If an immigration agent came to your church, would you have the paperwork on hand to verify that all of your employees are eligible to work?
More and more employers are discovering the answer to this question the hard way. According to a July issue of The Kiplingler Letter, ...
*providing domestic services in a private household that are sporadic, irregular, or intermittent;
*providing services for the employer as an independent contractor (i.e. carry on independent business, contract to do a piece of work according to their own means and methods and are subject to control only as to results for whom the employer does not set work hours or provide necessary tools to do the job, or whom the employer does not have authority to hire and fire); and
*providing services for the employer, under a contract, subcontract, or exchange entered into after November 6, 1986. (In such cases, the contractor is the employer for I-9 purposes; for example, a temporary employment agency.)