var questions = new Array( "Saving Time

Your crew boss catches you before you start interviewing people for a job. He says, ''Find out if those two near the door have their ‘green cards’ before you waste your time.''

Did you discriminate in hiring?$$YES%%NO^^Yes. You could be engaging in document abuse and/or discrimination based on citizenship status or national origin. First of all, it is recommended that you wait until you hire an individual before asking him/her for papers to verify his/her identity and work authorization. However, if you ask for papers ahead of time only from people who appear to be foreign you could be discriminating on the basis of national origin and/or citizenship status. Moreover, you must treat all applicants equally, and, when you view their documents, you cannot specify that they show you certain documents such as ''green cards.'' By asking for specific documents or by refusing to accept documents presented to you which look genuine and reasonable relate to the employee, you could be committing document abuse.&&", "The Cooperative Executive

You are president of a company. After hearing about INA’s penalties for hiring undocumented workers, you issue a memo stating, ''Let’s go along with the government on this one, Please be careful when hiring people who look like they crossed the border illegally.''

Have you committed national origin discrimination?$$YES%%NO^^Yes, you could be engaging in both types of discrimination (national origin and citizenship status). When you ask new hires to fill out the I-9 form, you must do so for all new hires. You should not single out or take extra precautions with individuals who ''look'' or ''sound'' foreign. Also, you must treat all new hires in the same way when verifying work eligibility, regardless of whether they are immigrants or members of a particular nationality.&&", "On the Way Out

The rainy spring caused your lettuce harvest to be less abundant than usual. You need fewer farm workers than you hired for the season. In deciding between Hector Fernandez and Jose Gonzalez, you keep Hector because he is a legal permanent resident and Jose, an asylee, only has a temporary work permit.

Have you committed citizenship status discrimination?$$YES%%NO^^Yes. This is definitely citizenship status discrimination. Under the law, certain categories of individuals - U.S. citizens, legal permanent residents and people with asylum or refugee status - are protected form discrimination. You cannot fire a protected individual such as Jose because he has a temporary work permit as opposed to Hector who has legal permanent residency.&&", "A Stitch in Time

You gladly hire Lily Chou because she told you how she beaded sweaters in Taiwan. You are surprised when she hands you a California driver’s license and an unrestricted Social Security card for her I-9 form. (Note: Some Social Security cards are restricted and bear the inscription 'Valid Only with CIS Authorization' or 'Not Valid for Employment.') ''Miss Chou,'' you say, ''I must see a card from the CIS.''

Does Lily Chou have a case against you?$$YES%%NO^^Yes. Lily Chou has a very strong case against you. You should have let her choose which valid documents to present as proof of her identity and work authorization. A California driver's license proves identity and an unrestricted Social Security card proved work authorization. Your insistence on seeing an CIS card is called document abuse, and this is a discriminatory practice.&&", "Hire American

You manufacture precision cast parts. Ordinarily, any one of your 12 employees knows someone who can fill an open position. You tell them unofficially that you prefer that they bring applicants who are U.S. citizens - and you fill out the I-9 form for everyone they bring.

Are you in compliance with INA?$$YES%%NO^^No, you are not in compliance with the INA. Unless otherwise required by law, you cannot have \"citizen only\" hiring policies. If you insist on doing so, you are engaging in citizenship status discrimination.&&", "Temporary Workers

You hire Billy, John, Paul and Sam just for a weekend to clean windows in your office building. You would have hired Ngo except that he looked to ''foreign''.

Are you violating the antidiscrimination provisions?$$YES%%NO^^Yes. You cannot deny work to individuals because they looked too \"foreign.\" This is national origin discrimination. And, if you wrongly assumed that Ngo was unauthorized to work, you have also committed citizenship status discrimination.&&", "Frenchman with a Fault

Three men apply to manage the front desk of your four-star hotel. One has more experience than the other two, but you refuse to hire him because all he has for the I-9 form is an unexpired French passport with an unexpired work authorization stamp. You ask him for a ''driver’s license, anything.'' The next person has only a temporary resident card that expires in nine days. That’s too close for comfort. So, you hire the third applicant, who has a valid Canadian driver’s license.

Are you discriminating?$$YES%%NO^^Yes, you are discriminating. The unexpired French passport, with an unexpired work authorization attached, is sufficient documentation to show that the applicant is work authorized. So is the person with the temporary resident card. When the card expired in nine days, you can ask him/her to reverify work authorization in Section 3 of the I-9 form. The third applicant did not show sufficient documents to establish work authorization. A Canadian driver's license is a permissible document to establish identity, but it does not establish authorization to work in the United States. Therefore, the applicant would also need to show you a document from List C.

Remember, for verification purposes, the individual again has the right to show the valid documents of his/her choice. These documents don't have to be the same ones that he/she presented initially. If you insist on seeing the same documents, you are engaging in document abuse&&", "Useless Regret

The person you chose to run your jacquard loom was unable to show documentation for the I-9 form. She said she would send for it, but you turned her down because you didn’t want to get into as much paperwork as a previous employee required the last time. You hired your second choice, a woman with less experience but valid papers in hand.

Did you violate INA?$$YES%%NO^^Probably. Although you may choose not to allow applicants 3 days to present valid documents, you must treat all applicants equally. The paperwork requirements are the same for citizens and non-citizens alike.&&" ); var answers = new Array('a','a','a','a','b','a','a','a');