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Book outline for Handbook for Employers M-274
  • Handbook for Employers M-274
    • 1.0 Why Employers Must Verify Employment Authorization and Identity of New Employees
    • 2.0 Who Must Complete Form I-9
    • 3.0 Completing Section 1 of Form I-9
    • 4.0 Completing Section 2 of Form I-9
    • 5.0 Completing Section 3 of Form I-9
    • 6.0 Evidence of Status for Certain Categories
    • 7.0 Rules for Continuing Employment and Other Special Rules
    • 8.0 Correcting Errors or Missing Information on Form I-9
    • 9.0 Retaining Form I-9
    • 10.0 Unlawful Discrimination and Penalties for Prohibited Practices
      • 10.1 Unlawful Discrimination
      • 10.2 Types of Employment Discrimination Prohibited Under the INA
      • 10.3 Types of Discrimination Prohibited by Title VII and Other Federal Anti-Discrimination Laws
      • 10.4 Avoiding Discrimination in Recruiting, Hiring, and the Form I-9 Process
      • 10.5 Procedures for Filing Charges of Employment Discrimination
      • 10.6 Penalties for Unlawful Discrimination
      • 10.7 Additional Information
      • 10.8 Penalties for Prohibited Practices
    • 11.0 Instructions for Agricultural Recruiters and Referrers for a Fee
    • 12.0 Acceptable Documents for Verifying Employment Authorization and Identity
    • 13.0 Some Questions You May Have About Form I-9
    • Summary of Changes
    • Table of Contents
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10.5 Procedures for Filing Charges of Employment Discrimination

Immigrant and Employee Rights Section (IER)

An individual, a person acting on behalf of an individual, or a DHS officer who has reason to believe that discrimination has occurred may file discrimination charges with IER within 180 days of the alleged discriminatory act.

IER will send you a letter within 10 days notifying you that someone has filed a charge against you and start its investigation. If you refuse to cooperate with the investigation, IER can obtain a subpoena to compel you to produce the requested information and documents or to appear for an investigative interview or deposition.

U.S. Equal Employment Opportunity Commission (EEOC)

The charging party must file a charge must with the EEOC within 180 days from the date of the alleged violation to protect the charging party’s rights. This 180-day filing deadline is extended to 300 days if the charge also is covered by a state or local anti-discrimination law.

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Last Reviewed/Updated: 07/09/2021
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