Date(s) - 01/15/2020
1:00 pm - 2:30 pm
- As immigration remains at the center of national attention, Immigration and Customs Enforcement (ICE) is not just stepping up its enforcement efforts at the border they are increasing their efforts.
- During fiscal year 2018, ICE conducted over 5200 I-9 audits. This was nearly a 400 percent increase over the number of I-9 audits in fiscal year 2017, and the largest number of I-9 audits ever. ICE has said it plans to conduct as many as 15,000 I-9 audits per year if it receives sufficient funding, and that one of its goals is to create a “reasonable expectation” among employers that they will be audited. Accordingly, all employers should be prepared.
- In fiscal year 2017, ICE collected $97.6 million dollars in judicial forfeitures, fines, and restitution, and $7.8 million dollars in civil fines, as a result of I-9 audits. In September 2017 a single employer was ordered to pay $95 million dollars, including $80 million dollars in the form of a criminal forfeiture money judgment and $15 million dollars in civil fines, making it the largest payment ever levied in an immigration case.
- This I-9 form preparation, correction and audit webinar will be a step by step process and discussion of all the new guidelines for completing the new I-9 form as well as the ongoing regulations for appropriate method of correcting this document without incurring fines and penalties.
- How long should I9 documents be retained for active and terminated employees?
- Why are most Employers unclear about completing the new I9 form?
- Why are most HR professionals or those responsible for processing I9 documents still violating the request for documents section?
- What can you do if you have remote employees when it comes to I9 forms?
- What new immigration guidelines do Employers need to be aware of with the new administration?
- What is the Council for Global Immigration and what employees are protected?
Anyone can make a claim or complaint and it does not even have to be true. Additionally, now the regulatory agencies are communicating more than ever before. The Department of Labor (DOL) communicates with the Internal Revenue Services (IRS), the DHS communicates with Child Support Services and on and on, it is not hard to imagine news getting out to target Employers however, research has proven that most complaints come from disgruntled employees and others come from audits of target industries.
Attend this webinar to understand how to fill I-9 form, how to correct it and audit it. what are the new developments in rule and how is agencies thinking to penalize employers, what are the best practices to follow to save your company from unnecessary violations?
- Although the I-9 document appears like a simple document, more than 72% of Employers have I-9 Documents with errors;
- I-9 documents can be audited by the Department of Homeland Security (DHS) and many DHS investigators know this is a weakness for most Employers;
- Fines and penalties have increased and almost doubled in 2016 and will increase every 3 years according to inflation;
- Inappropriate storage of I-9 documents in employee’s personnel files can lead to discrimination claims;
- Disgruntled employees can turn in Employers for I-9 document violations which will bring DHS to your doorstep!
- How is the right way to correct I9 documents and save your company from unnecessary violations?
- What is the minimal risk Employers have when establishing an I9 document Correction & Storage Process?
- Learn if outsourcing your internal I-9 Audit can save you time and protect the company from ICE audits
- Business Owners, Company Leadership and Board of Directors (CFO, COO, CEO)
- Federal Contractors
- Department Heads
- Human resources professionals
- Compliance professionals
- Payroll professionals
- Managers/Supervisors & new and potential Managers
- Office Managers responsible for HR responsibilities
- Any Employer Representative that has the responsibility for reviewing I-9 documents, onboarding and applicant tracking
- Person responsible for Affirmative Action Plan (AAP) and Equal Employment Opportunity Commission (EEOC)
Margie Faulk, PHR, SHRM-CP is a senior-level human resource professional with over 14 years of HR management and compliance experience. A former compliance officer for a defense contracting technologies firm, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public, and non-profit sectors. She is bilingual (Spanish) fluent and Bi-cultural. Her focus is on multi-state, national, state, and local workplace compliance.
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