SSAکو کسی مالزم کے بارے ميں دی گئی
معلومات اور  SSAکے ريکارڈ ميں موجود اس مالزم کی معلومات ميں فرق ہوتا ہے۔ SSAکی عدم مماثلت کی کچھ عمومی وجوہات ہيں امال کی
غلطی ،نام کی تبديلی ،ڈيٹا کا اندراج کرتے وقت آجر سے ہوئی غلطی ،يا سوشل سيکيورٹی نمبروں کا غلط استعمال۔ صرف مماثل نہ ہونے کا خط
کسی مالزم کے امريکی شہری ہونے ،اميگريشن کی صورتحال يا امريکہ ميں کام کرنے کی اہليت کا تحريری ثبوت نہيں ہے۔
مجھے  SSAسے عدم مماثلت کا خط مال ہے— ميں کيا کروں؟
2.
اگر آپ کو کام کرنے کی اجازت حاصل ہے اور آپ کو  SSAکی جانب سے عدم مماثلت کا خط ملتا ہے تو ،آپ کو خط ميں درج معلومات
کا موازنہ اپنے سوشل سيکيورٹی کارڈ کے اندراجات سے کرنا چاہيے۔
• اگر خط ميں موجود معلومات آپ کے سوشل سيکيورٹی کارڈ پر درج معلومات کے مماثل نہيں ہيں تو ،خط کے ساتھ منسلک فارم پُر کريں اور
اسے جتنی جلدی ممکن ہو  SSAکو بھيج ديں
• اگر خط ميں درج سبھی معلومات آپ کے سوشل سيکيورٹی کارڈ کے اندراجات سے ملتی جلتی ہے تو ،جتنی جلدی ممکن ہو اپنے مقامی سوشل
سيکيورٹی آفس جاکر ديکھيں کہ عدم مماثلت کيوں ہوئی ہے۔
3.

کيا عدم مماثلت کے خطوط صرف  SSAکی جانب سے آتے ہيں؟

نہيں ،عدم مماثلت کے خطوط ديگر سرکاری ايجنسيوں يا نجی کاروباروں کی جانب سے آسکتے ہيں ،جيسے صحت کے بيمہ کی کمپنياں اور
ايسی کمپنياں جو پس منظر کی جانچيں کرتی ہيں۔

ميرے آجر کو  SSAکے عالوه کسی دوسرے ذريعے سے عدم مماثلت کا خط مال ہے— ميں کيا کروں
4.
اگر آپ کو کام کرنے کی اجازت ہے اور آپ کے آجر کو کسی دوسری ايجنسی يا کمپنی ،جيسے صحت کے بيمہ کی کمپنی ،سے عدم مماثلت
کا خط ملتا ہے تو آپ کو عدم مماثلت کے نوٹس کی ايک نقل طلب کرنی چاہيے اور:
• يہ ديکھنے کے ليے ايجنسی  /کمپنی سے رابطہ کريں کہ آيا اس نے  SSAکو آپ کی درست معلومات جمع کروائی ہے۔
• اگر ايجنسی /کمپنی نے درست معلومات جمع کروائی ہے تو ،يہ ديکھنے کے ليے اپنی مقامی سوشل سيکيورٹی آفس جائيں کہ يہ عدم مماثلت
کيوں ہوئی ہے۔
5.

اگر مجھے عدم مماثلت کا خط ملتا ہے تو ميرے کيا حقوق ہوسکتے ہيں؟

آپ کے آجر کو آپ کے خالف کوئی کارروائی نہيں کرنی چاہيے )جيسے کہ مالزمت سے برطرفی ،معطلی يا آپ کے عہدے ميں کمی ،يا
تنخواه  ،کام کے گھنٹوں يا تربيت سے روک دينا۔ آپ کا آجر آپ سے مزيد دستاويزات بھی طلب نہيں کرسکتا ،يا آپ سے نيا فارم I-9
بھرنے کا تقاضا نہيں کرسکتا۔ اگر آپ کا آجر ان ميں سے کوئی عمل کرتا ہے تو ،آپ کو ہمارے دفتر کے ٹول فری نمبر 1-800-255-
 7688پر رابطہ کرنا چاہيے۔

ميرے عدم مماثلت کی اطالع دينے کے عالوه ،مجھے اپنے آجر سے اور کيا توقع کرنی چاہيے
6.
اگر آپ کو کام کرنے کی اجازت حاصل ہے ليکن آپ کو عدم مماثلت کا مسئلہ درپيش ہے تو ،آپ کو اپنے آجر سے درج ذيل کی توقع کرنی
چاہيے:
• عدم مماثلت کے مسئلے کو حل کرنے کے ليے معقول وقت۔
• عدم مماثلتوں کے ردعمل ميں ،آپ کی شہريت کی صورتحال يا قوميت سے قطع نظر ،آپ کے ساتھ مساوی برتاؤ کرنا۔
• آپ کے ذريعہ عدم مماثلت کا مسئلہ حل کيے جانے تک بدستور کام کرتے رہنے دينا۔
آپ کے آجر کے ساتھ اس معاملے پر وقفے وقفے سے گفتگو کہ آيا آپ نے عدم مماثلت کا مسئلہ حل کرليا ہے۔
ميں عدم مماثلت کے بارے ميں مزيد معلومات کہاں سے حاصل کرسکتا ہوں
7.
سوشل سيکيورٹی ايڈمنسٹريشن کے پاس اس پتے پر  SSAکی عدم مماثلت کے خطوط سے متعلق اکثر پوچھے گئے سواالت کے جوابات موجود
ہيں  http://ssa-custhelp.ssa.gov/app/answers/detail/a_id/1127اور http://ssa-
custhelp.ssa.gov/app/answers/detail/ a_id/2199/kw/2199۔ عدم مماثلت کے خط يا اسی طرح کے ديگر نوٹسز کا جواب
کيسے دينا ہے اس کے بارے ميں سواالت يا مدد کے ليے ،ہمارے دفتر کے ٹول فری نمبر  1-800-255-7688پر کال کريں يا مالحظہ کريں
http://www.justice.gov/crt/about/osc/pdf/publications/SSA/FAQs.pdf۔
آفس آف اسپيشل کونسل فار اميگريشن ريليٹڈ ان فيئر ايمپالئمنٹ پريکٹسز
)پير – جمعہ ،صبح  9تا شام  5بجے ايسٹرن ٹائم( مترجمين دستياب ہيں  1-800-255-7688کارکن کے ليے ٹول فری ہاٹ الئن:
http://www.justice.gov/crt/about/osc/
Urdu

اﺳﭘﯾﺷل ﮐوﻧﺳل ﻓﺎر اﻣﯾﮔﺮﯾﺷن ﮐﺎ دﻓﺗﺮ – ﻏﯾﺮ ﻣﻧﺻﻔﺎﻧہ ﻣﻼزﻣﺗﯽ طﺮز ﻋﻣل ﺳﮯ ﻣﺗﻌﻠق
اﻣﺮﯾﮐﯽ ﻣﺣﮐﻣۂ اﻧﺻﺎف ﻣﺣﮐﻣہ ﺣﻘوق ﻋﺎﻣہ

