Home › accountability › Questioning Job Candidates’ Citizenship is not Compliant in Business and at Work

Questioning Job Candidates’ Citizenship is not Compliant in Business and at Work

Posted on Posted in accountability, business, candidate, compliance, employee, employer, hiring, HR, I-9, interview, interviewing, leadership, legal, loss prevention, New York state, NYS, reputation, responsibility, strategy, success, Uncategorized Tagged with , , , , , , , , , ,

Another typical compliance error that I find on employers’ job applications is this question:

Are you a citizen of the United States?

This question is not compliant, as national origin is a key protected class in the great state of New York, opening up a Pandora’s box of employer national origin discrimination noncompliance. (A question about citizenship is considered to be a (noncompliant) question about a job candidate’s national origin.)

The correct / compliant question instead is:

Are you authorized to work for any employer in the United States?

The job candidate, if hired, will then be required to provide proof of work authorization within the first 3 days of employment by completing their portion of the mandatory I-9 form.

How do you ensure employer compliance with regard to a job candidate’s authorization to work, in business and at work?