es with 50 or more employees, the IRCA applied to every person or entity that employed another person. That provision tripped up one of President Clinton's cabinet nominees because she had employed an undocumented alien (Grove B1). The IRCA did include an exception for ôcasual hires,ö which the INS defined as those who ôprovide domestic service in a private home that is sporadic, irregular or intermittentö (Marinelli 834).
The IRCA created a new web of bureaucracy for employers. Once an employer decides to hire a prospective employee, the employer first must complete a Form I-9. In this form, the employer attests that it has examined the employee's documents and that the employee is legally entitled to work in the U.S. This form is required for every employee, and though the employer does not have to keep a copy of the employee's supporting documents, prudence dictates retention of such records (the IRCA permits copying of official credentials such as green cards). Acceptable forms of proof include U.S. passports, green cards, work visas, or any one of
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