1) Discrimination based on Citizenship pertaining to hiring, firing, and recruitment or referral for a fee

Employers with four or more employees are not allowed to treat individuals differently in hiring, firing, recruitment or referral for a fee based on citizenship status. U.S. citizens, U.S. nationals, asylees, refugees, and recent lawful permanent residents are protected from citizenship status discrimination.

Note: Lawful permanent residents who do not apply for naturalization within six months of eligibility by virtue of their period of residency are not protected from citizenship status discrimination.

2) Discrimination based on National origin pertaining to hiring, firing, and recruitment or referral for a fee

Employers are not allowed to discriminate in hiring, firing, recruitment or referral for a fee because of their actual or apparent national origin, including but not limited to their place of birth, country of origin, ancestry, native language, because they are perceived as looking or sounding “foreign,” or any other national origin indicator. All work-authorized individuals are protected from national origin discrimination.

3) Unfair practices pertaining to document verification for employment eligibility

When verifying a workers’ employment authorization, employers of any size are not allowed to demand more or different documents than necessary, request specific documents, or reject reasonably genuine-looking documents because of a worker’s citizenship, immigration status, or national origin.

4) Retaliation of Intimidation employees

Employers of any size are not allowed to intimidate, threaten, coerce, or retaliate against individuals for filing charges with IER, cooperating with an IER investigation, opposing action that may constitute unfair documentary practices or discrimination based upon citizenship status, or national origin, or otherwise asserting their rights under the INA’s anti-discrimination provision.

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