The end of Title 42 is likely to have a significant impact on employers, both positive and negative.
On the positive side, the end of Title 42 will allow undocumented individuals crossing the border to seek asylum, rather than being turned back. This could lead to an increase in the number of workers available to employers, particularly in industries that are currently facing labor shortages.
On the negative side, the end of Title 42 could also lead to an increase in the number of undocumented workers in the United States. This could pose a challenge for employers who are required to verify the immigration status of their employees. Additionally, the end of Title 42 could lead to an increase in the number of criminal prosecutions for immigration violations.
Overall, the impact of the end of Title 42 on employers is likely to be mixed. Employers should be prepared to adapt to the changing landscape and take steps to ensure that they are in compliance with all applicable immigration laws.
Here are some specific impacts that the end of Title 42 may have on employers:
- Increased labor supply: The end of Title 42 could lead to an increase in the number of workers available to employers, particularly in industries that are currently facing labor shortages. This could be beneficial for employers who are struggling to find qualified workers.
- Increased costs: The end of Title 42 could also lead to increased costs for employers. This is because employers may need to invest in new technologies and processes to verify the immigration status of their employees.
- Additionally, employers may need to pay higher wages to attract and retain workers.
- Increased risk: The end of Title 42 could also increase the risk for employers. This is because employers who hire undocumented workers could be subject to fines and other penalties. Additionally, employers who hire undocumented workers could be held liable for any crimes that the workers commit.
Employers should be aware of the potential impacts of the end of Title 42 and take steps to mitigate the risks. Some steps that employers can take include:
- Conducting background checks on all employees
- Verifying the immigration status of all employees
- Implementing a compliance program to ensure that all employees are in compliance with all applicable immigration laws
- Working with an immigration attorney to ensure that they are in compliance with all applicable immigration laws
At Dunhill Staffing Systems we conduct a rigorous background check on all employees before they’re assigned. This included checking of professional references, I-9 verification, and criminal records check. This assures you that you’re getting well vetted candidates.
