Form I-9: Employment Eligibility Verification Update
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Make sure you understand the requirements of the I-9 Form to ensure accuracy with employment eligibility verification.Immigration related accountability is on the rise. U.S. Immigration and Customs Enforcement (ICE) continues to focus on worksite enforcement. With notices of inspection increasing quadrupled its worksite investigations (6,848 in FY 2018 versus 1,691 in FY 2017) and its Form I-9 audits (5,981 in FY 2018 as compared to 1,360 in FY 2017). A growing number of companies are requiring the use of E-Verify as a prerequisite to doing business, a number states are mandating its use and the Congress is seriously considering mandatory E-Verify. Interagency cooperation and data sharing is on the rise and it's facilitating investigations as well as sanctions and other penalties. With the buy American, hire American focus spilling over to all aspects of immigration, monitoring, training and remediation should be a priority for all companies regardless of size or makeup of the workforce. The overall increase in enforcement activities could even include a return to large-scale worksite raids. The Immigration Reform and Control Act of 1986 requires that employers verify the identity and work eligibility of all newly-hired employees. The Form I-9 is provided by the federal government for that purpose. Every employee must complete a Form I-9 when the individual is hired. How do companies comply, let alone monitor compliance? What are the deadlines for completing the Form I-9? What happens if the employee does not provide the needed documentation on time? Can we take too much documentation? How do we handle remote hires?
AuthorsDawn M. Lurie, Seyfarth Shaw LLP
• The Mechanics and Timing
- Who Fills out What and When?
• Remote Hires
- Notaries, Skype®?
- To Copy or Not to Copy?
• Electronic I-9 101