مالزمين کے ليے نام اور سوشل سيکيورٹی نمبر ) (SSNکی "عدم
مماثلت" سے متعلق معلومات
آپ کو کيا جاننا چاہيے:
• نام /سوشل سيکيورٹی نمبر) (SSNکی عدم مماثلت سوشل سيکيورٹی ايڈمنسٹريشن ) ،(SSAديگر سرکاری ايجنسيوں يا پرائيوٹ کمپنيوں کی
جانب سے آسکتا ہے۔
• اگر آپ يا آپ کے آجر کو  SSAکی جانب سے عدم مماثلت کا خط ملتا ہے تو ،اس خط پر اس بارے ميں ہدايات ہوں گی کہ کيا کرنا ہے۔
• اگر آپ يا آپ کے آجر کو ديگر سرکاری ايجنسيوں يا پرائيوٹ کمپنيوں کی جانب سے عدم مماثلت کا خط ملتا ہے تو ،آپ کو ان معلومات کی
جانچ کرنی چاہيے جو ايجنسی يا کمپنی نے  SSAکو دی ہيں۔ اگر معلومات درست ہے تو ،يہ ديکھنے کے ليے  SSAسے رابطہ کريں کہ عدم
مماثلت کيوں پيدا ہوئی۔
• نام SSN/کی عدم مماثلت غلط يا پرانی معلومات کے سبب پيدا ہوسکتی ہے۔
• يہ آپ کی ذمہ داری ہے کہ امريکی شہری بننے کے بعد يا شادی ،طالق ،يا کسی دوسری وجہ سے نام تبديل ہونے کے بعد جتنی جلدی ممکن ہو
 SSAميں اپنے ريکارڈ کی تازه کاری کروائيں۔
• آپ کا آجر آپ سے پوچھ سکتا ہے کہ آپ نے عدم مماثلت کو درست کرنے کے ليے کيا کيا ہے۔

آپ کو اپنے آجر سے:
• عدم مماثلت کی وضاحت کرنے والی تحريری معلومات طلب کرنی چاہيے۔
• اس بات کی جانچ کے ليے کہنا چاہيے کہ آپ کے آجر کے ريکارڈوں ميں آپ کا درست نام اور  SSNہے۔
• اپنی عدم مماثلت کو درست کيے جانے کے دوران کام پر برقرار رکھنے کے ليے کہنا چاہيے۔
• دستاويزات حاصل کرنے اور اپنی عدم مماثلت کو درست کرنے کے ليے حسب ضرورت وقت کے ليے کہنا چاہيے
• اپنی عدم مماثلت کے مسئلے کو حل کرنے کے دوران ،آپ کی شہريت کی صورتحال يا قوميت سے قطع نظر دوسرے مالزمين جيسا برتاؤ
کرنے کے ليے۔

آپ کو  OSCکی ہاٹ الئن  1-800-255-7688پر کال کرنا چاہيے اگر آپ کا آجر:
• عدم مماثلت کے نوٹس کی بنياد پر اس عدم مماثلت کو درست کرنے کے ليے آپ کو معقول وقت ديے بغير آپ سے  I-9پُر کرنے کے ليے
کہے۔
• صرف عدم مماثلت کی بنياد پر آپ کو کام نہ کرنے دے يا آپ کی تنخواه /گھنٹوں ميں کمی کرے۔
• پ کو عدم مماثلت کو درست کرنے کے ليے معقول وقت نہ دے۔
• مالزمين کی قوميت يا شہريت کی صورتحال کی بنياد پر عدم مماثلت سے متعلق دوسرا طريق کار اختيار کرے۔
• عدم مماثلت کے سبب آپ سے ايک  SSAيا ديگر سرکاری دستاويزات تيار کروانے کا تقاضہ کرے۔
آفس آف اسپيشل کونسل فار اميگريشن ريليٹڈ ان فيئر ايمپالئمنٹ پريکٹسز
)پير – جمعہ ،صبح  9تا شام  5بجے ايسٹرن ٹائم( مترجمين دستياب ہيں  1-800-255-7688کارکن کے ليے ٹول فری ہاٹ الئن:
http://www.justice.gov/crt/about/osc/
Urdu


Văn Phòng Luật Sư Đặc Biệt Về Những Thi Hành Bất Công Trong Việc Làm Có Liên
Quan Đến Di Trú
Bộ Tư Pháp Hoa Kỳ

Văn Phòng Nhân Quyền

Bộ Tư Quyền

Những Câu Hỏi Thường Gặp Về Trường Hợp Thông Tin Không
Trùng Khớp Về Tên/Số An Ninh Xã Hội
1.

Tại sao tôi nhận được thư thông báo về thông tin không trùng khớp của Cục Quản Lý An Ninh Xã Hội (SSA)?
Thư thông báo về thông tin không trùng khớp của SSA được gửi khi có sự khác biệt giữa thông tin về nhân viên mà doanh nghiệp
cung cấp cho SSA và thông tin của nhân viên trong hồ sơ của SSA. Một số nguyên nhân thường gặp của thông tin không trùng
khớp được SSA thông báo là lỗi chính tả, đổi tên, lỗi của doanh nghiệp khi nhập dữ liệu hoặc sử dụng sai số An Ninh Xã Hội. Thư
thông báo về thông tin không trùng khớp KHÔNG PHẢI LÀ một tuyên bố về quyền công dân Hoa Kỳ, tình trạng nhập cư hoặc sự
đủ điều kiện làm việc tại Hoa Kỳ của nhân viên.

2.

Tôi đã nhận được thư thông báo về thông tin không trùng khớp từ SSA – tôi phải làm gì?
Nếu quý vị được phép làm việc và nhận được thư thông báo về thông tin không trùng khớp từ SSA, thì quý vị nên so sánh thông tin
trong thư này với thông tin được ghi trên thẻ An Ninh Xã Hội của mình.
 Nếu thông tin trong thư KHÔNG TRÙNG KHỚP với thông tin trên thẻ An Ninh Xã Hội của quý vị, thì hãy điền vào mẫu đơn
được gửi kèm theo thư này và gửi qua đường bưu điện cho SSA càng sớm càng tốt.
 Nếu tất cả các thông tin trong thư đều TRÙNG KHỚP với thông tin trên thẻ An Ninh Xã Hội của quý vị, thì hãy đến văn phòng
An Ninh Xã Hội địa phương càng sớm càng tốt để tìm hiểu xem tại sao lại xuất hiện thông tin không trùng khớp.

3.

Có phải tất cả các thư thông báo về thông tin không trùng khớp đều từ SSA không?
Không. Các thư thông báo về thông tin không trùng khớp có thể đến từ các cơ quan chính phủ khác hoặc các doanh nghiệp tư nhân,
như công ty bảo hiểm sức khỏe và công ty kiểm tra lý lịch.

4.
Doanh nghiệp của tôi đã nhận được thông báo về thông tin không trùng khớp từ một nguồn khác không phải SSA
– tôi phải làm gì?
Nếu quý vị được phép làm việc và doanh nghiệp của quý vị nhận được thông báo về thông tin không trùng khớp từ một cơ quan
hoặc công ty khác, như công ty bảo hiểm sức khỏe, thì quý vị nên xin một bản sao của thông báo về thông tin không trùng khớp đó
và:
 Liên lạc với cơ quan/công ty đó để xem họ có gửi thông tin chính xác của quý vị cho SSA hay không.
 Nếu cơ quan/công ty đó đã gửi thông tin chính xác, thì hãy đến văn phòng An Ninh Xã Hội địa phương của quý vị để xem tại
sao lại xuất hiện thông tin không trùng khớp.

5.

Tôi có những quyền gì nếu tôi nhận được thông báo về thông tin không trùng khớp?
Doanh nghiệp của quý vị không được có bất cứ hành động nào bất lợi đối với quý vị (như sa thải, đình chỉ hoặc giáng chức quý vị
hoặc giữ lại tiền lương, giảm giờ làm việc hoặc từ chối đào tạo) mà chỉ dựa trên thông tin không trùng khớp. Doanh nghiệp của quý
vị cũng không được yêu cầu thêm giấy tờ hoặc yêu cầu quý vị điền vào Mẫu I-9 mới, dựa trên thông báo về thông tin không trùng
khớp. Nếu doanh nghiệp có bất cứ hành động nào trong số những hành động này, thì quý vị nên liên lạc với văn phòng của chúng
tôi theo số điện thoại miễn phí 1-800-255-7688.

6.

