The creators of the site, www.wehirealiens.com, say the page is designed to put pressure on employers, because they are the “magnet drawing illegal aliens” to the U.S. Users submit their comments to site, which posts them anonymously and allows viewers to search through the database of the allegedly illegal employers.

The problem for companies, though, is that many of the comments aren’t based on solid evidence.

Some of them cite actual investigations by federal authorities, but others range from “I was a manager there so I know they hire illegal aliens” to “Most workers are Hispanic and do not speak English.”

Companies who’ve been affected say the site’s administrators do not verify if any legal violations have occurred and have refused requests to remove comments, the Dallas Morning News reports.

The page claims the accusations are forwarded to the FBI, Social Security Administration and the Immigrations and Customs Enforcement office, but it’s not clear if the feds have ever used that information to begin an investigation.

Recruiting sites can benefit from the same basic design principles that apply to all Web pages — they must be informative, eye-catching and easy to read.

When looking at your site, here’s a checklist you can use to make sure you’re giving candidates the best impression, courtesy of the folks at entrepreneur.com:

1. Is the design simple and uncluttered? Is it easy to navigate, and are the most important items given prime real estate?
2. Is the page visually appealing?
3. Are you using only one or two basic colors that go well together, not a hodgepodge?
4. Are there too many different fonts being used?
5. Does the site have a similar look and feel as everything your organization does (i.e., your company’s logo, ads and signage)?

It’s a problem that can occur when employees log on to sites like Salary.com and get an often inaccurate estimate of what their compensation should be.

Sometimes the estimates are just national averages, which are irrelevant in many parts of the country, or they only focus on large companies. Sometimes they just compare jobs with similar titles rather than similar responsibilities.

But that doesn’t mean any of that will occur to employees who find evidence that says they should get a huge raise. So what can HR do to mitigate the damage?

Talking about compensation

Here are two steps you and your managers can take in that situation:

• Research yourself — Employees may have gotten the info from a less than perfect source, but that doesn’t necessarily mean they aren’t on to something. It’s a good idea to periodically gather useful data about compensation — from industry associations, your peers and your competitors — and see how competitive you are. Averages can change often.
• Sit down — Often, especially at smaller companies, one employee will make a discovery like this and spread the word to everyone else. Make sure you react quickly and sit down with the complainant and explain how the sites work and why they aren’t always accurate before the complaints start pouring in.
  

You can see the page here. According the homepage, “This website is being used to present evidence in an EEOC complaint, among other things.”

Also, the author says he’s heard from other employees who are interested in filing a joint lawsuit, and lists his own contact information for all the employment lawyers out there.

And the scariest part: There are several pages of articles detailing other complaints the ex-employee has with the company and some other examples of alleged misconduct.

This probably won’t become normal behavior for employees who file lawsuits, but these days, there are a number of ways current and former employees can air grievances and find an audience. With current employers, it’s possible to have a policy against mentioning the company online, but once someone quits or gets fired, there isn’t much to do.