Objectives of the Presentation
Why should you Attend
- The importance of internal self-audits
- How to conduct I-9 internal audit
- How to correct the common errors found on I-9 forms
- Discuss what to do when no I-9 found or only a copy found
- Discuss the importance of an Immigration Compliance policy
- Teach the audience what occurs in an ICE inspection
- Potential consequences and penalties from an ICE inspection
- How to respond to ICE inspection
Immigration enforcement is on the rise. With increased funding and driven by public outcry, Immigration and Customs Enforcement, or ICE, is on the audit trail, ready to levy big fines for employers not in compliance.
Ever changing immigration laws, cautious environment, ever vigilant officers, costly fines for potential violations - few of the issues faced by your organization. Most organizations are suffering from innocent mistakes made with regard to employment verification and other immigration laws. Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment. Join us as we explore a range of questions surrounding Form I9, with emphasis on changing federal immigration law, the issues faced by employer and the newer challenges associated with it.
A self-audit can go a long way toward minimizing fines and risks of liability for immigration law violations. The main objectives of an I-9 self-audit are to:
- Identify and fix mistakes and omissions
- Eliminate records you no longer are required to maintain and
- Ensure you are not inadvertently employing an undocumented worker
You should be conducting periodic I-9 audits on your own and making a good-faith effort to correct mistakes. This webinar will help make an ICE inspection as painless as possible.
Who will Benefit
- Why should an employer conduct an internal I-9 audit
- How often should an employer conduct an internal I-9 audit
- Who should perform the internal I-9 audit
- How to conduct an I-9 internal audit
- How to correct I-9 form errors & omissions
- What to do when you discover an employee does not have an I-9 form
- What to do when you discover an employee is unauthorized to work and
- Discuss how to prevent claims of discrimination in internal I-9 audit recent penalties assessed by OCAHO to employers
- I-9 violations and penalties
- ICE Inspections and how to respond to them
- HR Managers and Professionals
- Owners of Small Companies
- office Managers
- CFOs & COO’s
- Payroll and Accounting Managers
- In - House Counsel
- Compliance Officers
- E-Verify Users
- Anyone involved in company’s I-9s
I-9 form, a mandatory government form issued by the United States Citizenship and Immigration Services (USCIS), is used to verify an employee’s identity and legal right to work in the U.S. You must complete the form, and review the required verification documents, within three days of hiring a new employee.
Completing the form and verification process thoroughly and accurately helps ensure you don’t inadvertently hire illegal workers - and also protects your business against government fines and lawsuits. Keep in mind that even if your employees are legally authorized to work in this country, you still can face stiff penalties for inaccurate or incomplete I-9 forms.