What is new is that the notices no longer provide a list of employees with mismatches. Instead, employers must log on to a web site to get the names of the mismatched employees. Employers should follow the instructions carefully. Employers are not required to sign up for the Social Security Verification system in order to get the information and should only enroll in that program if they wish to verify all employee Social Security Numbers.
The first thing to understand is that a mismatch notice is not an immigration problem. The SSA does not enforce immigration law, and is prohibited from sharing mismatch information with ICE. There are many reasons a mismatch may occur, and an immigration issue is only one of them. Never presume that an employee is undocumented, and never fire a worker simply because you receive a mismatch notice. Primarily, the notice is a payroll tax issue, as IRS regulations require employers to use reasonable diligence to obtain the correct wage reporting information from employees.
The initial step for an employer who receives a mismatch notice is to check whether there was a clerical or other error on the part of the employer that triggered the mismatch. If so, the error should be corrected, with the proper forms filed with the IRS. If there is no error, the employer should next check the employee’s I-9.
If the employee used the questionable Social Security card as a List C document to show employment authorization, then the employer must reverify the employee’s authorization to work in the United States in Section 3 of the I-9. The employee should be given three business days to present another List C document (such as a certified birth certificate) or a List A document (such as a US Passport or Permanent Resident Alien card). If the employee did not present a Social Security card to demonstrate his or her authorization to work, then there is no immigration issue, only a payroll tax issue.
In these politically volatile times, it is important for employers to cut through the noise and understand their actual legal obligations. This way, we can avoid needless employee anxiety, needless employer stress, and we can promote smooth running operations where all involved prosper.
The goal of this article is to provide employers with current labor and employment law information. The contents should not be interpreted or construed as legal advice or opinion. For individual responses to questions or concerns regarding any given situation, the reader should consult with Anthony Raimondo at Raimondo & Associates in Fresno, Calif., at (559)432-3000.
Attorney Anthony Raimondo one of the country’s leading experts in agricultural labor law and has had a focus on dairy labor issues for almost 20 years. Mr. Raimondo serves as a resource on labor issues to Western United Dairymen and its members and has worked with dairy producers on labor challenges ranging from unions, workplace accidents, animal abuse prevention, and wage and hour disputes.
Mr. Raimondo represented Silvia Lopez and the workers of Gerawan Farms in the largest agricultural labor dispute in California since the days of Cesar Chavez, advocating for Ms. Lopez and her co-workers to protect their right to choose whether or not to be represented by a union. In 2018, after five years of fighting, Ms. Lopez and the Gerawan workers successfully expelled the United Farm Workers and stayed union-free.
Mr. Raimondo is the President of Raimondo & Associates, a boutique law firm based in Fresno, Calif., that specializes in the representation of dairies, farm labor contractors, and other farms, ranches and post-harvest processing facilities. Mr. Raimondo speaks nationwide on labor and immigration issues to dairy producers and other farmers and is proud to serve the agricultural industry.
This is the first in a series of columns by Mr. Raimondo that will be appearing regularly in DairyBusiness Digital magazine.