On August 14, 2012, the Department of Justice issued a press release announcing that it had entered into a settlement agreement with Best Packing Services Employment Agency Inc. (“Best Packing”) to resolve an allegation that the company discriminated by delaying the launch date of two refugees after improperly requesting that they provide documents specific to Form I-9. As part of the transaction agreement, Best Packing reimburses us$4,379 to debtors and undergoes mandatory training in appropriate verification procedures for the examination of employment rights. On October 13, 2017, the division signed a transaction agreement with a restaurant that ended an investigation based on the costs of the company`s audit practices in auditing access to employment. The department`s investigation showed that the restaurant had a model or practice for requesting immigration documents from non-citizens to confirm the citizenship status information of workers in Section 1 of Form I-9, without making similar requests to U.S. citizens. Under the terms of the transaction, the restaurant will pay, among other things, a civil fine of $4,000, train the competent management staff to avoid discrimination in the employment rights verification process and will be subject to departmental supervision for three years. Under the Federal Rule of Evidence 408, transaction negotiations generally cannot be considered evidence in court[6] and many state rules of evidence have similar rules on the model. [7] On April 8, 2011, the Department of Justice issued a press release announcing a settlement agreement with LF Staffing Services Inc., in which allegations were made to clarify allegations that it had improperly verified applicants and refused valid work authorization documents from certain immigrants.

As part of the transaction agreement, the company pays $1,100 in civil penalties, full reimbursement to an identified victim and training in the Anti-Discrimination Provision of the Immigration and Nationality Act (INA). On May 6, 2010, the division entered into a settlement agreement with Argosy University in Nashville, Tennessee, and its parent company, Education Management Corporation (EDMC) in Pittsburgh, to clarify allegations that Argosy refused to legally hire permanent residence because of his citizenship status and charged him with reporting the refusal to hire the school. Following an intervention by the OSC, the university offered the service position to the loading department, but not before a university official allegedly reprimanded the loading company for contacting OSC. As part of the comparison, Argosy and EDMC agreed to grant legal permanent residence a full salary of $7,100, amend their foreign employment policy to require equal treatment of non-citizens entitled to work, and train Argosy employees under federal worker protection, in accordance with the INA`s anti-discrimination provision.