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Eventually we will get smart and just kill him, and then we kill his successor, and then that persons successor and so forth and eventually they will run out of people dumb enough to want to die. Like I said, we need to be more brutal than the cartels....
I wont be holding my breath,
IMHO, "we" (assuming your meaning to be those that make official foreign policy and enforcement decisions for "us") seem to be getting dumber by the minute.......
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Originally Posted by desertdetroiter Mexico has only recently had multibillionaire drug kingpins. This has nothing to do with an unstable government. When the Colombians decided to get out of the "let's transport the dope to the United States on our own" and decided to hand it to the Mexicans to transport it instead, the game completely changed. We have a drug war going on and our antagonists are not on another continent anymore...they're on our border.
Our drug laws are helping to make matters worse. They're certainly making Guzman a lot wealthier.
Part of what makes it easier to amass wealth through selling drugs is the instability, long time one party control, and corruptness of the Mexican government.
When El Chapo illegally enters the US, maybe he can find work working on one of Trump's properties.
You can always count on Trump to hire illegals over US citizens.
How so? Being an employer yourself, no doubt you are an expert because who else would know what Trump hires unless you were an expert, how do you check to insure a new hire is a legal hire without getting your pants sued off for discrimination?
U.S. law makes employers a central player in carrying out immigration restrictions; learn more about your role here.
What If You Didn’t Know Your Employee’s Papers Were No Good?
Employers are required to confirm the work authorization of every new hire at the time of hire, using Form I-9 for the purpose. You are not, however, expected to be an expert on the documents that establish work authorization.
Having employed hundreds of people yourself I am sure you are aware there is no way you can check the validity of a document, such as a social security card, prior to hire.
Now this is where it gets good.
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In fact, an employer can be penalized for discrimination for checking documents too zealously or insisting on a particular document, such as a green card. The way the rules put it, you should accept documents from the I-9 lists that “reasonably appear on their face to be genuine and to relate to the person presenting them.”
If you check to hard you can be sued for discrimination but then you already know this.
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If that standard doesn’t strike you as crystal clear, you are not alone. Still, if you are acting in good faith and following the I-9 procedures, you should be safe from liability if ICE discovers that one of your workers has presented bad documents. A formal I-9 compliance policy might be a good way to demonstrate your good faith. You might also want to check out ICE’s IMAGE program, through which ICE becomes “your workforce compliance partner” -- though surely this partnership will not suit every employer.
So we're going on good faith. How wonderful. Can not check prior to hiring, any old social security card will do even if printed off a color copier on cardboard paper.
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If any information comes your way, subsequent to hire, that suggests a worker may not be authorized to work in the U.S., you should look into it. The reason for this is that employers can be held liable not only for actual knowledge of a worker’s undocumented status, but also for “constructive knowledge” – that is, basically, for having reason to know.
Good luck with being told.
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Having reason to know might be, for instance, receiving notice from the Social Security Administration (SSA) that someone on your payroll is using a Social Security number (SSN) that doesn’t match the name for that number in the SSA database. Again, though, you have to be careful how you proceed with such information, always avoiding the leap to a conclusion. SSA database discrepancies don’t always mean unauthorized workers, as the SSA “no-match” letters themselves explicitly state, and hasty action on partial information could lead to a discrimination claim.
When we have hired, and I am sure this is with you as well, notice of an illegal hire usually comes after a bit when social security says his name and number don't match or, and this happens, social security concludes your employee is hard working and holding down two jobs; on in Illinois the other in Arizona so there's a heck of a daily commute involved.
What it comes down to is your biggest liability comes not from hiring an illegal but not hiring an illegal because you think he may be illegal... if it turns out he isn't you are screwed through and through.
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