In order to tackle the U.S. Illegal Immigration issues, even broadly, a person must first change their paradigm and understand the root issue which creates the crisis. The problem was created by the UniParty, and the problem continues specifically because the UniParty desire it to continue.
Before you can reasonably present a solution to the illegal immigration problem, you must first understand the economic problem. Understanding how illegal aliens work in the U.S. is step one toward understanding what proposed solutions would/could work, and which are mere political talking points.
Here’s the stuff the professional political class don’t necessarily want you to know.

You can clearly see, from many of the various pearl-clutching articles about Labor Secretary Nominee Andrew Puzder, how entrenched, erroneous and naive many peoples’ beliefs are on the specific issue of illegal aliens within the employment system.
It is difficult to accept -perhaps for the first time- what you previously believed is not based on any substantive reality.   Blaming U.S. businesses for hiring illegal aliens makes for a good avoidance technique; heck, the UniParty relies upon an electorate doing just that. However, that blame-casting actually keeps people from recognizing and confronting the underlying ‘real world’ issues faced by U.S. employers.
This is where the value of a successful businessman, Corporate CEO, large employer, and specifically a man who has faced down the weaponized EEOC, Andrew Puzder, becomes infinitely more valuable as Secretary of Labor.
(more…)

It is being widely reported that President-elect Donald Trump is intending to nominate Andrew Puzder as Labor Secretary. The move will likely fire up the SEIU and affiliated labor activists in opposition. Similarly there will be those amid the more conservative ranks that see Puzder as less than their desired nominee.

However, CTH has an alternate perspective on the nomination essentially hopeful that Donald Trump is intending to finally bring closure to a labor issue with over twenty years of economic crisis, and hundreds of millions spent on litigation as the backdrop.
Most people are oblivious to a reality that began within the U.S. Department of Labor under the administration of George W Bush. The issue encapsulates thusly:

• Under federal statue it is unlawful to hire an illegal alien who is not eligible to work in the U.S.
• However, under existing EEOC legal interpretations (Disparate Impact Rulings), it is unlawful NOT to hire an illegal alien who is not eligible to work in the U.S.

Within that strange and very specific dichotomy you find the problem with the modern interpretations of “disparate impact” as they apply to employment screening and employment eligibility.
The problem began under President Bush’s tenure (and EEOC policy), and exploded under President Obama’s Labor Department. (more…)

Revolutionary “treading” turns into President Obama and Tom Perez “stomping”…

(Via The Daily Mail) The United States workplace discrimination watchdog is considering if employees wearing clothing with a Gadsden flag logo are racial harassing African Americans.

The Equal Employment Opportunity Commission is reportedly investigating the issue surrounding the ‘Don’t Tread On Me’ snake logo after an African American employee of a federal agency complained they were racially harassed when a co-worker wore a cap showing the symbol.

The complainant said he found the cap racially offensive to African Americans because the flag was designed by Christopher Gadsden, who he described as a ‘slave trader & owner of slaves’. (more…)

This is a subject of great familiarity to the Treehouse. It is not necessarily an Eric Holder / President Obama construct either.
According to EEO law it is unlawful to check the work authorization of any employment applicant, IF the screening has a disparate impact on a federally protected category of personage.  In reality the law, as applied, means you cannot check the employment eligibility of applicants if the screening creates disqualified applicants who are  disproportionately Latino (race discrimination); which they automatically will be.
Ergo -technically, and lawfully- you cannot screen applicants for residency or employment eligibility.   That is why fake documents are so easy for an illegal to use to gain employment; the employer is not allowed to check, or verify, their legitimacy.

(Via Daily Caller) A Texas catering business will pay the United States $26,400 for engaging in “citizenship-discrimination,” as part of a settlement with the Justice Department announced Tuesday.
Culinaire International unlawfully discriminated against employees based on their citizenship status, the Justice Department claimed, because it required non-citizen employees to provide extra proof of their right to work in the United States. (more…)

WISCONSIN – The United States government is actually suing a private American business for discriminating against Hispanic and Asian employees because they don’t speak English on the job.
It involves a Green Bay Wisconsin metal and plastic manufacturer that fired a group of Hmong and Hispanic workers over their English skills, “even though those skills were not needed to perform their jobs,” according to the feds. More importantly, forcing employees to speak English in the U.S. violates Title VII of the Civil Rights Act of 1964, says the Obama administration.
Here’s the twisted explanation from the Equal Employment Opportunity Commission (EEOC), the federal agency that enforces the nation’s workplace discrimination laws; the Civil Rights Act protects employees from discrimination based on national origin, which includes the linguistic characteristics of a national origin group.
Therefore, according to this reasoning, foreigners have the right to speak their native language even during work hours at an American company that requires English. (more…)