| Business |
| Immigrant work force |
Special Report Chelsea McCafferty |
Between the years of 1999 and 2005, an estimated 4.1 million workers entered the United States. Immigrants now
represent approximately 14% of the U.S. workforce, 20% of low-wage workers, and an amazing 50% of new
workers. A large percentage of these workers are found in agricultural and construction trades, both of which are
connected with the portable toilet industry.
These statistics make it clear that immigrant workers are an important part of the American workforce, and
business owners are finding that employing legal immigrants can be beneficial to the company if done in the right
way. In fact, it is now illegal for a firm with four or more employees to discriminate against authorized immigrants
when hiring or terminating employees. Employers must now advertise that they are equal opportunity-friendly,
which consequently means it is important for them to understand the benefits, challenges and legal requirements of
hiring immigrant laborers.
To clarify, this article will only be dealing with the topic of legal immigrant workers. The Sanitation Journal does
not encourage or condone the hiring of illegal immigrants under any circumstance.
Even the youngest and least experienced employers in the workforce understand the importance of having skilled,
loyal and hard-working employees on staff. When hiring, employers must prioritize what are the most important
qualities of an employee. Nine times of out ten an employer will pick a hard-worker with limited English skills over
the fluent, but somewhat lackadaisical native-born American. This isn’t to say that American workers do not work
as hard as their immigrant counterparts. Simply put, a good worker is a good worker. Employers want good
workers, and they are becoming less concerned with the nationality or language skills of that worker, as long as all
legal requirements have been met.
“We do have legal immigrants in driving and shop positions,” advised Chris Kuknyo of Patriot Disposal, Inc., based
out of Arizona. “They are hard-working and complain less. They have lower instances of sick time, and very low
occurrences of workers compensation. They are appreciative of the company.”
Many of those who have employed legal immigrant workers have had similar experiences and emphasize that these
workers are far less likely to complain about the work or workplace. They seem content to do the job they’ve been
hired for and will often be the first to volunteer for over-time, or additional work. Employers have often said that
immigrant workers tend to be extremely loyal, dedicated and hard-working. On average, they take fewer days off
for sick time and are willing to be flexible with work schedules. Most of these workers are happy to do the job
because they are making a substantial amount more salary than they had back in their own countries.
This issue of hiring legal immigrants is not one that is limited to the United States. Great Britain has seen a
significant influx of immigrant workers from other Europeans countries such as Poland and Lithuania. In fact, the
BBC has estimated that immigration has made up more than half of the U.K.’s population growth from 1991 to
2001.
“We don’t employ any immigrant workers at the moment, though in my previous company, Shorelink
International, we did,” shared Martin Murdoch, International Sales Manager of Satellite-Thal in the U.K. “They
were from Lithuania and proved to be, on the whole, exceptionally good and conscientious, punctual on time-
keeping and polite, if a little low on their use of the English language.”
Although these immigrant workers bring to the job positive and eager attitudes, loyalty and diligence, there are
certainly some obstacles to overcome. Politically speaking, immigrant workers are always a hot topic for those
who would assert that native-born Americans should have first pick at the available jobs. This notion also can make
non-immigrant staff feel somehow threatened. It has been estimated by the U.S. Department of Labor that between
1998 and 2008, the number of jobs will increase by 20 million, but the number of workers will only increase by
approximately 17 million. It would therefore appear that there will be more than enough jobs for American and
immigrant workers—even labor shortages if not for the extra hands. Still, there are other challenges that do arise.
“Language barriers can make communication with customers on route tough,” said Kuknyo when asked about
potential challenges. “(Immigrant workers) will change jobs without giving notice. Non-immigrant staff may feel
threatened.”
“Language is always going to be a barrier,” Murdoch shared. “Social problems and trying to integrate with other
workers from different countries as well as with the English can be a challenge. Also, there are tensions throughout
Eastern Europe. Depending upon their native backgrounds, this can boil over in a working environment should
different ethnic races co-mix.”
Language diversity can be a barrier in several ways. If a driver is delivering units or servicing them and must
communicate with customers, it could lead to frustration for both parties. In this industry, it is also important that
employees be able to communicate with each other for instruction, collaboration and safety. Furthermore, it is
important that immigrant employees have written information provided for them in their own language regarding
company policies, health and safety, and how to get further assistance if needed. So, employers may have to do a
little extra work to make sure their migrant employees are understanding the important information.
“I do know of a business that only employs Polish workers to undertake the service routes for his toilet business,”
recalled Murdoch. “His staff are good and punctual, turning up even if they feel unwell, which has its advantages in
this business. Lack of an understanding of the English language is a problem at times. However, all his vehicles are
fitted with satellite navigation as well as trackers, so it isn't too bad.”
