ABOUT THE EVENT
The New I-9 Form is here! The good news is that the USCIS has changed some of the Form I-9 instructions to help clarify a few points of confusion (more on that below). The bad news is that there are still many traps for the “I-9 unwary” – a problem that is often magnified by the sheer number of I-9s completed every year.
Attend this webinar to understand how to fill out the new 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?
Learning Objectives
- What are the changes made to the new I-9 Form
- How long can the expired form be used?
- What date is the new I-9 Form required to be used?
- How do the changes impact Employers?
- Why did DHS reach out to the public for comments on changes needed for the New I-9 Form?
- Why was Privacy provisions added?
- How long does it take from when the public comments are received to the date when the new I-9 Form is launched?
- What is the impact to remote employees?
- How is DHS going to explain the changes to the Public?
- Is there an option when you use N/A for blank spaces?
- Is the Social Security Number still optional for employees to complete?
- What about electronic and fillable forms?
- 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?
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.
With the increase in audits promised by DHS to conduct over 15,000 audits and more Employer Immigration raids, It is critical for Employers to understand what the changes may mean for their Employer Authorized Representative to complete the form without incurring fines and violations.
Free Internal Audit, Correction and Storage Toolkit for All Attendees! Includes:
- New I-9 Form for 2020!
- Excel Matrix to insert corrections, purging dates and expiration of documents and to add your organization’s Logo
- Active/Termination Employee Log Sample
- I9 Memo Template for Correction/Administrative Memo to indicate Changes in I-9 Process
- Internal/External Certification Audit Template
- I-9 Audit Guide: a step by step resource guide
Who Should Attend
- All Employers who hire employees
- 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