For many companies, to be responsible for I-9 compliance has become a tedious task. This includes compliance document verification, storage, and management. Often, professionals are being buried in a bundle of I-9 forms and other related documents. To complete the paper forms is accompanied by the risks of improperly filled out/lost forms, building fears of an ICE audit and fines a reality for many organizations. I-9 Compliance document conforms to the employment eligibility of the Non-immigrant worker in the United States.
I-9 compliance document verification is done to verify each new employee's identity and eligibility to work. Form I-9 is the core of E-Verify. E-Verify is to confirm that the documents provided by the employee match the government records. RightComply manages the information of the employees and the employers electronically.
Contingent IT workforce requires thorough I-9 compliance management. RightComply ensures compliance document storage and management for the verification processes. We at RightComply help both Employees and Employers to get the documents ready for inspection and the I-9 compliance document verification is carried out successfully.
RightComply collects and stores the data about the employees and the employers in an electronic form and ensures proper I-9 compliance document verification.
I-9 compliance document verification: Form I-9 is used to verify the identity and employment authorization of individuals hired for employment in the United States. The United States ensures that all the employers must validate the proper completion of Form I-9 for each individual they hire for employment. This applies to both citizens and non-citizens. The I-9 compliance document verification must be completed by both employees and employers. It is mandatory for the employee to attest his/her employment authorization on the form. Proper identity and employment authorization documents must be submitted to the employer by the employee and therefore examining the eligibility of employment. The employers must retain the I-9 form for a specified period of time and make it available for inspection by the government authorities.
When Immigration and Customs Enforcement (ICE) enters your work location, they actually look forward to ensuring that you are employing all those who are actually eligible to work. ICE follows a clear and straightforward process to ensure that you are not in violation. I-9 compliance document verification is usually carried out by Officials from the Department of Homeland Security, employees from the Immigrant and Employee Rights Section (IER) at the Department of Justice, and employees from the Department of Labor.
As you can see in the above diagram, they issue a notification expressing their intent to inspect the eligibility of a place of employment. They may randomly arrive at the location based on the tips and information that they might have received from the public and other sources.
Officials execute I-9 compliance document verification for all the employees and certify that the employer is in compliance. Applications like RightComply helps employers to maintain up to date information on the I-9 and other work authorization information that comes in handy during such inspections.
During I-9 compliance document verification, even a simple misspelling or a minute error on an I-9 can cost your company thousands of dollars. RightComply ensures proper I-9 compliance documentation and filings to eliminate the errors during the processing.
An employer found to have hired knowingly/unknowingly unauthorized workers may be subject to debarment by ICE. The employer will be restricted from participating in future federal contracts and from receiving other government benefits.
If your company hires unauthorized employees knowingly and continue to employ violation, you will be subjected to monetary penalties ranging from $375 to $16,000 per violation, with repeat offenders receiving penalties, at the higher end. Penalties for failing to produce a Form I-9, range from $110 to $1,100 per violation. Immigration and Customs Enforcement (ICE) considers the following five factors while determining penalty amounts: the size of the business, good faith effort to comply, the seriousness of violation, violation involving unauthorized workers, and history of previous violations.
ICE will notify the audited party once the inspection has been completed. The following are the most common notices:
RightComply follows procedural changes on behalf of the organizations and notifies them prior deadlines. Unlike several federal documents that remain unaltered for years, USCIS updates the I-9 constantly. Corporate Counsel has recommended signing up for USCIS’s email newsletter to get instantly notified about the changes and have a regular check on its website for webinars and conferences.This helps to prepare for new regulations in advance.
RightComply implements best practices and policies. Most often the federal requirements for employment eligibility are complicated, and although many organizations are trying their best to move forward, they may be leaving the door open for liability. Many organizations across the United States have received fines for their lack of compliance with Form I-9 requirements, such as simple administrative errors and violation of anti-discrimination laws. We make sure that your employees are trained properly on the most current requirements (I-9 compliance 2019). This will help in reducing the risk of a failed I-9 audit.
RightComply helps you in preparing for a government inspection. There is always a chance that your existing Forms I-9, can also pose a threat to possible fines incurred from an I-9 audit. A Careful review of existing forms and correction of compliant documents for I-9 compliance document verification should always be a part of Compliance planning. Government officials of the United States will carefully inspect an employer’s form I-9. If your organization is chosen, you have only 3 business days to hand over the required documentation to the government. RightComply helps you to take a proactive approach. Before government officials investigate, we will review the Form I-9 and the necessary corrections will be done. We ensure compliance and reduce the risk of discriminatory practices.
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