Ngoài việc cung cấp các thông tin về trường hợp thông tin không trùng khớp của tôi, tôi nên đợi điều gì khác từ
doanh nghiệp của tôi?
Nếu quý vị được phép làm việc nhưng gặp vấn đề về thông tin không trùng khớp, thì quý vị nên đợi những điều sau từ doanh
nghiệp của mình:
 Một khoảng thời gian hợp lý để giải quyết vấn đề thông tin không trùng khớp.
 Sự đối xử công bằng trong việc đáp ứng các thông tin không trùng khớp, bất kể tình trạng công dân hay nguồn gốc quốc gia của
quý vị.
 Khả năng tiếp tục làm việc trong khi quý vị giải quyết vấn đề thông tin không trùng khớp.
 Các cuộc thảo luận định kỳ với doanh nghiệp của quý vị về việc quý vị đã giải quyết xong vấn đề thông tin không trùng khớp
hay chưa.

7.

Tôi có thể tìm thêm thông tin về trường hợp thông tin không trùng khớp ở đâu?
Cục Quản Lý An Ninh Xã Hội có phần giải đáp cho các thắc mắc thường gặp về thư thông báo về thông tin không trùng khớp của SSA
tại http://ssa-custhelp.ssa.gov/app/answers/detail/a_id/1127 và http://ssa-custhelp.ssa.gov/app/answers/detail/ a_id/2199/kw/2199. Để
nêu thắc mắc hoặc được trợ giúp về cách đáp ứng thư thông báo về thông tin không trùng khớp hoặc các thông báo tương tự,
hãy gọi cho văn phòng của chúng tôi theo số điện thoại miễn phí 1-800-255-7688 hoặc vào trang
http://www.justice.gov/crt/about/osc/pdf/publications/SSA/FAQs.pdf.
Văn Phòng Luật Sư Đặc Biệt Về Những Thi Hành Bất Công Trong Việc Làm Có Liên Quan Đến Di Trú
Đường dây nóng miễn phí dành cho người lao động: 1-800-255-7688 (Thứ Hai-Thứ Sáu, 9 giờ sáng-5 giờ chiều, giờ ET) Có thông dịch
viên hỗ trợ
http://www.justice.gov/crt/about/osc/
Vietnamese

Văn Phòng Luật Sư Đặc Biệt Về Những Thi Hành Bất Công Trong Việc Làm Có Liên
Quan Đến Di Trú
Bộ Tư Pháp Hoa Kỳ

Văn Phòng Nhân Quyền

Bộ Tư Quyền

Thông Tin “Không Trùng Khớp” về Tên và Số An Ninh Xã Hội (SSN)
cho Nhân Viên
NHỮNG ĐIỀU QUÝ VỊ CẦN BIẾT:
 Các thông báo về thông tin không trùng khớp về Tên/Số An Ninh Xã Hội (SSN) có thể đến từ Cục Quản Lý An
Ninh Xã Hội (SSA), các cơ quan chính phủ khác hoặc các công ty tư nhân.
 Nếu quý vị hoặc doanh nghiệp của quý vị nhận được thư thông báo về thông tin không trùng khớp từ SSA, thì thư
này sẽ có các hướng dẫn về những việc cần làm.
 Nếu quý vị hoặc doanh nghiệp của quý vị nhận được thông báo về thông tin không trùng khớp từ các cơ quan
chính phủ khác hoặc các công ty tư nhân, thì quý vị nên kiểm tra thông tin mà cơ quan hoặc công ty đó đã cung
cấp cho SSA. Nếu thông tin là chính xác, thì hãy liên lạc với SSA để xem tại sao lại xuất hiện thông tin không
trùng khớp.
 Thông tin không trùng khớp về Tên/Số An Ninh Xã Hội có thể là do thông tin không chính xác hoặc không được
cập nhật.
 Trách nhiệm của quý vị là phải cập nhật hồ sơ của mình với SSA càng sớm càng tốt sau khi quý vị trở thành công
dân Hoa Kỳ hoặc sau khi thay đổi tên do kết hôn, ly hôn hoặc vì bất cứ lý do nào khác.
 Doanh nghiệp của quý vị có thể hỏi quý vị về những việc mà quý vị đã làm để tìm cách khắc phục thông tin
không trùng khớp.
QUÝ VỊ NÊN YÊU CẦU DOANH NGHIỆP CỦA MÌNH:
 Cung cấp thông tin bằng văn bản giải thích về thông tin không trùng khớp.
 Kiểm tra xem doanh nghiệp của quý vị có lưu tên và số An Ninh Xã Hội chính xác của quý vị trong hồ sơ không.
 Tiếp tục để quý vị làm việc trong khi đang khắc phục thông tin không trùng khớp.
 Cho đủ thời gian để thu thập tài liệu và khắc phục thông tin không trùng khớp.
 Đối xử với quý vị giống như những nhân viên khác, bất kể tình trạng công dân hay nguồn gốc quốc gia, khi giải
quyết thông tin không trùng khớp của quý vị.
QUÝ VỊ NÊN GỌI CHO ĐƯỜNG DÂY NÓNG CỦA OSC THEO SỐ 1-800-255-7688 NẾU DOANH
NGHIỆP CỦA QUÝ VỊ:
 Yêu cầu quý vị điền một Mẫu I-9 mới mà chỉ dựa trên thông báo về thông tin không trùng khớp trước khi cho quý
vị một khoảng thời gian hợp lý để đính chính thông tin không trùng khớp.
 Không cho phép quý vị làm việc hoặc cắt giảm tiền lương/giờ làm việc của quý vị mà chỉ dựa trên thông tin
không trùng khớp.
 Không cho quý vị một khoảng thời gian hợp lý để khắc phục thông tin không trùng khớp.
 Thực hiện các thủ tục xử lý thông tin không trùng khớp khác nhau đối với các nhân viên dựa trên nguồn gốc quốc
gia hay tình trạng công dân của họ.
 Yêu cầu quý vị phải tạo ra một tài liệu của SSA hoặc cơ quan chính phủ khác do thông tin không trùng khớp.
Văn Phòng Luật Sư Đặc Biệt Về Những Thi Hành Bất Công Trong Việc Làm Có Liên Quan Đến Di Trú
Đường dây nóng miễn phí dành cho người lao động: 1-800-255-7688 (Thứ Hai-Thứ Sáu, 9 giờ sáng-5 giờ chiều, giờ ET) Có thông dịch
viên hỗ trợ
http://www.justice.gov/crt/about/osc/
Vietnamese


U.S. Department of Justice
Civil Rights Division
Office o/Special Counsel/or Immigration-Related
Uri/air Employment Practices - NYA
950 Pennsylvania Ave, NW
Washington, DC 20530
Main (202) 616-5594
Fax (202) 616-5509

MAY 1 8 2012
Dana Bleau
University of Arizona
935 North Tyndall Avenue
PO Box 210528
Tucson, AZ 85721~0528
Dear Ms. Bleau:
This letter responds to your letter to the Office of Special Counsel for Immigration~
Related Unfair Employment Practices (OSC), dated March 21,2012. In your letter, you ask
whether an employer faces any liability under 8 U.S.C. §1324b if the employer refuses to accept
a valid Employment Authorization Document for 1-9 purposes from a former employee who has
reapplied for employment, where the employer has "actual knowledge that the F-1 student is no
longer in status" despite the former employee possessing a "facially valid EAD."
Please note that OSC cannot provide an advisory opinion on any set of facts involving a
particular individual or entity. We can provide, however, some general guidelines regarding the
anti~discrimination provision of the Immigration and Nationality Act (INA) enforced by OSC,
8 U.S.C. § 1324b, and employer actions under that provision. The anti-discrimination provision
prohibits four types of employment-related discrimination: citizenship or immigrationstatus
discrimination; national origin discrimination; unfair documentary practices during the
employment eligibility verification process ("document abuse"); and retaliation for filing a
charge, assisting in an investigation, or asserting rights under the anti-discrimination provision.
The events described in your letter indicate that the former student has not yet been hired
but has inquired about re-employment. Regarding your inquiry about refusing to accept this
individual's EAD for 1-9 purposes, an employer "may not begin the Form 1-9 process until you
offer an individual ajob and he or she accepts your offer." U.S. Citizenship and Immigration
Service (USCIS) Handbook for Employers Instructions for Completing Form I~9 (M~274) (Rev.
6/01111), at 3. Further, requesting an individual's Form 1-9 documentation prior to the individual
accepting ajob offer may violate the anti~discrimination provision of the INA if the request is
based on the individual's citizenship or immigration status.
An employer with knowledge that an individual is not work-authorized cannot employ
the individual. 8 U.S.C. § 1324a(a)(1). The Department of Homeland Security has authority to
investigate and prosecute employers that have actual or constructive knowledge that one or more
of their employees are not authorized to work in the United States and employ or continue to
employ the employee(s) after obtaining such knowledge. An employer complies with the initial

