Do you know about - Usa Labor Laws for Immigrants
AdvertisementHiring non-citizens at your place of company can be tricky. Some employers look for alien or immigrant employees to hire, thinking these workers will work more cheaply than U.S. Citizens. Other bosses hire migrants in positions that are dangerous, without providing sufficient protection or training. There are even some clubs that overwork immigrant employees, especially those that don't speak English very well, taking advantage of the habitancy who depend on these clubs to survive.
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The truth is that employers must treat immigrants the same way they treat U.S. Citizens. The Migrant and Seasonal Agricultural laborer protection Act (Mspa) was enacted to safe migrant and seasonal farm workers, agricultural employees, and migrant housing suppliers. But certain types of labor contractors and employees are exempt under dinky circumstances. Employees are entitled to receive the terms and conditions of their jobs written in their own language.
Employers are required to keep written payroll records for migrant workers for three years or more, with copies going to each non-native worker. For agricultural jobs, employers must guarantee that housing provided to seasonal workers meets federal standards. Vehicles used to transport migrant workers also must be safe for communication use.
If you are thinking about hiring migrant workers to help at your farm or agricultural business, here are some points to consider:
1. Is the migrant a U.S. Citizen? Does he or she have a green card? Is the man an illegal alien? Keep in mind that any laborer without allowable paperwork proving that he or she belongs in this country could be deported, if caught.
2. Are you willing to enlarge financial support via employment to migrant workers who are employed by your company? Without evidence of long-term or ongoing employment, some aliens may be asked to leave the country.
3. Does the migrant laborer have a family? If so, can you contribute sufficient housing, sanitation, and educational access to family members? You also may want to consider some type of insurance or condition benefits in case man gets sick or the wife has a baby.
4. Can you help migrant employees become acclimated to your community? This might involve introducing them to other immigrants from their native land, guiding them to English classes at a local high school or cultural institute, and taking them on a tour of local facilities like banks, schools, and stores.
5. Have you done a background check on your migrant employees? You may not want to hire man with a criminal past unless you feel the man has turned over a new leaf.
6. Don't forget to consider communication issues. Unless your migrant workers have a driver's license and a car of their own, they may depend wholly on social communication or you to get them to physician appointments, shopping areas, and company needs.
Contact the federal division of Labor to learn more about yielding regulations. In some cases, the government provides help to employers and employees. Although there may be cultural, economic, and social advantages to hiring migrant workers in your company, remember to put the employee's well being ahead of all else when development your hiring decisions.
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