DHSNo-MachRules and Safe Harbor Provisions for Employers Essay

DHSNo-MachRules and Safe Harbor Provisions for Employers - Essay ExampleSHA) will have the right to file complain to OSHA unleash of any legal charges as OSHA protects the employers by investigating on the legal complains that has been filed by the employees (U.S. Department of Labor, 2007). Aside from the complying with the OSHA guidelines, employers are also required to follow the rules as set by the Social Security Administration (SSA) (Lian, 2007).Employment law is not limited to issues related to employment discrimination related to race, age, and gender or the minimum wage and work benefits that each employee is entitled to the law also protects the welfare of the local employees from any forms of accident that occurs within the workplace due to employers omission to provide a safe working environment for employees or in any forms of threat which prohibits the local citizens from being able to have an opportunity for employment. all over the years, the increasing number of im migrant workers is said to be threatening the employment opportunity of the local residents. Since thousands of employers submit a no-match employees name and the corresponding Social Security numbers racket as provided on Forms W-2 do not match the records of SSA each year (U.S. Immigration and Customs Enforcement, 2009), the District Court Judge Charles R. Greyer legally allowed the Department of motherland Security (DHS) to develop a new harbor safety rules that will address the courts concern regarding the case of AFL-CIO v. Chertoff, Case No. 07-CV-4472 CRB (N.D. Cal.) clog up on December 2007 (Akin Gump Strauss Hauer & Feld LLP, 2007). As part of informing the general public regarding the new harbor safety rules, the DHS and SSA spread a No-Match letter to those who are straight off concerned with the issue (NAFSA, 2009).Aside from providing a brief summary regarding the AFL-CIO v. Chertoff case, the significance of spreading the No-Match rules and safe harbor provisions for employers will be thoroughly tackled in details. This paper aims to