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Are you confident your organization is in full compliance with Federal immigration laws, or are you at risk for being assessed costly fines, or worse, for potential violations?

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 in compliance with IRCA’s directives, all U.S. employers must complete a Form I-9 for each employee hired after November 6, 1986.

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 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. 

The ability for employers to virtually review I9 supporting documentation ends on July 31, 2023.  It’s important for employers to understand what they’ll need to do to move forward after the deadline.  Additionally, a new I9 form is under consideration.  The new form will be issued at some point during 2023.

 

What's New?

  • New Form I-9 is in the works for 2023!
  • Deadline for virtual inspections of I-9 documentation is July 31st – what happens next?

 

What You Will Learn:

  • New Form I-9 in the works for 2023!
  • Deadline for virtual inspections of I9 documentation is July 31st – what happens next?
  • What is Form I-9 and who must comply?
  • I9 Documentation verification for remote workers
  • 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
  • Self-audits
  • Immigration and Customs Enforcement Audits
  • Inspection Notices
  • Consequences of non-compliance
  • E-Verify system
  • I-9 and E-Verify:  Know the differences
  • E-Verify rules & procedures
  • States with current E-Verify laws
  • E-Verify self-audits: Key steps

 

Why Should You Attend:

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 business to electronically confirm the eligibility of their employees to work in the United States.

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.   We will also discuss proposed changes to Form I9 scheduled to take place sometime in 2023, in addition to providing information regarding the expiration on July 31, 2023 of virtual documentation review.   You will also 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 on surviving an external audit best practices to avoid hefty fines and enforcement actions from ICE.

 

Who Will Benefit:

  • Senior Leadership
  • Human Resources Directors
  • Human Resources Managers
  • Human Resources Representatives
  • Operations Professionals
  • Compliance Professionals
  • Recruiting Professionals
  • Managers
  • Supervisors
  • Employees
     

Ask your question directly from our expert during the Q&A session following the live event.

Diane L. Dee
Diane L. Dee, President of Advantage HR Consulting, LLC, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting, and pro bono environments. Diane founded Advantage HR Consulting, LLC, in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on various HR topics for various compliance training firms across the country.

Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP, and HRPM® certification.


Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation, assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.

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Vrindafox is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.

This Program has been approved for 1.5 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute®? (HRCI®).


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