(from SHRM) Employers are advised to continue to follow recommended practices for Form I-9 compliance as the federal government begins the six-month wind-down of DACA (Deferred Action for Childhood Arrivals), the Obama-era program shielding young undocumented immigrants from deportation. Used to verify the identity and employment authorization of individuals hired for employment in the United States, I-9 records should be kept up to date — and I-9 administrators current on training — and reviewed on a regular basis.
There are also legal risks associated with DACA's rescision. Among other things, employers could face discrimination claims if they decline to offer employment to DACA recipients with valid work permits, or if they terminate the employment of existing DACA staff. It's also a good practice for employers to have a list of resources for workers who may be affected.
More at SHRM.
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