Here is the synopsis of our sample research paper on The Immigration Reform and Control ACT (IRCA) of 1986. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 3 page paper provides an overview of the act. Bibliography lists 2 sources.
Page Count:
3 pages (~225 words per page)
File: RT13_SA904irc.rtf
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Unformatted sample text from the term paper:
the legal authority to work in the United States of America ("Other Employment Issues," 2002). The act also makes it imperative that employers verify eligibility of all new employees ("Other
Employment Issues," 2002). In other words, there is no way around the law. The employer is legally responsible for making sure that illegal aliens are not working for their places
of business. IRCA also includes a provision about discrimination, noting that there is a prohibition of discrimination in hiring and firing based on national origin ("Other Employment Issues," 2002).
This is a rather interesting inclusion. After all, places of business can guard against accidentally hiring an illegal alien by not hiring foreigners. Of course, that type of action would
also violate the law. Thus, employers must scrutinize their prospective hires but also take time to make sure that new employees are legally living in the United States. Not only
should employers not draw a line around regions from which they will not hire, but they also must not discriminate against people who look foreign or sound foreign ("Other Employment
Issues," 2002). For example, someone may have a foreign accent and be immediately dismissed in the mind of the interviewer. Such a method of hiring is illegal. Many are
familiar with the EEOC laws that involve anti-discrimination. Yet, IRCAs provisions for anti-discrimination apply to small employers as well ("Other Employment Issues," 2002). This law covers more types of employers.
Employers who have between four and fourteen employees who are not covered under Title VII must abide IRCA ("Other Employment Issues," 2002). While this is a good law, there are
no real consequences for not abiding it. It is true that this national law does demand that employers comply, but there are few consequences. IRCA actually prohibits states and local
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