In the article, "Governmental Regulations Regarding Seasonal Workers," featured in Lawn & Landscape, Attorney Cynthia Yarbrough discusses how although the H-2B visa program can be an essential part of a company's seasonal workforce, the regulatory requirements can be extensive.
If Punxsutawney Phil's prediction holds true, spring is just around the corner. People will emerge from behind shuttered windows and begin seasonal planning, planting and pruning. For the landscape industry, spring is a time of increased demand for services resulting in a rising demand for landscape laborers. In order to meet the ever growing consumer demand for perfectly planted flower beds and immaculate edging, landscape companies must facilitate the hiring and onboarding of new and returning workers.
The increase in seasonal hiring can place an administrative strain on large and small companies alike. Not only must companies identify qualified and capable individuals, but they must also be mindful of the governmental regulations surrounding Employment Eligibility Verification. Since Nov. 6, 1986, employers have been required to complete an I-9 form for every employee hired as proof of the individual's employment eligibility in the United States.
The I-9 form is used to document and verify the identity and employment authorization of each new employee. The I-9 requires the employee to complete Section 1 with biographical information and verify their current status in the United States. Additionally, the employer is responsible for reviewing and authenticating identity and employment authorization documentation, recording the critical document information, and certifying the necessary compliance steps have been taken in Section 2.
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