I-9 Compliance and Audits: Form I-9 Updates for 2020

Duration: 90 Minutes
The USCIS recently made some changes to the current Form I-9. These changes include some minor, non-substantive edits to the form in addition to clarifying Form I-9 instructions. The changes to the form take effect on May 1, 2020.
I-9 Compliance and Audits
Instructor: Diane L. Dee
Product ID: 503620
If an employer misses any steps or forgets to include the proper documents, they are at risk for fines with possible and quite serious legal complications, which is why it is so important to verify every aspect of an employee’s I-9.

Objectives of the Presentation
  • Understanding the new Form I-9
  • Proper completion of Form I-9 and collection of supporting documentation
  • Common I-9 errors and omissions and how to make corrections
  • Understanding the re-verification process
  • Compliance with the Form I-9 retention guidelines
  • Understanding self-audits and ICE audits
  • Understanding the e-Verify system
Why Should you Attend
Are you confident your organization is in full compliance with federal immigration laws, or do you risk being assessed costly fines — or worse — for potential violations?

In this informative 90-minute program, you'll get the information you need to ensure your organization understands the new form, how to correctly complete the form, proper collection of documentation, compliance with recordkeeping requirements, and conducting self-audits. You will also learn about the E-Verify process which can assist employers with good faith immigration compliance.

Additionally, participation in this webinar will provide you with insight on surviving an external audit, ensuring I-9 compliance, and avoiding hefty fines and enforcement actions from the United States Immigration and Customs Enforcement (ICE).

Areas Covered
  • What is Form I-9 and who must comply?
  • Understanding the changes to the New Form I-9
  • Effective date of changes
  • Best practices for completing Form I-9
  • Timetable for completion of I-9’s
  • Employer & Employee responsibilities when completing I-9s
  • List of Acceptable Documents
  • Acceptable ways to verify employee documentation
  • Common I-9 errors & omissions
  • I-9 errors & omissions correction procedures
  • I-9 re-verification process for non-U.S. citizens and non-permanent residents
  • Best practices for copying and storing Forms I-9
  • Compliance with the Form I-9 retention period
  • Self-audits & Immigration & Customs Enforcement Audits
  • Levels of violations
  • Procedures for Self-auditing of I-9 forms
  • What to know about the Immigration & Customs Enforcement (ICE) audits process
  • ICE Inspection Notices
  • Consequences of Non-Compliance
  • What is E-Verify?
  • I-9 & E-Verify: Know the difference
  • Benefits of participating in E-Verify
  • E-Verify rules & procedures
  • States with mandatory E-Verify participation
  • E-Verify audits
  • Steps when conducting an E-Verify audit
Who will Benefit
  • All Employers across all industries
  • Senior Company Leadership
  • Human Resource Professionals
  • Compliance Professionals
  • Recruiting Professionals
  • Managers & Supervisors
  • Operations Professionals
Topic Background
In 1986, in an effort to control illegal immigration, Congress passed the Immigration Reform and Control Act (IRCA). The IRCA was enacted to legalize approximately three million undocumented immigrants while at the same time, attempted to deter future undocumented immigration. In order to be compliant with IRCA’s directives, all U.S. employers must complete a Form I-9 for each employee hired after November 6, 1986.

The federal Form I-9, Employment Eligibility Verification, is used by employers as a record of their basis for determining eligibility of an employee to work in the United States. The form is kept by the employer and made available for inspection by officials of the Department of Homeland Security, the Department of Labor, and the Office of Special Counsel for Immigration Related Unfair Employment Practices.

It is a violation of Federal immigration law for any employer to knowingly hire employees who are not authorized to work in the United States. As part of the employment eligibility verification process, within three days of hire employees must complete a Form I-9 and submit proof of identity and eligibility to work in the United States.

In addition to understanding the requirements of the new form, the process of completing, storing, and properly disposing of I-9s can be daunting. The current Administration is strongly focused on immigration enforcement, and the chances of your organization being audited are higher than ever. Due to this increased focus, more employers are conducting proactive self-audits of their I-9s and supporting documentation. Additionally, more employers are participating in the Federal E-Verify program, a web-based system that allows businesses to confirm the eligibility of their employees to work in the United States.

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Instructor Profile:
Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane's background includes experience in HR consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane's leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area.

Diane holds a Master Certificate in Human Resources from Cornell University's School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.

Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
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