U.S. Immigration and Customers Enforcement (ICE) has dramatically increased its audits and investigations of Form I-9s. And ICE is not expected to slow down. Penalties for noncompliance are far reaching. For technical form violations alone, fines can range between $224 to $2,236 -- per I-9. Now imagine that amount multiplied by hundreds or even thousands of employees.
The government requires employers to complete and retain Form I-9s for each person hired after November 6, 1986. It uses this form to verify the employee's identity and eligibility to work legally in the U.S. -- and employers have three days to complete this form. Sounds straight forward, right? But there are a lot of issues that can arise with Form I-9s -- like missing employee signatures or under documentation.
Employers must be vigilant about I-9 compliance. We've written a 4-part blog series about I-9 audits and remediation best practices to help ensure you remain on the right track.
I-9 Audit and Remediation Best Practices
What is an Internal I-9 Audit? 5 Reasons to Audit Now Read about the importance of an internal I-9 audit and remediation and why it's more important than ever for HR professionals to get their I-9 compliance in order. Learn how you can take action now to help protect your organization.
I-9 Self-Audit: 5 Steps to Get Started Get tips on preparing your organization for an I-9 self-audit. Before you begin, ensure you have all of the tools and documents needed to be successful.
I-9 Remediation: 5 Tips to Help Reduce Risk Performing an internal I-9 audit is a best practice. Once you have identified your I-9 errors, use these I-9 remediation tips to help reduce your I-9 compliance risk. And finally, learn about guidance offered to employers from the Department of Justice and the Department of Homeland Security.
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