I-9 and E-Verify Decisions Can Lead to Unfair Labor Practices

We’ve been seeing a new risk associated with I-9s, originating (ironically) from employers’ often-diligent attempts to prevent mistakes in the first place. This particular threat emerges from within – from the employer’s own workforce in the form of a claim of unfair labor practices before the National Labor Relations Board (NLRB). Even if your employees are not currently represented by a union, the NLRA can still impact your business operations and those crucial planning decisions with respect to I-9 and E-Verify compliance. While union participation has been declining over the years, employers may still find themselves in the crosshairs of the NLRB – particularly in relation to any kind of employer activity which may affect an employee’s right to work. This is especially true in the context of I-9 and E-Verify policy decisions.

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Posted Under: EBI

Post By Barry Nixon (262 Posts)

W. Barry Nixon is the COO, PreemploymentDirectory.com the leading background screening information portal and online worldwide directory of professional background screening firms and Suppliers to the background screening industry. He co-authored the landmark book, Background Screening & Investigations: Managing Hiring Risk from the HR and Security Perspective. He also is the publisher of award winning newsletters, The Background Buzz and The Global Background Screener, and the author of the Background Checks column in PI Magazine.

In addition, Barry is a past recipient of the elite ‘Top 25 Influential People in Security’ by Security Magazine and past Co-Chair, International Committee for the National Association for Professional Background Screeners (NAPBS). He currently serves as a Global Ambassador for NAPBS.

You can contact Barry at 1-949-770-5264 or online at wbnixon@preemploymentdirectory.com