Employers are sometimes forced to walk a fine line between I-9 compliance and national origin discrimination. One situation that poses risks on both sides of that line occurs when an employee tells you that they have a “new” Social Security number.

One of your employees was just arrested… Or, you have become aware that a new hire was convicted of a crime… You can terminate the employee, right? Not so fast.
In the employment context, arrest records and conviction records are analyzed differently, and neither should be used to automatically bar employment.