What You Can Learn from Arizona's Immigration Experiment

Whether you operate a business in a state that does or does not have these requirements, now is the time to get educated. There are a number of things you can do to ensure your HR department is in order. Completing the I-9 process when you have new hires is the most important step. Although you are not an INS agent, doing your due diligence to obtain documentation and submit completed forms from your employees will go a long way.

Ensure each I-9 is complete, organized and kept on file for the appropriate amount of time. Second, learn about E-Verify. If Congress gets around to tackling immigration, it will likely include some version of electronic verification. Visit the Department of Homeland Security Web site (www.dhs.gov) to learn about the E-Verify program. If your state does not require its use, it is your choice if you want to sign up voluntarily.

Arizona’s experience with employer sanctions opened the door for many states to enact similar laws. It is important for businesses across the nation to be aware of these types of rules that impact hiring practices. State chambers of commerce are likely engaged at the advocacy level and should be a great source of additional information on state-specific requirements.

Employers who break the rules by intentionally hiring illegal immigrants should face punishments, but law-abiding businesses should be protected. To put your company in the best possible position to avoid unmerited sanctions, it is best to become educated on the current laws in your state.

Glenn Hamer is president and CEO of the Arizona Chamber of Commerce & Industry. He can be reached at ghamer@azchamber.com. The Arizona Chamber of Commerce and Industry is committed to advancing Arizona’s competitive position in the global economy by advocating free-market policies that stimulate economic growth and prosperity for all Arizonans. For more information, visit www.azchamber.com.