New I-9 Form: Employers and Documents Re-Verification
A New I-9 Form is in the works! The still confusing HR onboarding document used for record employment eligibility verification, as required by the federal government, is slated to undergo a significant structural overhaul by the time the current form expires on Oct. 31.
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.
The Department of Homeland Security (DHS) once again is extending its flexibility regarding the physical presence requirements for I-9 inspection for until October 31, 2022, due to the ongoing precautions related to the COVID-19 pandemic. The DHS has extended the I-9 Remote Option. This also extends the requirements that Employers who use this process need to put in place.
For example, Eligible employers may continue to inspect Section 2 documents remotely (e.g., over video… fax, or email), but must still re-verify the physical documents when normal operations resume! Employers must provide written documentation of their remote on-boarding and telework policy for each covered employee.
While this flexibility is helpful to Employers, it only impacts remote employees. These Employers must understand that they are still required to re-verify documents for those remote employees when normal operations resume. Join us on Compliancevent to understand the process of re-verification and get a must-have customized compliance tool, specially curated for human resources professionals.
Why Should You Attend?
The I-9 form preparation, correction, and internal audit is still a headache and even a nightmare for Employers and professionals. This training will identify 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 re-verify documents and have a policy in place unless that criteria changes. At this time, there are no discussions on what needs to happen if this option is made permanent and how it will impact Employers
Get Answers to
-What changes are being proposed to the I-9 Form?
-Why are the I-9 form changes being proposed now?
-What resources are available to help complete the I-9 form?
-What mistakes are trending when completing the I-9 form?
-What steps can you take when conducting your internal I-9 form audit?
-How is the DHS flexibility extension still creating confusion?
-How are the HR associations requesting to make the remote I-9 form option be permanent?
-How can Employers be compliant with the DHS remote I-9 form requirements?
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).