Form I-9 Compliance: New Rules & Best Practices of Employee Verification

audio_conference Form I-9 Compliance: New Rules & Best Practices of Employee Verification

Event Date: Wednesday, September 6th, 2017 Event Time: 2:00pm - 3:15pm Eastern (EDT) Add to Calendar 2017-09-06 14:00:00 2017-09-06 15:15:00 America/Detroit Form I-9 Compliance: New Rules & Best Practices of Employee Verification https://c4cm.com/product/new-form-i-9-compliance-procedures-retention-rules-and-best-practices-of-re-verification/ C4CM Webinar Center For Competitive Management (C4CM) admin@c4cm.com false MM/DD/YYYY

You Will Learn:

  • Step-by-step overview of the NEW “Smart” Form I-9
  • Steps to perform an internal I-9 review process to examine your company’s processes
  • Policies and procedures for acceptable documentation
  • I-9s and independent contractors: who’s responsible?

This product has several options. Please swipe to the left & right or use the arrows on the side.

  • Attend

    $269.00

    Early Bird Price *

    $199.00

    Valid until 8-31-2017

  • Attend + Recording

    $349.00

    Early Bird Price *

    $279.00

    Valid until 8-31-2017

    Best Value
  • Recording

    $269.00

    Early Bird Price *

    $199.00

    Valid until 8-31-2017

Your CD will ship 7-10 days after the live event.

Your MP3 will be available in My Account 7-10 days after the live event.

How can employers navigate this changing landscape and remain compliant?

By September 18, 2017 employers MUST use the new Form I-9 which replaces a version that only went into effect Jan. 23rd.

Along with the new form tougher penalties for immigration-related offenses have been instituted:

  • Simple Form I-9 violations: The minimum fine increases from $110 to $216 per violation. The maximum fine rises from $1,100 to $2,156 per violation. Fines for second and third offenses have increased similarly.
  • Unlawful employment of unauthorized workers: For the first offense, the minimum fine increases from $375 to $539, while the maximum fine increases from $3,200 to $4,313 per worker. Again, there are similar increases for subsequent offenses.
  • Unfair immigration-related employment practices: The minimum penalty increases from $375 to $445, while the maximum penalty increases from $3,200 to $3,563 per charge. For repeat offenders, the maximum penalty is $21,563.

DHS conducts 2 to 3 thousand audits annually, and has imposed over $100 million in financial sanctions in the past three years. Can your I-9 practices pass the muster?

 

Learning Objectives

Find out how to ensure your I-9 practices are in compliance in this information-packed webinar. Our leading employment law expert will teach you how to get your records and practices up-to-date now so you can stay in compliance, stay out of court, and avoid hefty fines.

  • Step-by-step overview of the NEW “Smart” Form I-9 with built-in help, drop down menus, pop-up informational icons and error-checking capabilities
  • Steps to perform an internal I-9 review process to examine your company’s processes
  • Awareness training for personnel who handle I-9s
  • Policies and procedures for acceptable documentation
  • The latest on the use of electronic forms and proper record keeping/storage
  • Penalties for non-compliance
  • I-9s and independent contractors: who’s responsible?
  • Strategies for when you do not have I-9s for all current employees and no supporting document copies
  • If you hire employees from outside the US for overseas contracts, do you need to complete an I-9?
  • Anti-discrimination provision: Are you in violation?
  • When you must re-verify, and when re-verification is not needed
  • Your liability when contracting out work

You’ll also learn the critical answers to such “need-to-know” questions, like:

  • Which form should your organization be using?
  • Which documents are acceptable?
  • What are the penalties for incorrect I-9s?
  • Are you required to cross-check documents in a national database?
  • What are the best practices to spot and correct common mistakes that could lead to serious fines and criminal penalties?
  • What should I do if I receive a “no match” letter from Social Security?

Product ID: 14293

Bonus Material

Plus, you get the top-selling guide, Record Retention Compliance & Best Practices – a $347 value – absolutely FREE!

This comprehensive, 55 page guide gives you all the guidance and support materials you and your managers need to ensure record retention compliance including:

  • Benefits of a Quality Records Retention Program
  • What Is an Effective Records Program?
  • Records Retention is a Company-Wide Project
  • Creating a Successful Program
  • Policy
  • Procedures
  • Litigation Holds
  • Implementation Of Your Retention Policy
  • You Can Retain Too Much
  • Going Paperless
  • Medical Records

This essential guide also includes finger-tip access to 25 extra pages of sample materials and relevant policy information, including:

  1. Suggested Retention Guidelines
  2. The FLSA Fact Sheet
  3. The FMLA Forms
  4. Sample Record Retention and Destruction Policy
  5. Record Retention Policy Checklist

So, don’t delay! Ensure compliance TODAY and get Record Retention Compliance & Best Practices absolutely FREE! You save $347.00!

Learn How to Ensure Your I-9 Practices Are in Compliance!

Register for my webinar now

Faculty

David C. Whitlock
David C. Whitlock
Attorney

Dave has over 25 years of experience in business immigration, compliance, employment counseling, and training. In addition, Dave has extensive experience handling employment-related visa work, including both temporary and permanent visa cases, as well as advice regarding compliance with the I-9, discrimination, and document abuse provisions of the Immigration Reform and Control Act of 1986 and litigation arising under that statute. He is a frequent lecturer and presenter on immigration and compliance topics and best practices in employment-related topics.

Continuing Education Units

  • hrci

    HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

Learn How to Ensure Your I-9 Practices Are in Compliance!

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