Complying with employment laws is a vital responsibility for small and midsize business owners. Failure to adhere to these laws can result in significant penalties and legal repercussions. A recent settlement agreement between the Department of Justice (DOJ) and a Florida-based information technology company serves as a reminder of the consequences of biased job advertisements and discriminatory practices.

In this article, we delve into the details of the case and highlight the importance of compliance with immigration-related employment laws to protect your business.




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The Discrimination Case

The DOJ reached a settlement agreement with a Florida IT provider, addressing an immigration-related discrimination claim. The company was subjected to a $3,855 civil penalty and two years of monitoring by the federal government due to allegations of discrimination against certain job applicants.

Allegations of Biased Job Ads

The DOJ’s investigation revealed that the company posted a job advertisement through a recruiting agent that limited applications to certain immigration statuses. The ad titled “Software Developer Exclusively for OPT” stated that applicants must be under OPT visa status, referring to the Optional Practical Training program available to foreign nationals studying in U.S. colleges or universities.

Understanding the INA’s Requirements

While the OPT program allows foreign students to gain practical experience related to their area of study, it does not give employers the right to discriminate against other applicants with lawful work authorizations. The Immigration and Nationality Act (INA) prohibits discrimination based on an applicant’s citizenship, immigration status, or national origin during the recruitment, hiring, or firing processes.

Enforcing Anti-Discrimination Practices

Assistant Attorney General for the DOJ’s Civil Rights Division emphasized that employers cannot use discriminatory language in job postings to exclude applicants based on their citizenship or immigration status. The DOJ remains committed to enforcing the law against such discriminatory employment practices.

Settlement Terms and Compliance Measures

As part of the settlement, the IT provider will pay a $3,855 civil penalty. Furthermore, the company must remove any restrictions related to citizenship, immigration, or visa statuses from job advertisements, including those posted by its recruiters. The employer is required to post notices regarding anti-discrimination protections, provide relevant staff with training on the INA’s requirements, and undergo two years of monitoring by the DOJ.

Navigating Compliance Challenges

The INA’s requirements surrounding employment eligibility verification (Form I-9) and E-Verify processes can be complex, leading to potential liabilities for employers. To ensure compliance, investing in an electronic I-9 management system with E-Verify integration is highly recommended. Such a system can guide employers through the process, provide tools for maintaining compliance, and help navigate the intricacies of immigration-related employment laws.


The settlement between the DOJ and the Florida IT provider serves as a valuable lesson for small and midsize business owners. It underscores the importance of avoiding biased job advertisements and discriminatory practices based on an applicant’s citizenship, immigration status, or national origin.

By prioritizing compliance with immigration-related employment laws, businesses can mitigate legal risks, foster inclusivity, and ensure fair hiring practices that benefit both employers and job applicants alike.

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