Select this to enable text only view - Immigration Law Compliance

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Approved: 11/21/2013
Approved By: President's Staff
Section: 01 - EMPLOYMENT
Policy: 001 - Hiring and Equal Employment Opportunity

The Community College of Beaver County (CCBC) is committed to employing only United States citizens and aliens who are authorized to work in the United States. The College does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with CCBC within the past three years, or if their previous I-9 is no longer retained or valid.

Employees with questions or seeking more information on immigration law issues should contact the Human Resources Department. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.

Collection Procedure

All employees, whether new hire or rehire as defined in the regulation, will be processed within the HR department. This process must be completed no earlier than at the point of offer of employment and NO LATER THAN THE FIRST DAY OF EMPLOYMENT AND FORWARDED IMMEDIATELY TO HUMAN RESOURCES. A copy of the documents used to satisfy the requirements will be made and will be attached to the completed I-9 form.

  1. In the case of a rehire, section 3 of the I-9 form will be completed and at a minimum, a copy of the individual’s document that establishes identity will be attached. When an individual is rehired, the previous I-9 will be verified with HR as to its correctness and HR will determine if a new I-9 is required.

In all cases, the employee is to complete section one (1) and sign the form. The person certifying the I-9 form; must see the original documents presented, make a copy of these documents, and sign the form where appropriate (section 2 or 3, depending on if it is a hire or rehire). This process is to be done in person (i.e., the employee is to complete section 1 in the presence of the College representative and the College representative is receive the original identifying documents and copy the originals and complete section two (2) immediately. The completed I-9 is to be forwarded to HR immediately (the completed documents must be received in HR on the day of employment and no later than the day after employment).

For purposes of this procedure, a rehire (according to Federal guidelines, rehires must occur within three (3) years of the completion of the original I-9 to be considered a rehire)is defined as:

  1. Employment has terminated due to the expiration of an employment contract and another contract was not extended to the individual prior to its expiration. Or,
  2. It has been more than 30 days since the last generation of a payroll check (in compliance with state and federal guidelines.

Any and all questions regarding this process will be directed to HR.