Welcome To The Dark Side Of Illegal Immigration

[rebeccajo 14]

Here are some comments however.

First, regarding an expired Green card, either a 2-year or 10-year. I'm guessing here (really, just a guess), that the government database holding these green cards records their expiration dates, and that this is part of the verification process. If the date is within range - check. If the date is out of range, I would hope this goes to an additional layer of scrutiny either automatic or manual. I would be surprised if it leads to an automatic rejection.

Look, most states and most employer/employee contracts in this country are "at will". An employer can terminate someone without cause pretty much at any time. Why would we need to be concerned about using eVerify as an avenue to justify dismissals? Already we know that HR departments use data like Facebook etc. to "snoop' on their employees. If an employee is performing his job responsibilities well, there should be no motive to look for dismissal grounds. And if s/he is not performing well - perhaps s/he should be dismissed (or at least reprimanded). And if the employer is one of those who likes to "snoop", they will snoop. Either put up with it, or find a different job.

Ron -

I know that in the time you are spending on Vj you are spending time learning about the immigration process. As such I'm rather surprised you would put such stock and faith in the ability of a "government database" to connect the dots between the expiry of a greencard and length of clerical time it takes issue a new one.

It's also lost on me why you would have "no problem" with employers "re-verifying" the legality of a person. The law specifically states that this is a discriminatory workplace practice. Discrimination trumps "at-will" employment and any lawyer will tell you so.

Your wife is not here yet. I have often written in the forums that marriage to a foreign-born person is "different". I have found my own opinions towards "illegal" immigration to have changed a good deal since my husband arrived nearly four years ago. It concerns me that he and others like him not have laws and systems to deal with that make him "stand out" from USC's in any way.

It is well documented in this and other online immigrant communities of foreign-born persons facing additional queries from their employers when conditional residency expires even though this practice is illegal. It is no small wonder that it happens as the admonition to the employer is very hard to find in the I9 Employee Handbook.

My husband will never again give to an employer his greencard as proof of legal employment. He will satisfy the requirements of I9 and E-Verify with his Social Security card and state issued ID. His accent makes him stand out enough in the US workplace. Never again will we give an employer a document they can plug into a system and potentially get a "negative" hit on.

Edited June 27, 2009 by rebeccajo

[scandal 951]

Here are some comments however.

First, regarding an expired Green card, either a 2-year or 10-year. I'm guessing here (really, just a guess), that the government database holding these green cards records their expiration dates, and that this is part of the verification process. If the date is within range - check. If the date is out of range, I would hope this goes to an additional layer of scrutiny either automatic or manual. I would be surprised if it leads to an automatic rejection.

Look, most states and most employer/employee contracts in this country are "at will". An employer can terminate someone without cause pretty much at any time. Why would we need to be concerned about using eVerify as an avenue to justify dismissals? Already we know that HR departments use data like Facebook etc. to "snoop' on their employees. If an employee is performing his job responsibilities well, there should be no motive to look for dismissal grounds. And if s/he is not performing well - perhaps s/he should be dismissed (or at least reprimanded). And if the employer is one of those who likes to "snoop", they will snoop. Either put up with it, or find a different job.

Ron -

I know that in the time you are spending on Vj you are spending time learning about the immigration process. As such I'm rather surprised you would put such stock and faith in the ability of a "government database" to connect the dots between the expiry of a greencard and length of clerical time it takes issue a new one.

It's also lost on me why you would have "no problem" with employers "re-verifying" the legality of a person. The law specifically states that this is a discriminatory workplace practice. Discrimination trumps "at-will" employment and any lawyer will tell you so.

Your wife is not here yet. I have often written in the forums that marriage to a foreign-born person is "different". I have found my own opinions towards "illegal" immigration to have changed a good deal since my husband arrived nearly four years ago. It concerns me that he and others like him not have laws and systems to deal with that make him "stand out" from USC's in any way.

It is well documented in this and other online immigrant communities of foreign-born persons facing additional queries from their employers when conditional residency expires even though this practice is illegal. It is no small wonder that it happens as the admonition to the employer is very hard to find in the I9 Employee Handbook.

My husband will never again give to an employer his greencard as proof of legal employment. He will satisfy the requirements of I9 and E-Verify with his Social Security card and state issued ID. His accent makes him stand out enough in the US workplace. Never again will we give an employer a document they can plug into a system and potentially get a "negative" hit on.

RJ

- You've obviously been burned. I'll take your lessons to heart. That sounds like good advice, to avoid using the Green Card as a document supplied in Thanti's application process. She likely won't be getting a driver's license right away but I suppose we could get a state issued ID card and use that when she starts looking for work, after her EAD.

- Not to trump anything you've said, but I'd like to correct the impression given above. True, My fiancee is not yet here (I'm on pins and needles to think that this time next week she may be...). However I did live with my family in the US for many years (1999-2004) during which time my wife (now the Ex) was here with a 10 year GC, and was working here. As I recall, she must have used her GC when she took that job since she did not have a DL or other photo ID. She too had a foreign accent (Brazilian). She was never happy here and did not like living in the US and was very critical of many things about the US - that contributed to the end of our marriage. However I don't recall her documentation or status ever being a factor in her employment (she worked for a large telecommunications company with thousands of employees worldwide, and in an office in CA with hundreds of workers). She was in fact laid off from that job, but as part of a general outsourcing of jobs to India (this was 2002, after the tech bust) in which other CA workers in her group were also laid off, including USCs. Anyway, just mentioning this because you imply that I've never dealt with the system yet. I have (at least indirectly through my Ex). Apparently it hasn't scarred me the way it has you.

[rebeccajo 14]

Here are some comments however.

