Update (July 3, 2017): In the original post, below, we pondered the conundrum of Anibal Sanchez, who testified that he was an illegal immigrant in the context of his workers’ compensation retaliation lawsuit against his former employer, Dahlke Trailer Sales. Sanchez’s admission put his employer in a tough spot.
Sanchez was suing Dahlke seeking reinstatement but, under federal law, Dahlke would be subject to civil and criminal liability for reinstating Sanchez. In the original post, we questioned whether the Court of Appeals had “side-stepped” this conflict. This past week, the Minnesota Supreme Court held that the intermediate court of appeals got it right. There was, however, a strong dissent by Justice Anderson, joined by Chief Justice Gildea and Justice Stras.
For whatever it’s worth, we think the case is an extraordinarily difficult one but the majority, in our view got it right. While the dissent is correct that the employer’s obligations under the federal law and the state law are irreconcilable as a practical matter, the majority is correct that subjecting employers to the state law arguably (if paradoxically) supports rather than undermines the federal law because it gives a disincentive to hiring illegal immigrants.
The Minnesota Supreme Court majority’s decision is convoluted and it will be unpersuasive to many. This is paradoxically appropriate. Our country’s immigration policy is an incomprehensible M.C. Escherian funhouse of mirrors, trap-doors, ladders, stairs, improvised invisible walls promised but never to be built. Under the circumstances, it seems fitting that employers should be prohibited by law from knowingly employing illegal immigrants but required by law to treat them fairly when they do.
Original post (September 9, 2016) (under the headline: “When Statutes Collide…”): As we all know too well during this presidential election year, our society is at odds with itself on seemingly countless issues.
U.S. immigration policy could be the most complex and divisive issues that we wrestle with.
The vast majority of us recognize that neither extreme — completely open borders, completely closed borders — is either desirable or remotely realistic. But laying down a principled, persuasive, or even comprehensible middle course seems literally impossible.
And this unbelievably difficult puzzle is even more complicated because we cannot “start fresh.” Whatever we decide to do going forward, if or when we change policy, we cannot simply ignore that we have over 11 million illegal immigrants in the United States right now.
We haven’t told you anything yet that you don’t already know. But questions about how we best address the 11 million+ illegal immigrants already here get even more complicated and baffling the deeper you go.
Anibal Sanchez worked for over eight years at Dahlke Trailer Sales, Inc. He endured the “kidding” and “joking” about his illegal status along the way; his employer was well aware that it was employing an illegal immigrant who had supplied them with a false social security card when he applied for the job.
In September 2013, Mr. Sanchez was injured while using a sandblaster, he made a Workers Compensation Claim. In Sanchez’s workers compensation proceeding, Dahlke Trailer Sales elicited sworn testimony from Mr. Sanchez that he was an illegal immigrant and, based on that, Dahlke Trailer Sales put Mr. Sanchez on “indefinite unpaid leave” until he could provide “legitimate paperwork showing that [he could] legally work in the United States…”
The juridical collision here is that Minnesota Workers Compensation law provides workers compensation for workers, whether they are illegal or not. Minnesota Workers Compensation law does not allow employers to retaliate or punish workers for making a workers compensation claim. Federal law (the Immigration Reform & Control Act of 1986 or “IRCA”), on the other hand, prohibits U.S. employers from knowingly hiring or retaining illegal immigrants….
What was Dahlke Trailer Sales supposed to do?
The Minnesota Court of Appeals side-stepped the statutory collision by holding that IRCA doesn’t pose a problem because the purposes of IRCA would be turned upside down if employers were able to fire illegal aliens the second they got injured on the job (which employers cannot do with legal workers, of course, under the state workers comp statute). This would give employers an incentive to hire illegal workers, rather than a disincentive which is the purpose of IRCA.
Seeking review of the Court of Appeals decision by the Minnesota Supreme Court, lawyers from Dahlke Trailer Sales first argued that putting a worker on indefinite paid leave until he could provide proof that he could legally work in the United States was not an “adverse employment action,” as defined by the statute. Second, they argued that Minnesota cannot put Dahlke Trailer Sales in the impossible position between violating Minnesota law or violating U.S. law. The U.S. Constitution has a “Supremacy Clause,” which provides that federal law is the “supreme” law of the land. In short, it trumps.
While the first argument strikes me as a stretch, the second could prove fatal to Mr. Sanchez’s case. It seems to me that a state rule that prohibits employers from retaliating against workers compensation claimants cannot be read to require an employer to retain an illegal immigrant employee, which appears to be the upshot of Mr. Sanchez’s case. After all, Mr. Sanchez appears to have suffered no “adverse employment action” except being told that he could only work if he could show he could do so legally.
The Minnesota Supreme Court recently granted Dahlke Trailer Sales’ petition for review of its loss at the Minnesota Court of Appeals. I look forward to seeing how the justices resolve the case.