Where there are language barriers, there will also be differences in culture, religion, body language and personal
appearance which may cause complications or divisions. Employers can minimize these occurrences by educating
themselves about the various cultures represented and then passing that education on to the teams. Education often
solves much of the cultural misunderstandings and stereotyping. Another idea would be to have co-workers partner
up to mentor and coach new immigrant workers, allowing them to learn from one another and adapt to the
differences.
It is vital that immigrant workers be treated in the same manner as American workers, including wages,
opportunities for advancement and, most importantly, respect. Although this type of work generally comes with
minimum wage, it is important that companies follow regulations as to paying workers their fair share.
“In a lot of cases they (immigrant workers) will work for lower than the minimum wage, which I believe is wrong
and shouldn't be permitted,” shared Murdoch. “I thought the slave trade had been outlawed some 200 years ago—
seemingly not—and we are supposed to be a civilized nation. I wonder!”
Many employers feel that the benefits of hiring immigrant workers outweigh the challenges, which can be
overcome with a little extra effort. Therefore, it is crucial that employers know the legal requirements of hiring
immigrants to protect both the company and the employee from complications.
Right from the start, there are two documents that are of monumental importance when hiring a legal immigrant
worker. The first is an Employment Eligibility Form or an I-9. This form was created through the Immigration
Reform and Control Act of 1986. The immigrant must show proof of eligibility to work in the U.S., which can
come in the form of a visa, work permit or Permanent Residency Card (Green Card). If an immigrant cannot
present proof of their permission to work in the U.S., an employer should not hire them until proof can be
submitted. The second document you require is a clear and conveniently organized employee handbook translated
into the employee’s first language (if language is a barrier). If a company has an HR department, they should be
aware of these legal requirements and how to fulfill them. If not, it would be good for a few managers to learn the
process.
Ultimately, research shows that there will be a labor shortage without these immigrant workers, which have
become so important in the U.S. economy. If employers are willing to do a little extra paperwork and happy to
incorporate culturally diversity into the workplace, they can find themselves with some high-quality, dependable
workers on staff. It all comes back to two principles that go hand-in-hand: a good worker is a good worker, and
may the best man get the job!
“Bottom line, a good man is hard to find,” advised Kuknyo. “So if you find one, make sure he is legal and bring him
on board.”
represent approximately 14% of the U.S. workforce, 20% of low-wage workers, and an amazing 50% of new
workers. A large percentage of these workers are found in agricultural and construction trades, both of which are
connected with the portable toilet industry.
These statistics make it clear that immigrant workers are an important part of the American workforce, and
business owners are finding that employing legal immigrants can be beneficial to the company if done in the right
way. In fact, it is now illegal for a firm with four or more employees to discriminate against authorized immigrants
when hiring or terminating employees. Employers must now advertise that they are equal opportunity-friendly,
which consequently means it is important for them to understand the benefits, challenges and legal requirements of
hiring immigrant laborers.
To clarify, this article will only be dealing with the topic of legal immigrant workers. The Sanitation Journal does
not encourage or condone the hiring of illegal immigrants under any circumstance.
Even the youngest and least experienced employers in the workforce understand the importance of having skilled,
loyal and hard-working employees on staff. When hiring, employers must prioritize what are the most important
qualities of an employee. Nine times of out ten an employer will pick a hard-worker with limited English skills over
the fluent, but somewhat lackadaisical native-born American. This isn’t to say that American workers do not work
as hard as their immigrant counterparts. Simply put, a good worker is a good worker. Employers want good
workers, and they are becoming less concerned with the nationality or language skills of that worker, as long as all
legal requirements have been met.
“We do have legal immigrants in driving and shop positions,” advised Chris Kuknyo of Patriot Disposal, Inc., based
out of Arizona. “They are hard-working and complain less. They have lower instances of sick time, and very low
occurrences of workers compensation. They are appreciative of the company.”
Many of those who have employed legal immigrant workers have had similar experiences and emphasize that these
workers are far less likely to complain about the work or workplace. They seem content to do the job they’ve been
hired for and will often be the first to volunteer for over-time, or additional work. Employers have often said that
immigrant workers tend to be extremely loyal, dedicated and hard-working. On average, they take fewer days off
for sick time and are willing to be flexible with work schedules. Most of these workers are happy to do the job
because they are making a substantial amount more salary than they had back in their own countries.
This issue of hiring legal immigrants is not one that is limited to the United States. Great Britain has seen a
significant influx of immigrant workers from other Europeans countries such as Poland and Lithuania. In fact, the
BBC has estimated that immigration has made up more than half of the U.K.’s population growth from 1991 to
2001.
