At the point when the progression in innovation meet dynamic global trade agreements, openings flourish for those organizations that will enlist the world's best aptitude and are knowledgeable in the national immigration laws.
There are so many business fields that allow the business professionals like managers to make careful decisions based on their own common sense and authority style. These business professionals must have some know-how and hold fast to the immigration laws. Here are some particular immigration areas where human resource managers must give careful consideration to maintain a strategic distance from costly strategic issues and also some approaches to ensure passivity.
Avoiding Legal Penalties Associated With Employment Eligibility Verification
The Immigration Reform and Control Act of 1986 orders that all organizations must help the government to keep unofficial people from working in the United States (U.S.) through a procedure called employment eligibility verification. Organizations can meet the lawful requirements of this immigration change control mainly by consolidating the Immigration and Naturalization Services (INS) Form I-9 into their procuring procedures.
Sponsoring Work Visas
Those organizations who want to start their trade or business with their overseas partners or they are having some strategic plans to go internationally should have some
human resource managers who have some knowledge of different types of visas available for the overseas visitor and business partners. There are two types of work visas:
1. Immigrant Visa
2. Non-immigrant Visa
Following Up To Ensure Company Compliance
Organizations and their human resource managers need to get
issues relating to immigration directions settled rapidly as resistance can bring about strict common and criminal penalties relying on the recurrence of the infringement. Managing occasional independent and internal, external reviews of organization HR administration process relating to immigration guidelines can help ensure that organizations maintain a strategic distance from legitimate issues over immigration issues. Immigration lawyers can furnish organizations with revised instructions about immigration guidelines.
Conclusion
The current policies and rules related to immigration are a bit complex and comprehensive for those small companies that are inexperienced and new to the field. SO due to their inexpert staff, they tend to
not to sponsor work visas at all. However, those organizations that hope to use the world's aptitude to develop and keep up their competitive will support HR managers who know much about the country’s immigration laws.
