The federal government is winding down the Deferred Action for Childhood Arrivals program, and the announcement has worried hundreds of thousands of the workers who use the program. For employers, there are also many unknowns. Many employers have begun to ask how this decision will affect their workforce. In this DACA edition of the Weekend Roundup, here are three articles providing advice from immigration attorneys and experts.
Marketplace speaks with an immigration policy expert and an economist on what the end of DACA might mean for both affected workers and employers. The Texas economist projects that the decision will lead to further talent shortages in areas with low unemployment rates.
The Los Angeles Times speaks to an education official and workers who use the DACA program for an inside look at what it could mean for those in the talent pipeline, such as those coming from colleges or certification programs.
I-9 compliance is becoming a concern for many employers who have DACA workers on staff. SHRM learns more about possible concerns and solutions with the help of an employment attorney.
Estée Lauder, one of the world’s largest cosmetic companies, is being sued by the EEOC for discriminating against men. The EEOC states that the company’s parental leave policy allows new fathers to take two weeks off for bonding with their newborns, while new moms are allowed up to six weeks.
A lawsuit filed in August claims that Capital One violated a federal disability discrimination law by firing a manager who gained a significant amount of weight after four kidney surgeries. Capital One’s HR had allowed for accommodations including a chair without arms and an area where the manager could work away from coworkers due to body odor. These accommodations were then denied by the manager’s supervisors.
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