employment eligibility verification process with respect to the examination of an employee's
document(s) if the document(s) reasonably appears on their face to be genuine. 8 U.S.C. §
1324a(b)(1)(A). The refusal to honor such documents based on the employee's citizenship or
immigration status may violate the anti-discrimination provision of the INA. 8 U.S.C. §
1324b(a)(6).
With respect to your concern that despite the former employee possessing a "facially
valid EAD," your institution nevertheless "has actual knowledge that the F-1 student is no longer
in status," we recommend you contact the USCIS Verification Division at 1-888-464-4218 to
ascertain whether the student is work-authorized. We caution against any assumption that the
former student is presently without valid work authorization simply because he or she worked
previously for your institution without valid authorization. See 8 C.F.R. § 214.2(t)(11)(iii)
(USCIS will adjudicate the Form 1-765 and, if approved, issue an EAD on the basis of the DSO' s
recommendation and other eligibility considerations).
Finally, where an employer declines to offer an individual employment or withdraws an
offer of employment based on a reason other than knowledge that the employee lacks work
authorization, it should make such decisions without regard to national origin or citizenship
status.
We hope you find this information helpful.

SeemaNanda
Acting Deputy Special Counsel


U.S. Department of Justice
Civil Rights Division
Office ofSpecial Counselfor Immigration-Related
Unfair Employment Practices - NYA
950 Pennsylvania Ave, NW
Washington, DC 20530
Main (202) 616-5594
Fax (202) 616-5509

,MAY - 22012
Via First Class Mail and E-Mail (jacgueline.longnecker@evrinc.com)
Jacqueline Longnecker
1575 DeLucchi Lane, Suite 207B
Reno, NV 89502
Dear Ms. Longnecker:
Thank you for contacting the Office of Special Counsel for Immigration-Related Unfair
Employment Practices ("OSC"). This is in response to the e-mail you sent OSC on April 4,
2012, in which you inquire about how staffing companies should respond to employers who
make discriminatory staffing requests based on citizenship status. Specifically, you indicate that
employers sometimes specify to a staffing agency that they want "no one with temporary work
authorization" or that they want "only U.S. citizens" (when the job does not require this).
OSC enforces the anti-discrimination provision of the Immigration and Nationality Act
("INA"), as amended, 8 U.S.C. ยง 1324b. The anti-discrimination provision prohibits four types
of unlawful conduct: (1) citizenship or immigration status discrimination; (2) national origin
discrimination; (3) unfair documentary practices during the employment eligibility verification
(Form 1-9) process ("document abuse"); and (4) retaliation for filing a charge or asserting rights
under the anti-discrimination provision. Although OSC cannot give you an advisory opinion on
any set of facts involving a particular individual or company, we are pleased to provide some
general guidelines regarding compliance with the anti-discrimination provision of the INA.
Please visit our website as well at http://www.justice.gov/crtiabout/osc/, or call our employer
hotline at 1-800-255-8155 for additional guidance.
The INA prohibits citizenship status discrimination with respect to hiring, firing, and
.recruitment or referral for a fee, by employers with more than three employees. This means that
employers may not treat individuals differently because of their citizenship status or immigration
status. The INA provides that U.S. citizens, recent lawful permanent residents, refugees, asylees,
and certain temporary residents are protected from citizenship status discrimination.
An employer may not limit consideration to "only U.S. citizens" for ajob unless required
to do so by "law, regulation, or executive order, or required by Federal, State or local
government contract." 8 U.S.C. ยง 1324b(a)(2)(C). Similarly, an employer may not limit
consideration to "green card holders only."

If an employer requesting temporary labor makes a discriminatory request (i.e., the client
seeks "U.S. citizens only" when not required to do so by law, regulation, or executive order, or
by government contract) and the staffing agency complies with the request, each entity may be
liable for discrimination under the INA. Depending on the facts, liability may accrue to the
staffing company either as an employer of the individual who is not placed based on the client's
discriminatory request, or as a recruiter or referrer for a fee. Cf EEOC v. Kelly Services, Inc.,
598 F.3d 1022, 1032 (8th Cir. 2010) ("An employment agency that receives ajob order
containing an unlawful sex specification will share responsibility with the employer placing the
job order if the agency fills the order knowing that the sex specification is not based upon a bona
fide occupational qualification.") (citations and internal quotation marks omitted). A staffing
agency may also face liability for discriminating in the placement process if it is considered a
joint employer. See United States v. General Dynamics Corp., 3 OCAHO no. 517 (1993).
Accordingly, we discourage a staffing agency from complying with a client's request that the
staffing agency provide "U.S. citizens only" or a similar discriminatory request unless required
by law, regulation, executive order, or government contract.
With respect to whether a staffing agency can limit a job to exclude those with temporary
work authorization, the individuals protected from citizenship status discrimination are limited to
U.S. citizens, certain lawful permanent residents, asylees, and refugees. See 8 U.S.C.
ยง 1324b(a)(3). Therefore, nonimmigrant visa holders, such as H visa holders, are not protected
from citizenship status discrimination. If an employer chooses not to employ persons who
require sponsorship for an employment visa, such as an H-1 B visa, the employer may state in its
job postings that it will not sponsor applicants for work visas. For similar reasons, an employer
may ask candidates for the position whether they will require sponsorship for a visa. See OSC
technical assistance letter dated September 27, 2010, available at
http://www.justice.gov/crtlabout/osc/pdf/publications/TAletters/FY20 101132.pdf. However, all
work-authorized individuals, including many non-immigrant visa holders, are protected under
the INA's prohibitions against national origin discrimination and document abuse (the request
for more or different documents, or the rejection of reasonably genuine-looking ones, in the
employment eligibility verification process). 8 U.S.C. ยง 1324b(a)(I)(A), (a)(6). Therefore, an
employer that rejects a document from any work-authorized individual simply because it
contains a future expiration date may be committing unlawful document abuse.
We hope this information is of assistance to you. Please feel free to contact us through
our toll free number at 1-800-255-8155 if you have any further questions.

:B' ~

SeemaNanda
Acting Deputy Special Counsel


U.S. Department of Justice
Civil Rights Division
Office a/Special Counselfor Immigration-Related
Un/air Employment Practices - NYA
950 Pennsylvania Ave, NW
Washington, DC 20530
Main (202) 616-5594
. Fax (202) 6/6-5509

FEB 0 6 2012
Via First Class Mail and E-Mail (eroth@gcalaw.com)
Elizabeth Roth, Esq.
GCA Law Partners LLP
1891 Landings Drive
Mountain View, CA 94043
Dear Ms. Roth:
This is in response to your November 23,2011 email seeking "acceptable language for a
jRP~.posting in which the employer can only consider US citizens because of the requirement of

the government contract under which the new employee would be working."
Please note that the Office of Special Counsel for Immigration Related Unfair
Employment Practices (OSC) cannot provide an advisory opinion on any particular instance of
alleged discrimination or on any set of facts involving a particular individual or entity. However,
we can provide some general guidelines regarding employer compliance with the anti
discriminat.ion provision of the Immigration and Nationality Act (INA), 8 U.S.C. § 1324b, which
OSC enforces. The anti-discrimination provision prohibits hiring, firing, recruitment or referral
for a fee, and unfair documentary practices during the employment eligibility verification (Form
1-9) process (document abuse) on the basis of citizenship or immigration status or national
origin. It also prohibits retaliation for filing a charge, assisting in an investigation, or asserting
rights under the anti-discrimination provision. For more information, you may visit our website
at www.justice.gov!cli!about!osc or call our toll-free hotline at 800-255-8155.
Citizenship status discrimination occurs when individuals are not hired or are fired
because of their citizenship or immigration status. 8 U.S.C. § 1324b. However, an employer
may consider citizenship status if it is required in order to comply with a law, regulation, or
executive order, or the terms of a Federal, State, or local government contract. 8 U.S.C. §
1324b(a)(2)(C). As discussed in the attached technical assistance letters, dated January 15,2008,
alii&August 19,2010, in order for a U.S. citizen requirement to satisfy the exemption found in
the anti-discrimination provision of the INA, an employer must show that it is required to
discriminate on the basis of citizenship status for the specific position at issue. Factors that come
into play in making this determination include the express language of the contract, the
employee's position and the type of work to be performed by the employee. Thus, employers
must examine the applicable contract to determine whether it requires the employer to restrict
employment for a specific job on the basis of citizenship status.

·
OSC recommends notifying applicants that the position is limited to U.S. citizens
ptiis'uant to a government contract. OSC suggests utilizing language such as: "Please note that
pursuant to a government contract, this specific position requires U.S. citizenship status."
We hope this information is of assistance to you.

Seema Nanda
Acting Deputy Special Counsel
Enclosures


U.S. Department of Justice
Office of Justice Programs
Office for Civil Rights
Washington, D.C. 20531

Frequently Asked Questions Regarding Twelve-Step Recovery
Programs for Recipients of Justice Department Financial Assistance 1
Executive Order 13279, Executive Order 13559, and the Department of Justice's (DOJ)
regulations on the Equal Treatment for Faith-Based Organizations, 28 C.F.R. pt. 38,
prohibit recipients from using DOJ financial assistance on inherently (or explicitly)
religious activities and from discriminating in the delivery of services on the basis of
religion. The following are some frequently asked questions addressing whether twelvestep recovery programs are considered inherently religious activities and the conditions
under which recipients may offer such programs in compliance with applicable civil
rights laws.

What are “twelve-step” recovery programs?
Traditional twelve-step programs outline a course of action for recovering from an
addiction whereby participants proceed through twelve core developmental stages.
Twelve-step programs are a form of self-help in which members of a fellowship
struggling with the same problem support each other.
The twelve-step program originated with Alcoholics Anonymous (AA) (http://aa.org).
According to AA, the twelve steps are as follows:
(1) We admitted we were powerless over alcohol—that our
lives had become unmanageable. (2) Came to believe that
a Power greater than ourselves could restore us to sanity.
(3) Made a decision to turn our will and our lives over to
the care of God as we understood Him. (4) Made a
searching and fearless moral inventory of ourselves. (5)
Admitted to God, to ourselves, and to another human being
the exact nature of our wrongs. (6) Were entirely ready to
have God remove all these defects of character. (7)
Humbly asked Him to remove our shortcomings. (8) Made
a list of all persons we had harmed, and became willing to
1

This guidance applies to recipients of financial assistance from the Department of Justice's Office of
Justice Programs, Office on Violence Against Women, and Office of Community Oriented Policing
Services.

make amends to them all. (9) Made direct amends to such
people wherever possible, except when to do so would
injure them or others. (10) Continued to take personal
inventory and when we were wrong promptly admitted it.
(11) Sought through prayer and meditation to improve our
conscious contact with God, as we understood Him,
praying only for knowledge of His will for us and the
power to carry that out. (12) Having had a spiritual
awakening as the result of these Steps, we tried to carry this
message to alcoholics, and to practice these principles in all
our affairs.
There are other twelve-step programs that deal with addictions other than alcohol. Some
of the best known are Narcotics Anonymous (NA) (http://www.na.org), Gamblers
Anonymous (GA), Overeaters Anonymous (OA), and Clutterers Anonymous (CLA).
There are also a number of twelve-step programs that address compulsive sexual
behavior.
The format of twelve-step meetings may vary, but most include a discussion of one of the
twelve steps, the sharing of personal stories of recovery, reading from twelve-step
literature, and prayer. Twelve-step programs also include sponsorship, linking a mentor
who has had success in recovery with a person who is at the beginning stages of
recovery.

How do the DOJ’s regulations, Equal Treatment for Faith-Based Organizations, 28
C.F.R. pt. 38, affect a recipient’s use of DOJ funding?
In 2002, President George W. Bush issued Executive Order 13279, and in 2004, the DOJ
issued the regulations, Equal Treatment for Faith-Based Organizations (Equal Treatment
Regulations), 28 C.F.R. pt. 38. In 2010, President Barack H. Obama issued Executive
Order 13559 on federal funding of faith-based organizations. The Executive Orders and
the Equal Treatment Regulations prohibit recipients from using DOJ financial assistance
to engage in inherently (or explicitly) religious activities, such as proselytizing, scripture
study, or worship. Faith-based recipients may, of course, engage in inherently religious
activities; however, these activities must be separate in time or location from the program
supported with DOJ financial assistance and participation in these programs must be
voluntary. Recipients must not compel beneficiaries of the DOJ-funded program to
participate in inherently religious activities, and they must not discriminate in the
delivery of services or benefits on the basis of religion, a religious belief, a refusal to hold
a religious belief, or a refusal to participate in a religious practice.

Is a twelve-step recovery program such as AA or NA an inherently religious
activity?
Yes. Courts have analyzed this question in reference to the Establishment Clause of the
First Amendment to the United States Constitution. The Establishment Clause prohibits
the government from making any law “respecting an establishment of religion.” This
clause not only forbids the government from establishing an official religion, but it also
prohibits government actions that favor one religion over another or from preferring
religion over non-religion. Courts have repeatedly found that traditional twelve-step
programs contain religious content and are religious activities. 2 In reaching this
determination, courts have relied upon several factors, such as the fact that the twelve
steps are based on the monotheistic idea of a single God or Supreme Being, which is
rooted in the religious concept of a Higher Power. It is important to keep in mind that a
program or activity does not need to be a traditional form of religious worship to be a
religious activity; a program can have a secular purpose such as providing drug or alcohol
treatment but its programming may contain religious content.

Does this mean that direct and sub-recipients of DOJ financial assistance cannot
include twelve-step recovery programs in any of the services that they provide?
No. Recipients must carefully structure their programs and activities, however, to ensure
that DOJ financial assistance is not being used for literature, classes, meetings,
counseling sessions, or other activities that support twelve-step programs. Moreover,
recipients must ensure that twelve-step programs take place at a separate time or location
from the activities supported with DOJ financial assistance and that the participation of
beneficiaries in twelve-step programs is strictly voluntary. DOJ-funded organizations
that operate substance-abuse treatment programs must make clear to both grant-making
agencies and beneficiaries that twelve-step programming is separate and distinct from
DOJ-funded activities. Recipients must also ensure that they do not compel beneficiaries
of DOJ-funded programs to participate in twelve-step programs. They cannot penalize a
beneficiary who chooses not to participate in a twelve-step program.

Can a recipient use DOJ financial assistance to purchase or develop literature or
other materials that promote the twelve-step model of recovery?
No. This is a clear example of using DOJ financial assistance to engage in a religious
activity.

2

See the cases in the Resources section that appears at the end of this document.

