A contractor discovers that a newly hired employee provided false information about their work authorization status. What is the appropriate action under federal law?
Correct Answer
B) Immediately terminate employment and report to immigration authorities
Federal law requires employers to terminate employees who cannot provide valid work authorization and may require reporting to appropriate authorities. Continuing to employ unauthorized workers violates federal immigration law.
Why This Is the Correct Answer
Federal immigration law, specifically the Immigration and Nationality Act, requires employers to immediately terminate employees who cannot provide valid work authorization documentation. Under I-9 compliance requirements, employers must verify eligibility within three business days of hire and cannot knowingly continue to employ unauthorized workers. Failure to terminate such employees can result in significant federal penalties, fines, and potential criminal charges for the employer.
Why the Other Options Are Wrong
Option A: Continue employment but reduce the employee's responsibilities
While termination is required, federal law may also require reporting to appropriate authorities, and failing to report when required could result in additional legal consequences for the employer.
Option D: Terminate employment but do not report to authorities
Federal law does not provide a grace period for employees who have provided false work authorization information - immediate termination is required once the employer discovers the falsification.
Memory Technique
Think 'False docs = Fast exit' - false documentation requires immediate termination with no delays or alternatives
Reference Hint
Look up I-9 Employment Eligibility Verification requirements in the federal employment law section or immigration compliance chapter
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