I-9 Audits: Strengthening Your Immigration Compliance Strategies in 2020
Chris DeVany is the founder and president of Pinnacle Performance Improvement Worldwide, a firm that focuses on management and organization development. Pinnacle’s clients include global organizations such as Visa International, Cadence Design Systems, Coca Cola, Sprint, Microsoft, Aviva Insurance, Schlumberger, and over 500 other organizations in 22 countries. He also has consulted with government agencies from the United States, the Royal Government of Saudi Arabia, Canada, the Cayman Islands, and the United Kingdom.
He has published numerous articles in the fields of surviving mergers and acquisitions, surviving change, project management, management, sales, team-building, leadership, ethics, customer service, diversity, and work-life balance, in publications ranging from ASTD/Performance In Practice to Customer Service Management. His book, “90 Days to a High-Performance Team”, published by McGraw Hill and often accompanied by in-person, facilitated instruction, has helped and continues to help thousands of executives, managers, and team leaders improve performance.
He has appeared hundreds of times on radio and television interview programs to discuss mergers and acquisitions (how to manage and survive them), project management, sales, customer service, effective workplace communication, management, handling rapid personal and organizational change, and other topical business issues. He has served or is currently serving as a board member of the International Association of Facilitators, Sales and Marketing Executives International, American Management Association, American Society of Training and Development, Institute of Management Consultants, American Society of Association Executives, Meeting Professionals International, and National Speakers Association. Chris is an award-winning Toastmaster’s International Competition speaker. He recently participated in the Fortune 500 Annual Management Forum as a speaker, panelist, and seminar leader.
Chris has distinguished himself professionally by serving multiple corporations as manager and trainer of sales, operations, project management, IT, customer service, and marketing professionals. Included among those business leaders are Prudential Insurance, Sprint, BayBank (now part of Bank of America), US Health Care, and Marriott Corporation. He has assisted these organizations in mergers and acquisitions, facilitating post-merger and acquisition integration, developing project management, sales, customer service, and marketing strategies, organizing inbound and outbound call center programs, training and development of management and new hires, and fostering corporate growth through creative change and innovation initiatives.
Chris holds degrees in management studies and organizational behavior from Boston University. He has traveled to 22 countries and 47 states in the course of his career.
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It is a violation of Federal immigration law for any employer to knowingly hire employees who are not authorized to work in the United States. The Federal Form I-9: Employment Eligibility Verification, is used by employers as a record of their basis for determining the eligibility of an employee to work in the U.S. The form is maintained by the employer and made available upon request for inspection by officials of the Department of Homeland Security, The Department of Labor, and the Office of Special Counsel for Immigration-Related Unfair Employment Practices.
Form I-9 supports a Homeland Security procedure that ensures U.S. employers hire only those who have the proper work eligibility and identification documents. When employers are learning what an I-9 form is and how it works, it’s important to point out that they are responsible for getting it completed within three days of a new hire’s start date.
U.S. employers need to have each new hire complete an I-9 form. The completed form, verified and signed, should be kept on file for up to three years for any employee currently employed and up to one year for terminated employees. You may need to show these documents to immigration officials or other government employees who may check to make sure your business is only hiring documented workers eligible to work in the U.S.
In an effort to control illegal immigration, in 1986 Congress passed the Immigration Reform and Control Act (IRCA). The IRCA was enacted to legalize approximately three million undocumented immigrants, while at the same time, attempted to deter future undocumented immigration. In order to be compliant with IRCA’s directives, all U.S. employers must complete a Form I-9 for each employee hired after November 6, 1986.
- What is Form I-9 and who must comply?
- Changes to Form I-9 effective May 1, 2020
- Addition of Eswatini and North Macedonia to the Country of Issuance field in Section 1 and the foreign passport issuing authority field in Section 2 per those countries’ recent name changes. These changes are only visible when completing the fillable Form I-9 on a computer.
- Clarification of who can act as an authorized representative on behalf of an employer
- Updating of USCIS website addresses
- Clarification of acceptable documents
- Updating the process for requesting the paper Form I-9
- Updating the DHS Privacy Notice
- Exceptions for completing and retaining Forms I-9
- Employer and employee responsibilities when completing Form I-9
- Common Form I-9 errors
- Procedures for correcting errors & omissions
- Form I-9 retention rules
- Form I-9 Internal and External Audits
- Levels of violations
- Immigration and Customs Enforcement Audits
- Inspection Notices
- Consequences of non-compliance
- E-Verify system
- I-9 and E-Verify: Know the difference
- E-Verify rules & procedures
- States with current E-Verify laws
- E-Verify self-audits: Key steps
Course Level - Intermediate
Who Should Attend
- Senior Management
- Human Resources professionals
- Payroll professionals
- Compliance professionals
- Recruiting professionals
- Operations Managers
- Managers & Supervisors
Why Should You Attend
Are you confident your organization is fully compliant with federal immigration laws, or are you at risk for being assessed costly fines, or worse, for potential violations?
The process of completing, storing, and properly disposing of I-9s can be daunting. The current Administration is strongly focused on immigration enforcement, and the changes of your organization being audited are higher than ever. Due to this increased focus, more employers are conducting proactive self-audits of their I-9s and supporting documentation. Additionally, more employers are participating in the Federal E-Verify program, a web-based system that allows a business to electronically confirm the eligibility of their employees to work in the United States.
Earlier this year, the U.S. Citizenship and Immigration Service (USCIS) issued a revised edition of Form I-9. Employers are required to begin using the new form effective May 1, 2020.
In this informative 90-minute program, you’ll be provided with the information you need to ensure your organization is Form I-9 compliant, understand what constitutes proper documentation, recordkeeping best practices, and methods for conducting self-audits.bWe will also discuss the changes made to Form I-9 that went into effect on May 1, 2020. You will learn about the E-Verify process which can assist employers with good faith immigration compliance. Additionally, participation in this webinar will provide you with insight into surviving an external audit to avoid hefty fines and enforcement actions from ICE.