If a recipient uses DOJ funds to subsidize in whole or in part the salary and benefits
of one or more staff positions, how can the recipient ensure that this does not result
in supporting a twelve-step recovery program?
Recipients must ensure that staff members fully funded by DOJ are not involved with
twelve-step programs whereby they are instructing or indoctrinating clients on the twelve
steps. For example, DOJ-funded staff members as part of their employment cannot
supervise or lead twelve-step meetings or courses; they cannot counsel or treat clients
based on the twelve-step model; and they cannot read to clients from literature
expounding twelve-step programs.
For staff positions subsidized both with DOJ financial assistance and private funds,
recipients must ensure that DOJ financial assistance is not subsidizing any portion of staff
members’ time spent on twelve-step programs. Staff members could clearly document
the number of hours spent on secular activities associated with the DOJ-funded program
to ensure that time spent on twelve-step programs is completely separate from time spent
on permissible secular activities.

If rental or construction costs are allowable under the terms of a grant award, may
a recipient use DOJ funds to rent, lease, construct, or renovate a facility where a
twelve-step program will take place?
Yes, as long as the recipient only uses DOJ funds to subsidize the costs attributable to
permissible secular activities occurring within the facility and uses private funds to
subsidize the costs attributable to the twelve-step program. Where a recipient expends
DOJ funds on the rental, lease, construction, or renovation of a facility that will be used
for both secular activities permissible under the grant award and a twelve-step program,
the recipient shall determine the portion of time that the facility will be used to conduct
permissible secular activities and must prorate the costs of the rental, lease, construction,
or renovation of the facility to ensure that the amount of DOJ funding does not exceed the
portion or percentage of costs attributable to the permissible secular activities. For
example, if a recipient uses a facility for permissible secular activities approximately
eighty percent of the time and uses the facility for a twelve-step program approximately
twenty percent of the time, the amount of DOJ funding expended on the rental, lease,
construction, or renovation of the facility cannot exceed eighty percent of the total costs.

How can a recipient ensure that a twelve-step recovery program is conducted
separately in time or location from DOJ-funded activities?
Twelve-step meetings, courses, or counseling sessions held in the community, outside of
a recipient’s facilities, are sufficiently separate in location from DOJ-funded activities so
as not to raise a question about the recipient’s sponsorship of the program. If a twelvestep program takes place in a recipient’s facilities, it may still satisfy the requirement of
being separate in location from DOJ-funded activities, if it takes place in a different room

or floor from where the DOJ-funded activities occur. Twelve-step programs may also
take place in a recipient’s facilities if they take place at a different time from the DOJfunded program. For example, the twelve-step program could take place either before or
after the DOJ-funded program; however, the recipient must make clear that the twelvestep program is not part of the DOJ-funded program.

Once a recipient ensures that it is not using DOJ financial assistance to support a
twelve-step recovery program and the program is being held separately in time or
location from DOJ-funded activities, how can a recipient ensure that participation
in a twelve-step program is voluntary for beneficiaries of the DOJ-funded activities?
Recipients of DOJ financial assistance must ensure that they are not mandating
beneficiaries of the DOJ-funded programs to participate in any twelve-step programming.
While it is permissible to require a beneficiary to participate in substance abuse
treatment, recipients cannot only offer twelve-step programs; recipients must offer at
least one alternative treatment program that is secular in nature. Recipients should also
be careful that they are not coercing beneficiaries to participate in twelve-step programs
by making DOJ-funded services or benefits contingent upon participating in the twelvestep program, or otherwise leveraging DOJ-funded services to influence an individual's
decision to participate in a twelve-step program. When assessing whether such decisions
by program beneficiaries are voluntary, funding recipients should be mindful that
beneficiaries of substance abuse services may be particularly susceptible to pressure or
persuasion to engage in activities.

What are some examples of alternative treatment or recovery programs that are
secular in nature?
In addition to one-on-one and group counseling sessions that have no religious content,
some examples of secular treatment programs include SMART Recovery
(http://smartrecovery.org.), Rational Recovery (http://rational.org/), Secular
Organizations for Sobriety/Save Our Selves (http://cfiwest.org/sos), and LifeRing
(http://lifering.org). The DOJ provides this partial list of alternative programs solely as
information without endorsing any program or commenting on its efficacy.

What is the responsibility of a State Administering Agency if it discovers that a
recipient, subrecipient, or contractor receiving DOJ financial assistance includes a
twelve-step program in its services?
If a State Administering Agency has any questions regarding whether a subrecipient’s or
contractor’s inclusion of a twelve-step program in its services and activities complies
with the Equal Treatment Regulations, the State Administering Agency may contact the
Office for Civil Rights at (202) 307-0690 or via email at askOCR@ojp.usdoj.gov.

Whom should I contact if I have questions about how the Equal Treatment
Regulations relate to twelve-step recovery programs conducted by a recipient of
DOJ financial assistance?
The Office for Civil Rights is available to provide guidance on how the Equal Treatment
Regulations relate to twelve-step recovery programs. For technical assistance, please call
the Office for Civil Rights’ main line at (202) 307-0690.

Resources
● Miner v. Goord, No. 09-0674-cv, 2009 WL 4072085 (2d Cir. Nov. 25, 2009) (holding
that the twelve steps of AA are religious in nature).
● Inouye v. Kemna, 504 F.3d 705 (9th Cir. 2007) (holding that AA has substantial
religious components and that compelling individuals to participate in AA violates the
Establishment Clause).
● Cox v. Miller, 296 F.3d 89 (2d Cir. 2002) (finding that AA’s activities must be treated
as religious for purposes of the Establishment Clause).
● DeStafano v. Emergency Hous. Group, Inc., 247 F.3d 397 (2d Cir. 2001) (finding that
the AA program is a religion for Establishment Clause purposes).
● Warner v. Orange County Dep’t of Prob., 115 F.3d 1068 (2d Cir. 1997) (concluding
that the AA program has substantial religious components and AA meetings are
intensely religious events).
● Kerr v. Farrey, 95 F.3d 472 (7th Cir. 1996) (holding that the twelve-steps underlying
AA programs are based on the monotheistic idea of a single God or Supreme Being,
or, in other words, a religious concept of a Higher Power).
● Care Net Pregnancy Ctr. of Windham County v. U.S. Dep't of Agric., No. 11-2082
(RBW), 2012 WL 4801777 (D.D.C. Oct. 10, 2012) (upholding a hearing officer's
determination that a faith-based applicant for U.S. Department of Agriculture (USDA)
funding would violate the USDA's regulations, Equal Opportunity for Religious
Organizations, 7 C.F.R. § 16.3, where it intended to use USDA financial assistance to
fund the complete acquisition cost of a facility to be used for both secular and religious
activities).
● Hazle v. Crofoot, No. 2:08-cv-00295-GEB-KJM, 2010 WL 1407966 (E.D. Cal. Apr. 7,
2010) (concluding that a twelve-step recovery program based on the principles of AA
and NA contained religious components).
● Freedom from Religion Found., Inc. v. McCallum, 179 F.Supp.2d 950 (W.D. Wis.
2002) (concluding that while AA is not a traditional form of religious worship the
content of AA is religious in nature, and finding that an agency’s ability to estimate
how much time counselors spend on religious versus non-religious matters does not
mean that it is possible to make a clear distinction between the two roles that
counselors play).
● Warburton v. Underwood, 2 F.Supp.2d 306 (W.D.N.Y. 1998) (finding that the
emphasis placed on God, spirituality, and faith in a Higher Power by twelve-step
programs such as AA and NA supports a determination that the programs are

religious).
● Exec. Order No. 13559, 75 Fed. Reg. 71319 (Nov. 17, 2010), available at
http://www.gpo.gov/fdsys/pkg/FR-2010-11-22/pdf/2010-29579.pdf.
● Exec. Order No. 13279, 67 Fed. Reg. 77141 (Dec. 12, 2002), available at
http://www.gpo.gov/fdsys/pkg/FR-2002-12-16/pdf/02-31831.pdf.
● U.S. Department of Justice, Equal Treatment for Faith-Based Organizations, 28
C.F.R. pt. 38, available at
http://www.gpo.gov/fdsys/pkg/CFR-2000-title28-vol1/content-detail.html.
● Substance Abuse and Mental Health Services Administration, An Introduction to
Mutual Support Groups for Alcohol and Drug Abuse, 5 Substance Abuse in Brief Fact
Sheet (Spring 2008), available at
http://kap.samhsa.gov/products/brochures/pdfs/saib_spring08_v5i1.pdf.


