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2.7 Commitment to Legal Employment and Work Authorization Compliance

THE COMPANY is committed to hiring and employing only individuals who are legally authorized to work in the United States. We fully comply with all federal and state immigration laws, including the Immigration Reform and Control Act of 1986 (IRCA), and regulations enforced by U.S. Citizenship and Immigration Services (USCIS), the Department of Homeland Security (DHS), and the U.S. Department of Justice (DOJ).

 

Non-Discrimination

THE COMPANY does not discriminate in hiring, firing, recruitment, or employment eligibility verification based on:

  • Citizenship or immigration status
  • National origin
  • Country of birth
  • Accent or language
  • Appearance or surname

Employment decisions are based solely on qualifications, ability to work legally, and business needs.

THE COMPANY strictly prohibits:

  • Requesting more or different documents than required
  • Rejecting valid documents
  • Requiring specific documents
  • Treating individuals differently based on citizenship or national origin

These actions violate IRCA’s anti-discrimination provisions.

 

Employment Eligibility Verification (Form I-9)

To comply with federal law:

  • Every new Team Member must complete Section 1 of Form I-9 no later than their first day of work for pay.
  • Team Members must present acceptable documentation proving identity and employment authorization.
  • Verification must be completed within three (3) business days of the start date.
  • THE COMPANY will not suggest or require specific documents; any valid document from the Lists of Acceptable Documents is acceptable.
  • Documents must reasonably appear to be genuine and relate to the individual presenting them.
  • Rehired Team Members must complete a new Form I-9 in accordance with federal retention and reverification rules.

All Form I-9s and supporting documents will be:

  • Stored securely,
  • Kept separate from regular personnel files, and
  • Accessible only to authorized, trained personnel.

 

Reverification Requirements

THE COMPANY will reverify employment authorization only when legally required, such as when an employee’s temporary work authorization expires.

THE COMPANY will not reverify:

  • U.S. citizens
  • Noncitizen nationals
  • Permanent residents with unexpired permanent resident cards
  • Any document that federal law prohibits employers from reverifying

Providing fraudulent documents or false information is grounds for immediate termination.

 

Record Retention and Security

Form I-9 records will be retained for the full period required by federal law and stored in a secure, restricted-access system. Unauthorized access or disclosure is strictly prohibited.

 

Good-Faith Reporting

Team Members may raise questions or report concerns about employment eligibility compliance to:

  • Their Restaurant Manager
  • District Manager
  • The Director of Operations
  • DGI Corporate Office Team Member

Reports may be made without fear of retaliation, and will be handled confidentially to the extent permitted by law.

 

Cross-Reference to E-Verify Policy

THE COMPANY maintains a separate E-Verify Policy that governs if and when THE COMPANY participates in the federal E-Verify program.
Team Members should refer to the E-Verify Policy (Section 10.xx) for detailed information, requirements, and procedures related to E-Verify participation.

 

Policy Enforcement

Failure to comply with this Policy—including failure to complete required documentation, mishandling Form I-9s, or providing false information—may result in disciplinary action up to and including termination of employment.

THE COMPANY is committed to maintaining full compliance with all federal and state employment authorization laws.

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