Overview Form I-9 in 2023
While stepping into 2023, it is important for Employers to stay informed about and compliant with the latest I-9 process. Employers must make the Form I-9 available for inspection by authorized government officers and for doing so, they must retain it for a designated period. If the task of examining the acceptable documents from employees as evidence of identity and employment authorization seem daunting to you, we have designed a step-by-step guidance to help you get familiar with the process.
We all have been waiting with bated breath for the New I-9 Form to be created and shared with us by 2022, but if history is any indicator of the future, the last time in 2020 when there were changes in the proposed I-9 form DHS extended the use of the expired 8/31/20 I-9 form until after the expiration date.
Moreover, the previous expired I-9 form was allowed to be used after January 2021 until the new I-9 Form was launched and effective in April 2021.
When you add the DHS extension of the remote I-9 option until July 31, 2023, Employers and professionals are now more than ever confused about the entire I-9 Form process. Although the extension of the Remote I-9 process may help with the on-boarding process but will make completing the I-9 document still complex.
Although the I-9 form is a 2-page document, there is a 15-page instruction page and over 70 pages in a manual to complete the form. The plan to streamline the I-9 form and make it less cumbersome includes the following proposed changes:
-Compressing Sections 1 and 2 from two pages to one page to reduce paper use.
-Moving Section 3 to a separate Reverification and Rehire Supplement, making it "a stand-alone section, which only is accessed if needed.
-Updating the List of Acceptable Documents to include a link to List C documents (on the U.S. Citizenship and Immigration Services website) issued by DHS. Some List C documents were unlisted, so this will be a helpful resource.
-Reducing and simplifying the form's instructions from 15 pages to 7 pages.
-Removing electronic PDF enhancements to ensure that the form can be completed on all electronic devices (problems that some users may have had due to software issues may be reduced).
Employers must provide written documentation of their remote onboarding and telework policy for each covered employee. Join us on Compliancevent this January to learn how to comply with the DHS recommended process for the Form I-9. You will also receive a FREE customized compliance tool to help you develop a better understanding of the I-9.
-Discover which elements were removed from the I-9 form when the document got cut in half
-Pin down exactly how to comply with the NEW Reverification and Rehire Supplement rules
-Head off employee document errors, master new I-9 Form List C requirements
-Evaluate the updated List of Acceptable Documents to see what’s new (and what’s gone)
-Avoid hidden compliance traps in the new I-9 Form completion instructions
-Uncover how to use the “additional information” field to bulletproof your I-9 Forms
-Stop penalties for missing a required “n/a” on the I-9 Form, this really happens
-Determine which E-Verify fields can be left blank, and which ones you must ALWAYS complete
-Stop rule violations based on the electronic devices you use to submit E-Verify data
What You will Learn
-What DHS proposes for the future of the I-9 remote option
-What changes are for Employers to prepare for the future
-What changes are being proposed to the I-9 Form
-Why the I-9 form changes are being proposed now
-What resources are available to help complete the I-9 form
-Mistakes that are trending when completing the I-9 form
-Steps you can take when conducting your internal I-9 form audit
-How Employers can be compliant with the DHS remote I-9 form requirements
Why You Should Attend
DHS extends the flexibility to use the I-9 form remote option but Employers still need to reverify documents and have a policy in place unless that criteria changes. The I-9 form preparation, correction and internal/external audit is still a headache and even a nightmare for Employers and professionals. Based on the new updates, this training will identify the changes that are proposed, the current trends of errors made and some of the mistakes that are made which will assist in reducing errors, fines and penalties.
Employers should be proactive in reviewing the ID documents before “Normal Operations Resume”.
Who will Benefit
-Employers in all industries
You may ask your Question directly to our expert during the Q&A session
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and International compliance.
Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).