Procedure for Delegation of
Tribal Sex Offender Registration and Notification Responsibilities
The Adam Walsh Child Protection and Safety Act was signed into law on July 27, 2006. Title I of
this Act, the Sex Offender Registration and Notification Act (SORNA), 34 U.S.C. § 20901 et.
seq., included the option for certain federally recognized Indian Tribes to function as sex
offender registration and notification jurisdictions. This federal law requires that the tribes that
“opted in” to participate in SORNA must implement the minimum standards required by SORNA for
sex offender registration and notification. Pursuant to SORNA, if the U.S. Attorney General
determined that a tribe which “opted in” had not substantially implemented the requirements of
SORNA by the implementation deadline of July 27, 2011, and is not likely to become capable of
doing so within a reasonable amount of time, the tribe’s sex offender registration and notification
responsibilities must be delegated by the U.S. Department of Justice (DOJ) to the state(s) in
which the territory of the tribe is located. 34 U.S.C. § 20929 (a)(2)(C). Based on current legal
standards, the delegation is irrevocable.
Prior to July 27, 2011, the Office of Sex Offender Sentencing, Monitoring, Apprehending,
Registering and Tracking (SMART) issued a guidance document for tribes on how to request
additional time to implement SORNA if they faced obstacles or delays in implementing by the July
27, 2011 deadline. The SMART Office engaged in significant outreach to tribes by certified letter,
standard mail, email, fax, and telephone calls. Additionally, outreach was conducted by the National
Congress of American Indians and the Bureau of Indian Affairs at SMART’s request in order to
expand communications with tribes concerning the deadline and the statutorily-mandated delegation
outcome for failing to implement or request additional time to implement.
Since the July 27, 2011 deadline, tribes that have requested and been granted an additional reasonable
amount of time to implement have been provided with training, technical assistance, and updated
guidance on how to work towards implementation, as well as how to request an additional reasonable
amount of time to implement, if applicable.
If the SMART Office determines that a tribe is unable or unwilling to implement SORNA within a
reasonable amount of time, the tribe is at risk of having its registration and notification duties
delegated to the state(s) in which the territory of the tribe is located. Based on three consultation
sessions with tribal leaders and other interested parties, the SMART Office adopted the following
delegation procedure, consistent with Executive Order 13175.
A tribe is subject to delegation in the following circumstances: A) Tribe failed to either
submit a SORNA substantial implementation package, request additional time to implement, o r
“opt out” of SORNA responsibilities by the July 27, 2011 statutory deadline for implementation,
B) Tribe requests and is granted additional time to implement but stops communicating with
the SMART Office and/or fails to provide monthly update progress reports, C) Tribe fails to
submit a substantial implementation package or other required documentation by the extended
deadline due date, D) Tribe requests additional time to implement but the SMART Office
determines that the tribe is not capable of substantial implementation within a reasonable amount
of time, E) After review of a tribe’s substantial implementation package, the SMART Office
determines that the Tribe has failed to substantially implement the minimum standards of
SORNA, and/or F) Tribe fails to continue to operate a functioning sex offender registration

and notification program. In these cases, the tribe will receive additional outreach prior to
delegation according to the following procedure:
1. The SMART Office Director will contact the current tribal leader of record to provide the
tribe one last opportunity to decide how the tribe wishes to proceed, before the Department
begins taking steps toward delegation of the tribe’s sex offender registration and notification
responsibilities to the state(s) in which the territory of the tribe is located. This contact will
be made by telephone. (This call will be in addition to any calls from the SMART Office
prior to any relevant deadlines). The SMART Office will document this phone outreach and
its results. The SMART Office Director will make every effort to ensure that the tribal leader
is informed of alternative options for implementing SORNA, including entering into
agreements with other jurisdictions. If the tribal leader does not have the guidance document
on how a tribe may request additional time, it will be provided. If the tribal leader has a
request for an additional amount of time completed but not yet submitted, the SMART Office
will accept a late submission in order to assess what, if any, additional technical assistance
may be needed and determine if additional time should be granted.
2. A list of tribes that have not submitted any documentation and have not responded to
SMART Office outreach will be provided to the Office of Tribal Justice or the Executive
Office of the United States Attorney for distribution to the designated tribal liaisons in each
of the relevant US Attorney’s Offices nationwide. Regional tribal organizations may also be
contacted during this outreach period. Other federal partners may also be enlisted to assist in
this outreach depending on the situation.
3. As part of this process, Tribal leaders will have the opportunity to request to meet with a DOJ
official to discuss SORNA implementation options for the tribe and to discuss and address
any obstacles facing the tribe in its attempt to substantially implement SORNA. Further, if
appropriate, DOJ will contact the necessary state representatives to engage in conversations
with all of the relevant parties.
4. In the event that all efforts to assist the tribe to either work towards substantial implementation
or “opt out” have failed, the responsibility for sex offender registration and notification will
be delegated to the state(s) in which the territory of the tribe is located. The delegation will
take place upon issuance of a letter addressed to the tribal leader from the SMART Office,
via certified mail, that indicates that the tribe’s responsibility for sex offender registration
and notification has been delegated to the state(s). A second letter will be sent to the governor
of the state(s) in which the territory of the tribe is located, indicating that this delegation has
taken place and informing the governor of the state’s new obligation to register, and notify
the public of, sex offenders who reside, attend school, or are employed on the tribe’s lands.

SMART Office ‐ (202) 514‐4689 ‐ FAX (202)354‐4200 ‐ AskSMART@usdoj.gov


U.S. Department of Justice
Civil Rights Division
Office a/Special Counsel/or Jmmlgration~Related

Urifatr Employment Practices ~ NYA
950 Pennsylvania Ave, NW
Washlnglon. DC 20530
Main (202) 616-5594
Fax (202) 616-5509

DEC 0 1 2011
William B. Cowen, Esq.
Solicitor
National Labor Relations Board
Suite 11800
1099 14th Street, NW
Washington, DC 20570
Dear Mr. Cowen:
Thank you for contacting the Office of Special Counsel for Immigration-Related Unfair
Employment Practices (OSC). This letter is in response to your September 19,2011, email in
which you asked the following questions:
1) Assuming that an employee submitted facially legitimate documents upon initial hiring,
under what conditions (other than the impending expiration of the original documents) may
an employer later lawfully re-verify or request additional information or documentation from
an employee?
2) Is it llnlawful for an employer to re-verify or request additional information or
documentation without cause even if it has no discriminatory motive?
3) Is an employer entitled to inquire further ifit has "reasonable" or "good" cause to believe the
employee may not be authorized to work? What would constitute sufficient cause?
OSC is responsible for enforcing the anti-discrimination provision of the Immigration
and Nationality Act (INA), 8 U.S.C. § 1324b, which prohibits discrimination in hiring, firing, or
recruitment or referral for a fee that is based 011 an individual's national origin or citizenship
status. The statute also prohibits unfair documentary practices during the employment eligibility
verification (Form 1-9) process on the basis of citizenship status or national origin (document
abuse), and retaliation or intimidation. This office cannot give you an advisory opinion on any
set of facts. However, we can provide general information regarding compliance with the anti
discrimination provision of the INA.
As you may know, an employer is required to complete an I-9 Form for each new hire
within three days of hire. 8 C.F.R. § 274a.2 (b) (ii) (2011). When reviewing documents
presented for 1-9 purposes an employer's obligation is to accept either one List A document
(chosen by the employee) or a combination of one List B document and one List C document
(chosen by the employee) as long as the document or documents reasonably appear to be genuine

