Margie Faulk Keynote Speaker at Ijona skills. she is a senior level human resources 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. Margie is bilingual (Spanish) fluent and Bi-cultural. Margie's focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives like........Read More
The United States Citizenship and Immigration Services (USCIS) has recently released the second updated Form I-9 in less than 1 year. Employers will need to adapt to the change and use the new form by no later than September 18, 2017 or face the possibility of large fines.
Although the changes to the Form I-9 are slight, failure to use the new form and comply with the Form I-9 by the September 18 deadline can result in large fines. Just last year, Immigration and Customs Enforcement (ICE) announced increases in fines for Form I-9 violations to account for inflation.
While the rule to increase the fines took effect on August 1, 2016, the increase to Form I-9 fines were
retroactive to cover any violations that took place after November 2, 2015. Employment Law attorneys have already defended cases where small employers with fewer than 100 employees faced potential fines in excess of $100,000 for simple errors.
Employers must be aware of all the new guidelines for completing the new I-9 form as well as the ongoing regulations. This webinar will teach attendees how to properly store, correct and conduct an internal audit that will develop a penalty-free I-9 system.
Why should you attend?
Many Employers take the risk or are unaware the I-9 documents penalties and fines. Moreover, Employers are under the impression that I-9 document violations are low risk because "who is going to tell?". Well I am here to tell Employers that anyone can make a claim or complaint and it doesn't 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 Department of Homeland Security (DHS) communicates with Child Support Services and on and on. It isn't 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 by other regulatory agencies including Immigration Control Enforcement (ICE), the enforcement arm of DHS. If Employers do not take this seriously, you can risk fines and penalties which can impact your company. Do not give away money to regulatory agencies!
Areas Covered in the Session:
Who can Benefit: