Opinion ID: 4388694
Heading Depth: 4
Heading Rank: 2

Heading: The IRCA

Text: Congress enacted the Immigration Reform and Control Act of 1986 (IRCA) “as a comprehensive framework for ‘combating the employment of illegal aliens.’” Arizona II, 567 U.S. at 404 (quoting Hoffman Plastic Compounds, Inc. v. NLRB, 535 U.S. 137, 147 (2002)). Under the IRCA, employers may not knowingly hire or employ aliens without proper work authorization. 8 U.S.C. § 1324a(a)(1)–(2). Employers in violation of the IRCA are subject to civil and, 14 UNITED STATES V. STATE OF CALIFORNIA in cases of “a pattern or practice of violations,” criminal penalties. Id. § 1324a(e)–(f). Although the IRCA does not impose federal criminal sanctions on the employee side . . . . some civil penalties are imposed instead. With certain exceptions, aliens who accept unlawful employment are not eligible to have their status adjusted to that of a lawful permanent resident. Aliens also may be removed from the country for having engaged in unauthorized work. In addition to specifying these civil consequences, federal law makes it a crime for unauthorized workers to obtain employment through fraudulent means. Arizona II, 567 U.S. at 404–05 (citations omitted). To ensure compliance with the IRCA, employers must verify the authorization statuses of prospective employees. 8 U.S.C. § 1324a(a)(1)(B), (b). Verification is facilitated through a uniform inspection process; employers are required to retain documentary evidence of authorized employment, to which “immigration officers and administrative law judges [] have reasonable access.” Id. § 1324a(b), (e)(2)(A). The information and documentation associated with the verification process may only be used to enforce the IRCA and INA, as well as for prosecution under certain criminal statutes. Id. § 1324a(b)(5), (d)(2)(F)–(G).