SEMA_________________________________

SOUTHEASTERN MEAT ASSOCIATION
P.O. Box 620777; Oviedo, FL 32762 Phone: 407-365-5661

DIOXIN SURVEY 08 – REVISED

FSIS has issued a notice to update some of the instructions in FSIS Notice 51-07, Dioxin Survey 08. The revisions are as follows:

1. On the 15th of each month after receipt of this notice the Districts’ designees (District Analyst or District Veterinary Medical Specialist) (not inspection program personnel as stated in FSIS Notice 51-07) are to check the list of establishments that are to be sampled to determine whether establishments in their District are included in the dioxin survey for the following month. The District designee will notify the Inspector- in-Charge (IIC) at each establishment in the District that is scheduled for Dioxin sampling, or if supplemental information is provided.
2. At Establishments where Public Health Veterinarians (PHV) are unable to collect the sample, other non-PHV inspection program personnel can take the sample with PHV support.
3. If an establishment absolutely does not allow glass in the production area, inspection program personnel are to transfer the specimen from the carcass onto an acceptable clean and dust free material, such as stainless steel or aluminum foil. (Note: plastic or paper is not acceptable.) Inspection program personnel are to transfer the specimen into the glass jar in an area acceptable to the establishment. (Note: While transferring the specimen, inspection program personnel are to ensure that the specimen does not get contaminated.)
   
   For more information visit FSIS website at: www.fsis.usda.gov/OPPDE/rdad/FSISNotices/52-07.pdf.

GET AN ANSWER TO TECHNICAL & POLICY QUESTIONS

The U.S. Department of Agriculture's (USDA) Food Safety and Inspection Service (FSIS) has launched askFSIS, a new web-based feature, designed to help answer technical and policy questions regarding inspection and public health regulations 24 hours a day.

The new interactive feature will provide answers on technical issues in more depth than the standard list of "frequently asked questions" currently available through FSIS' Web site. It will allow visitors to seek answers on topics such as exporting, labeling and inspection-related policies, programs and procedures. Users can also register to be notified when answers are updated.

"This new web-based tool will be especially helpful for owners and operators of small and very small plants and is another example of how FSIS is finding new and innovative ways to meet the needs of its customers," said USDA Under Secretary for Food Safety Dr. Richard Raymond.

To access askFSIS, please visit FSIS' Web site at www.fsis.usda.gov and select "Help" from the global navigation buttons at the top of the main page. The askFSIS screen includes four tabs: Answers, My Questions, Login, and Help. The "Answers" tab is the starting point for keyword searches; it will also display a real-time list of the most popular topics. The "My Questions" and "Login" tabs are used to create an account for those visitors who wish to submit questions, check the status of a request, or revisit previously saved information. First-time visitors are encouraged to select the "Help" tab for tips on getting started, or www.fsis.usda.gov/Help/FAQs_Small_&_Very_Small_Plants/index.asp.

SAFE-HARBOR PROCEDURE FOR EMPLOYEES

The Department of Homeland Security (“DHS”) published its final rule in the Federal Register describing the legal obligations of an employer—under current immigration laws—when the employer receives a “no-match” letter from the Social Security Administration (“SSA”) or a notice of suspect documents from U.S. Immigration and Customs Enforcement (“ICE”). By following the procedures specified in the final rule, the employer can avoid a DHS finding that the company has violated the Federal immigration laws by continuing to employ an unauthorized alien with constructive knowledge of that employee’s illegal status.

For more information visit: www.naw.org/Content/ContentGroups/Government_Relations1/DHS-nomatch-letters.htm.

The rule only applies where the employer receives a no match letter from the SSA or DHS. It does not apply where an employer acquires information from other sources that results in constructive knowledge that an employee is not authorized to work in the U.S. or where the employer has actual knowledge that the employee is an unauthorized alien. The procedures must be applied uniformly without regard to perceived national origin or citizenship status. It is recommended that the employer document in writing that the procedures were followed.

Step 1
The employer takes reasonable steps within 30 calendar days of receipt of the no-match letter from SSA or notice from DHS to attempt to resolve the discrepancy.

1. Within 30 days after receiving a no-match letter the employer should determine whether the discrepancy results from a typographical, transcription, or similar clerical error in the employee’s records, or in its communications to the SSA or DHS. If there is such an error, the employer corrects its records and notifies the relevant agency. The employer makes and retains a record of the manner, date and time of verification.
2. If there is no clerical error the employer promptly requests that the employee confirm that the employer’s records are correct. If the records are correct, the employer must advise the employee of the date the employer received the no-match letter and further advise the employee to resolve the discrepancy with the SSA or DHS within 90 days of that date.

Step 2
If within 90 calendar days of receiving the no-match letter, the employer does not verify with the SSA that the employee’s name and social security number match SSA’s records (or resolve questions raised by DHS about the employee’s status), the employer must again verify the employee’s employment authorization and identity within an additional 3 days. The verification procedure requires the employer to complete a new Form I-9 for the employee, using the same procedures as if the employee were newly hired, except:

1. The employee must complete Sections 1 (“Employee Information and Verification”) and the employer must complete Section 2 (“Employer Review and Verification”) of the new Form I-9 within 93 days of receipt of the no-match letter.
2. No document containing the social security account number or alien number that is the subject of a no-match letter, and no receipt for an application for a replacement of such document, may be used to establish employment authorization or identity or both.
3. No document without a photograph may be used to establish identity or both identity and employment authorization.
4. The employer must retain the employee’s new Form I-9 for three years, or one year after employment is terminated, whichever is later.

SAFE-HARBOR PROCEDURES

The following table was included in the Federal Register publication of the rule.

The rule is effective September 14, 2007, and may be viewed at: http://a257.g.akamaitech.net/7/257/2422/01jan20071800/edocket.access.gpo.gov/2007/pdf/E7-16066.pdf.

SEMA INDUSTRY NEWS

SEMA members that have something to share or information to update, please send it to the SEMA office and we will post it at no charge. Example, new salesperson, personnel promotions, expanding your company, etc.

Food Defense Plan is available on the FSIS website, is a guide that provides an easy, practical, and achievable three-step method for creating a food defense plan. By completing pages 13 -16 of the guide, you will have a plan specific for your operation.

The guide can be found at www.fsis.usda.gov then click on Small and Very Small Plants.

NEW LABEL TO WARN IF MEAT IS SPOILING

A SensorQ label is attached to meat or poultry products. As the product spoils and the bacteria increases, the label changes color. Modified Atmosphere Packaging does not affect the SensorQ label.

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THINGS TO PONDER………
"A life spent making mistakes is not only more honorable
but more useful than a life spent doing nothing."
~~George Bernard Shaw
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WELCOME NEW ASSOCIATE MEMBER

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Mark Sheffield
Insurance and financial services, specializing in property and workers compensation insurance.

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