and to relate to the employee. USCIS's Handbookfor Employers, Instructions for Completing the
Form 1-9 (Form M-274, Rev.06/01/11) at pp. 4-5.
With respect to your first question, there may be circumstances in which an employer
may legitimately reverify or request work authorization documentation from an employee after
the initial hiring process. For instance, as you note, an employer is required to re-verify an
employee's work authorization at the time of expiration. 8 C.F.R. § 274a.2 (b) (vii) (2011). We
note, however, that permanent resident cards (commonly referred to as "green cards") should
never be re-verified, nor should U.S. citizens be re-verified. An employer that is re-verifying
employment authorization must not request specific documents or combination of documents,
but must allow employees to present their choice of documents. When re-verifYing employees
specifically because their work authorization has expired, employees need only present a List A
or List C document of their choice; List B documents (identity documents such as driver's
licenses), should never be re-verified. USCIS's Handbookfor Employers, Instructionsfor
Completing the Form 1-9 (Form M-274, Rev.06101l11) at p. 9. Finally, an employer may re
verify employees' documents when it discovers, during the course of conducting an audit of all 1
9 forms in a non-discriminatory manner, that the 1-9 forms or accompanying documents for some
employees are missing or incomplete. See United States v. Ojiel, 7 OCAHO 984, 986 (1998)
(finding that the government has a considerable interest in encouraging employers to correct
mistakes on the 1-9 form, and that employers may correct paperwork mistakes at or before
government inspection).
If an employer receives notice from Immigration and Customs Enforcement (ICE) that
certain documents utilized by employees during the 1-9 process are suspect, or that certain
employees' 1-9 forms were not properly completed, the employer may request additional
documentation from those employees pursuant to ICE's instructions. See
http://www.ice.gov/sevis/faqs/information_employers_nonimmigrant_students.htm. OSC has
recently issued guidance for employers on responding to a worksite enforcement audit, which
can be located at http://www.justice.gov/crtlabout/osc/pdf/publications/worksite_enforcement.
Other circumstances may also exist for an employer to request additional documentation from an
employee. See two previously issued technical assistance letters, dated October 14, 2011, and
October 26, 2011, attached, discussing this issue. In all circumstances, OSC looks at the context
in which the employer made the request, including determining whether there is evidence that
the request was made for a discriminatory reason on the basis of national origin or citizenship
status.
With respect to your second question, OSC recommends that an employer exercise
caution to ensure that it only re-verifies employees' documents when it has a proper basis for
doing so. An employer that re-verifies or requests additional work authorization documentation
from certain employees and not others, without a valid basis, may be viewed as discriminating
on the basis of citizenship or immigration status or national origin in the employment eligibility
verification process. To the extent the employer has a proper basis for the re-verification, an
employer must treat all employees the same in the employment eligibility re-verification process,
regardless of their citizenship or immigration status, or their national origin in order to avoid
discrimination under the anti-discrimination provision of the INA. This includes providing
employees with the same timeframes for responding to similar document requests.

2

With respect to your third question, employers should also exercise caution in
determining what information constitutes "reasonable" or " good cause" to believe an employee
is not authorized to work. Attached please find two previously issued technical assistance letters,
dated October 14, 20 11 , and October 26, 2011 , discussing this issue.
We hope the information provided above is helpful. If you require any further
information, pl ease visit OSC's website at http://www.justice.gov/crt/about/osc/ or call our
empl oyer hotline at 1-800-255-8155.
Sincerely,

SeemaNanda
Acting Deputy Special Counsel
Encl osures

3


U.S. Department of Justice
Civil Rights Division
Office ojSpedal Counselfor Immigration~Related

Urifair Employment Practices ~ NYA
950 Pennsylvania Ave, NW
Washington, DC 20530
Main (202) 616-5594
Fax (202) 616-5509

OCT t6 2011
BY EMAIL (krobidoux@larabee.com)
Ms. Kimberly Best Robidoux
Larrabee Mehlman Albi Coker LLP
9920 Pacific Heights Blvd., Suite 300
San Diego, CA 92121
Dear Ms. Best Robidoux:
Thank you for your e-mail inquiry dated September II, 2011. In your email you ask
what action, if any, your client must take against an employee where the employee presented a
Social Security card (in combination with a List B document) for I-9 purposes that appeared
genuine when originally presented but was later identified in an internal review as not appearing
to be genuine. In your inquiry, you state that your client initially received a Social Security no
match letter for the employee, in response to which the employee explained that she was
previously not authorized to work, but had recently secured work authorization. Your client then
asked the employee to complete a new Form I-9, at which time she presented the Social Security
card in question. In your email you also explain that all employees for whom your client
received Social Security no-match letters were treated subjected to the same no-match letter
policy, and we presume this to mean that your client's policy was implemented consistently,
regardless of the citizenship status or national origin of the employees affected.
Please note that the Office of Special Counsel (OSe) cannot provide an advisory opinion
on any particular instance of alleged discrimination or on any set of facts involving a particular
individual or entity. However, we can provide some general guidelines regarding employer
compliance with the anti-discrimination provision of the Immigration and Nationality Act (INA),
8 U.S.C. § 1324b, which OSC enforces. The anti-discrimination provision prohibits hiring,
firing, recruitment or referral for a fee, and unfair documentary practices during the employment
eligibility verification (Form I-9) process (document abuse) on the basis of citizenship or
immigration status or national origin. It also prohibits retaliation for filing a charge, assisting in
an investigation, or asserting rights under the anti-discrimination provision. For more
information about OSC, you may visit our website at www.justice.gov/crtiabout/osc.
Under federal law, an employer may violate 8 U.S.C. § 1324a(a) if that employer knows
(or has constructive knowledge) that an employee is not authorized to work. Mere suspicion or
conjecture is not knowledge. See, e.g., Collins Food IntI. Inc. v. INS, 948 F.2d 549 (9th Cir.
1991). At the same time, an employer has a duty to investigate into situations where it has
knowledge that would lead a reasonable person to believe that an individual is not authorized to
work in the United States. See Mester Mfq. Co. v. INS, 879 F.2d 561 (9th Cir. 1989); New El

Rey Sausage v. INS, 925 F.2d 1153 (9th Cir. 1991)(employer that received specific information
from INS that certain employees may have committed document fraud was on notice of their
potentially unauthorized status; because the employer failed to make further inquiries, it is
deemed to have constructive knowledge of the unauthorized status). For example, courts have
found that employers had constructive knowledge when they failed to ask for any proof of work
authorization or ignored notices about employees' unauthorized status from government
authorities. See, e.g., United States v. Cafe Camino Real, 2 OCAHO no. 307, at 39 (1 99 I)(where
employer did not request or review employee's work authorization documents, it may be inferred
that employer knew the individual did not have work authorization documents); u.s. v. Noel
Plastering, 3 OCAHO no. 427, at 320 (1 992)(violation can be established where employer fails
to reverify worker employment eligibility after receiving "specific and detailed" information
from the INS that employees may be ineligible to work). Because the issue you raise pertains in
part to enforcement under 8 U.S.C. § 1324a, OSC cannot state whether an employer has
sufficient information to take further action involving a particular employee. For more
information about facts that might rise to the level of "constructive knowledge," we recommend
you contact Immigration and Customs Enforcement within the Department of Homeland
Security at 1-866-DHS -2ICE or visit http://www.ice.gov.

However, OSC' s authority pertains to equal treatment in the employment eligibility
verification process. Therefore, to the extent that an employer rejects an employee's document
that does not appear to be genuine, OSC strongly advises that it treat all employees consistently
regardless of citizenship status or national origin. This means that immigrants or those who
appear to be foreign-born based on appearance, accent, or surname, should not have their
documents more closely scrutinized than U.S. citizens or those who do not appear to be foreign
born.
We hope this information is helpful.

Sincerely,

Seema Nanda
Acting Deputy Special Counsel