The Department of Justice reached a settlement agreement with Professional Maintenance Management (PMM), a Maryland-based cleaning and janitorial services company. The settlement followed an investigation into allegations that PMM discriminated against non-U.S. citizen employees, violating the Immigration and Nationality Act (INA).
Investigators found that PMM required newly hired non-U.S. citizens to present specific documents to prove their work eligibility. For example, lawful permanent residents had to show permanent resident cards. Asylees and refugees were required to provide employment authorization documents. In contrast, U.S. citizens could choose from a wider range of acceptable documents.
Under the settlement terms, PMM will pay a $300,000 civil penalty to the United States. The company must also train staff on the INA’s anti-discrimination provision, revise its policies, and comply with departmental oversight for three years.
The INA’s anti-discrimination provision makes it unlawful for employers to demand specific documents based on a worker’s citizenship, immigration status, or national origin.
Lessons from the Case:
- Employers cannot impose different documentation requirements based on citizenship or immigration status.
- Federal law allows all workers to choose from valid, legally acceptable documents to prove identity and work authorization.
- Policies and staff training are essential to ensure compliance with the INA and avoid discriminatory practices.
Learn more about Maryland Labor Laws through our detailed guide.
