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We have been waiting with bated breath for the New I-9 Form to be created and shared with us by 2022. 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 previously 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.
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 Re-hire 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.
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. Join us on Compliancevent to learn about the latest changes in Form I-9. You will receive a FREE customized compliance tool to help you stay compliant.
-The elements 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 does DHS propose for the future of the I-9 remote option?
-What are the changes for Employers to prepare for the future?
-What changes are being proposed to the I-9 Form?
-Why are the I-9 form changes being proposed now?
-The resources available to help complete the I-9 form
-The mistakes trending when completing the I-9 form
-The 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
The I-9 form preparation, correction and internal/external audit is still a headache and even a nightmare for some 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 and fines and penalties. 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. Employers need to be proactive in reviewing the ID documents before “Normal Operations Resume”.
-All Employers
-Business Owners
-Company Leadership
-Compliance professionals
-Office Managers
-HR Professionals
-Managers/Supervisors
-Employers in all industries
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).
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