“We don’t employ any immigrant workers at the moment, though in my previous company, Shorelink
International, we did,” shared Martin Murdoch, International Sales Manager of Satellite-Thal in the U.K. “They
were from Lithuania and proved to be, on the whole, exceptionally good and conscientious, punctual on time-
keeping and polite, if a little low on their use of the English language.”
Although these immigrant workers bring to the job positive and eager attitudes, loyalty and diligence, there are
certainly some obstacles to overcome. Politically speaking, immigrant workers are always a hot topic for those
who would assert that native-born Americans should have first pick at the available jobs. This notion also can make
non-immigrant staff feel somehow threatened. It has been estimated by the U.S. Department of Labor that between
1998 and 2008, the number of jobs will increase by 20 million, but the number of workers will only increase by
approximately 17 million. It would therefore appear that there will be more than enough jobs for American and
immigrant workers—even labor shortages if not for the extra hands. Still, there are other challenges that do arise.
“Language barriers can make communication with customers on route tough,” said Kuknyo when asked about
potential challenges. “(Immigrant workers) will change jobs without giving notice. Non-immigrant staff may feel
threatened.”
“Language is always going to be a barrier,” Murdoch shared. “Social problems and trying to integrate with other
workers from different countries as well as with the English can be a challenge. Also, there are tensions throughout
Eastern Europe. Depending upon their native backgrounds, this can boil over in a working environment should
different ethnic races co-mix.”
Language diversity can be a barrier in several ways. If a driver is delivering units or servicing them and must
communicate with customers, it could lead to frustration for both parties. In this industry, it is also important that
employees be able to communicate with each other for instruction, collaboration and safety. Furthermore, it is
important that immigrant employees have written information provided for them in their own language regarding
company policies, health and safety, and how to get further assistance if needed. So, employers may have to do a
little extra work to make sure their migrant employees are understanding the important information.
“I do know of a business that only employs Polish workers to undertake the service routes for his toilet business,”
recalled Murdoch. “His staff are good and punctual, turning up even if they feel unwell, which has its advantages in
this business. Lack of an understanding of the English language is a problem at times. However, all his vehicles are
fitted with satellite navigation as well as trackers, so it isn't too bad.”
Where there are language barriers, there will also be differences in culture, religion, body language and personal
appearance which may cause complications or divisions. Employers can minimize these occurrences by educating
themselves about the various cultures represented and then passing that education on to the teams. Education often
solves much of the cultural misunderstandings and stereotyping. Another idea would be to have co-workers partner
up to mentor and coach new immigrant workers, allowing them to learn from one another and adapt to the
differences.
It is vital that immigrant workers be treated in the same manner as American workers, including wages,
opportunities for advancement and, most importantly, respect. Although this type of work generally comes with
minimum wage, it is important that companies follow regulations as to paying workers their fair share.
“In a lot of cases they (immigrant workers) will work for lower than the minimum wage, which I believe is wrong
and shouldn't be permitted,” shared Murdoch. “I thought the slave trade had been outlawed some 200 years ago—
seemingly not—and we are supposed to be a civilized nation. I wonder!”
Many employers feel that the benefits of hiring immigrant workers outweigh the challenges, which can be
overcome with a little extra effort. Therefore, it is crucial that employers know the legal requirements of hiring
immigrants to protect both the company and the employee from complications.
Right from the start, there are two documents that are of monumental importance when hiring a legal immigrant
worker. The first is an Employment Eligibility Form or an I-9. This form was created through the Immigration
Reform and Control Act of 1986. The immigrant must show proof of eligibility to work in the U.S., which can
come in the form of a visa, work permit or Permanent Residency Card (Green Card). If an immigrant cannot
present proof of their permission to work in the U.S., an employer should not hire them until proof can be
submitted. The second document you require is a clear and conveniently organized employee handbook translated
into the employee’s first language (if language is a barrier). If a company has an HR department, they should be
aware of these legal requirements and how to fulfill them. If not, it would be good for a few managers to learn the
process.
Ultimately, research shows that there will be a labor shortage without these immigrant workers, which have
become so important in the U.S. economy. If employers are willing to do a little extra paperwork and happy to
incorporate culturally diversity into the workplace, they can find themselves with some high-quality, dependable
workers on staff. It all comes back to two principles that go hand-in-hand: a good worker is a good worker, and
may the best man get the job!
“Bottom line, a good man is hard to find,” advised Kuknyo. “So if you find one, make sure he is legal and bring him
on board.”
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Serving the American Liquid Waste Industry Since 2002