First, regarding an expired Green card, either a 2-year or 10-year. I'm guessing here (really, just a guess), that the government database holding these green cards records their expiration dates, and that this is part of the verification process. If the date is within range - check. If the date is out of range, I would hope this goes to an additional layer of scrutiny either automatic or manual. I would be surprised if it leads to an automatic rejection.

Look, most states and most employer/employee contracts in this country are "at will". An employer can terminate someone without cause pretty much at any time. Why would we need to be concerned about using eVerify as an avenue to justify dismissals? Already we know that HR departments use data like Facebook etc. to "snoop' on their employees. If an employee is performing his job responsibilities well, there should be no motive to look for dismissal grounds. And if s/he is not performing well - perhaps s/he should be dismissed (or at least reprimanded). And if the employer is one of those who likes to "snoop", they will snoop. Either put up with it, or find a different job.

Ron -

I know that in the time you are spending on Vj you are spending time learning about the immigration process. As such I'm rather surprised you would put such stock and faith in the ability of a "government database" to connect the dots between the expiry of a greencard and length of clerical time it takes issue a new one.

It's also lost on me why you would have "no problem" with employers "re-verifying" the legality of a person. The law specifically states that this is a discriminatory workplace practice. Discrimination trumps "at-will" employment and any lawyer will tell you so.

Your wife is not here yet. I have often written in the forums that marriage to a foreign-born person is "different". I have found my own opinions towards "illegal" immigration to have changed a good deal since my husband arrived nearly four years ago. It concerns me that he and others like him not have laws and systems to deal with that make him "stand out" from USC's in any way.

It is well documented in this and other online immigrant communities of foreign-born persons facing additional queries from their employers when conditional residency expires even though this practice is illegal. It is no small wonder that it happens as the admonition to the employer is very hard to find in the I9 Employee Handbook.

My husband will never again give to an employer his greencard as proof of legal employment. He will satisfy the requirements of I9 and E-Verify with his Social Security card and state issued ID. His accent makes him stand out enough in the US workplace. Never again will we give an employer a document they can plug into a system and potentially get a "negative" hit on.

RJ

- You've obviously been burned. I'll take your lessons to heart. That sounds like good advice, to avoid using the Green Card as a document supplied in Thanti's application process. She likely won't be getting a driver's license right away but I suppose we could get a state issued ID card and use that when she starts looking for work, after her EAD.

- Not to trump anything you've said, but I'd like to correct the impression given above. True, My fiancee is not yet here (I'm on pins and needles to think that this time next week she may be...). However I did live with my family in the US for many years (1999-2004) during which time my wife (now the Ex) was here with a 10 year GC, and was working here. As I recall, she must have used her GC when she took that job since she did not have a DL or other photo ID. She too had a foreign accent (Brazilian). She was never happy here and did not like living in the US and was very critical of many things about the US - that contributed to the end of our marriage. However I don't recall her documentation or status ever being a factor in her employment (she worked for a large telecommunications company with thousands of employees worldwide, and in an office in CA with hundreds of workers). She was in fact laid off from that job, but as part of a general outsourcing of jobs to India (this was 2002, after the tech bust) in which other CA workers in her group were also laid off, including USCs. Anyway, just mentioning this because you imply that I've never dealt with the system yet. I have (at least indirectly through my Ex). Apparently it hasn't scarred me the way it has you.

Thanks for the clarification on your experience in your first marriage.

As for being "burnt" - who can say? All I know is that my husband's employment file contains his "conditional" greencard with the early expiry and that he was fired from his job five weeks after that expiry. I know that the excuse for his dismissal was flimsy and that most of the staff who hold the same job have the same "problem" that he did. I know that he requested a day off in February for biometric fingerprinting and that request was denied despite him having available holiday time (his immediate supervisor then finagled a way for Wes to get away so the appointment could be kept).

In reality I realize that my husband was likely let go because the heat is on from corporate to trim costs. 7 people were let go within two days. His immigrant status probably had nothing to do with his dismissal and - even if it did - it would be difficult if not impossible to prove. All I am saying is I don't like some of what I "smell". And I don't like the thought that his employer (if they had a question about his status) abused a new technology to check into it. Even if they did not get a false hit.

Your wife will not be able to get an unrestricted SS card until after she has her conditional greencard. So she will HAVE to show an employer her EAD.

[HAL 9000 96]

Mark was a busy guy.

Back to the topic. Why can't someone be against illegal immigration and illegal aliens without being called a racist? Is it that the pro-illegals have no support for lawbreaking other than attempting not to appear racist themselves? I know that's kind of circular, but if someone thinks it's racist to oppose illegals, they would try to avoid being called racist by taking the untenable position of excusing illegality for some, but not for all, based on skin color.

I have seen this on several occasions myself.Anytime an illegal doesn't get their own way,they start calling everybody a racist.It's like an automatic defense mechanism.I find this very annoying !

and what's really silly, some fall for it or even buy into that rhetoric too.

Dang libruls.

I guess I'm the only librul who isn't fooled by them.

Na sister... its just that the hysteria is deafening. I'd love for the hystericals to list those lack of common-sense liberals (here) that somehow are pro-illegal when quite to the contrary to their hysteria, most here support a legal immigration system with clear reward/punishment for those that follow/violate immigration law, respectively.

Of course, they won't list since their hysteria won't allow it, breaking their endless broken record of illegal-loverisms.

I have formed my opinion because of situations I have seen with my own two eyes.I used to be a recruiter at a temporary employment agency.I've seen just about every trick in the book !

Yep.

I know quite a few of those tricks from people I know too. Quite frankly I've told them not to expect much assistance from me when they get caught. Luckily, one already self-deported.

Dang libruls.

And just where the heck have YOU been?

Hanging around the back halls of the C4C Science and Technology Division HQ. Lots of behind the scenes work ya know.

And doing so without hysterics and baited tongue.