GETTING THE FORM I-9 PROCESS RIGHT PRESENTED BY: JOHN R. WILSON - - PowerPoint PPT Presentation

GETTING THE FORM I-9 PROCESS RIGHT

PRESENTED BY: JOHN R. WILSON SEPTEMBER 27, 2018

IMMIGRATION

INTRODUCTION

IMMIGRATION

CURRENT TRENDS

 Immigration Reform  Increased Funding  Increased Enforcement  Immigration Changes

IMMIGRATION

TEMPORARY PROTECTED STATUS (TPS)

Countries Previously Designated for TPS:

 Guinea  Liberia  Sierra Leone

Countries Currently Designated for TPS:

 El Salvador –Terminates 09/09/2019  Haiti – Terminates 07/22/2019  Honduras – Terminates 01/05/2020  Nepal – Terminates 06/24/2019  Nicaragua – Terminates 01/05/2019  Somalia – Extended to 03/17/2020  Sudan – Terminates 11/02/2018  South Sudan – Extended to 05/02/2019  Syria – Extended to 09/30/2019  Yemen - Extended to 03/03/2020

BACKGROUND OF THE I-9:

 Prohibit the hiring or continued

employment of unauthorized workers in the U.S.

 Makes employers responsible for

verifying identity and work authorization of all individuals hired after November 6, 1986

Immigration Reform and Control Act of 1986 (IRCA)

GETTING YOUR OFFICE ICE RAID READY

 Preparation  Response  Aftermath

IMMIGRATION

PREPARATION

IMMIGRATION

➢ Forms I-9 ➢ Employer Contacts

RESPONSE

IMMIGRATION

➢ Cooperation ➢ Documents ➢ Consent vs. Warrant

AFTERMATH

IMMIGRATION

➢ Employee Communication ➢ Results ➢ Consequences

THE NEW FORM I-9

RECENT CHANGES TO THE FORM I-9

 Section 1 information can no longer be left blank. All areas must include either an

answer or “N/A”

 Other names used are limited to last names in Section 1  Aliens authorized to work have options as to what information to enter in Section 1  The Preparer and/or Translator Certification in Section 1 must now be completed by

the employee on every Form I-9

 Multiple preparers and/or translators can be entered into Section 1 through the

utilization of the new Form I-9 Preparer and/or Translator Supplement

 Section 2 now includes a citizenship/immigration status field  There is an area for additional information in Section 2

NEW LISTS OF ACCEPTABLE DOCUMENTS

Illustrations of many of these documents appear in the Handbook for Employers (M-274). Visit the Resources page at www.goffwilson.com to view the current version.

ELECTRONIC I-9 CONSIDERATIONS

U.S. Employers are authorized to complete, sign and store the Form I- 9 electronically. The requirements that must be met are described at 8 CFR §274a.2.

IMMIGRATION

ELECTRONIC GENERATION AND STORAGE - SYSTEM REQUIREMENTS

 Reasonable controls to insure its integrity, accuracy, and reliability;  Reasonable controls deigned to present and detect any unauthorized or accidental creation of,

addition to, alteration of, deletion of or deterioration of an electronically completed and stored I-9, including the electronic signature, if used;

 An inspection and quality assurance program;  A retrieval system that includes a searchable indexing system; and  The ability to reproduce legible hard copies.

ELECTRONIC SIGNATURE - SYSTEM REQUIREMENTS

 Allow the signatory to acknowledge that they have read the attestation and attach the electronic

signature to the electronically completed Form I-9;

 Affix the electronic signature at the time of the transaction;  Create and preserve a record verifying the identity of the person producing the signature; and  Upon request of the employee, provide a printed confirmation of the transaction to the person

providing the signature.

E-VERIFY – THE BASICS

 E-Verify is an internet-based system used by employers to verify

employment eligibility by comparing information from an employee’s Form I-9 to data from the US Department of Homeland Security and Social Security Administration

 Requires a Social Security Number  Requires a photograph on Identity Documents (List B) presented

for Form I-9 completion

 Voluntary for most businesses

E-VERIFY – WHAT’S NEW?

 Modernization launch to improve users’ experience, reduce errors, and

increase the speed and accuracy of the employment eligibility process

 Website enhancements for mobile devices  Web services access method developed to allow employer to connect

to E-Verify using software in addition to the internet

 E-Verify automated the verification process for employees whose TPS

status was automatically extended in a Federal Register Notice

 Redesigned Case Details page  E-Verify Self Check

COMMONLY SEEN IMMIGRATION DOCUMENTS

IMMIGRATION

FEATURES OF THE REDESIGNED PERMANENT RESIDENT CARD

Document Expiration Date USCIS # (aka: A# or Alien #) Document Title (Permanent Resident Card) Issuing Authority (USCIS) Card # (Application Receipt Number and the Document Number)

FEATURES OF THE REDESIGNED EMPLOYMENT AUTHORIZATION CARD

USCIS # (aka: A# or Alien #) Document Expiration Date Card # (Application Receipt Number and the Document Number) Document Title (Employment Authorization Document or Card) Issuing Authority (USCIS) Card # (Application Receipt Number and the Document Number) appears a second time

THE BASICS OF THE FORM I-9

IMMIGRATION

 Interim Final Rule published by the U.S. Department of

Justice went into effect on 08/01/2016, which increased employer fines for Form I-9 violations.

 I-9 civil fines now range from $216 to $2,156 per violation,

depending on the severity of the errors. Certain errors/omissions can also result in criminal liability.

 New Handbook for Employers (M-274) was released with

new Form I-9.

MORE CHANGES

DEADLINES

 Section 1 must be completed prior to the end of the first

day of employment (Exception)

 Section 2 must be completed prior to the end of the third

day of employment

 Employer is responsible for the completeness of Section 1

SECTION 1

SECTION 1

 Must be completed by the

employee

 Must be completed at the

“time of hire” or before completing first day of employment

 Employee working less than

3 days the entire I-9 (Sections 1 and 2) completed before employment begins

SECTION 2

 Must be completed by the

employer

 Must be completed prior to

the end of the third day of employment

 Must personally review

• riginal documents

 Cannot ask for specific

documents or for additional documents if I-9 has been satisfied

SECTION 2

APPLYING KNOWLEDGE

IMMIGRATION

U.S. DRIVER’S LICENSE HOSPITAL BIRTH CERTIFICATE U.S. BIRTH CERTIFICATE

STATE ID CARD SOCIAL SECURITY CARD

U.S. PASSPORT

UNEXPIRED EMPLOYMENT AUTHORIZATION DOCUMENT WITH ADVANCE PAROLE NOTATION (FORM I-766)

PERMANENT RESIDENT CARD

 The employee’s I-9 was completed within the last three

years;

 The form must be valid; AND  No errors were made on the 1st version – it is a great

• pportunity to mitigate previous errors.

RULE - SECTION 3 MAY ONLY BE USED IF THE FOLLOWING CONDITIONS ARE MET:

RECEIPT RULE:

If an employee’s original document was lost, stolen or damaged, the employee may present a receipt for the application of a replacement document. The original, replacement document must be presented to the employer within ninety (90) days of hire. Upon reviewing the original replacement document, the employer should update the I-9 using the appropriate method outlined in the Handbook for Employers (M-274).

 Identify the date of hire and add 3 years = [date A]  Identify the last date of employment and add 1 year = [date B]  Compare dates [A] and [B]  Determine the later of the dates [A] or [B] in each case. The

later of the two becomes the retention date for the I-9.

CALCULATING THE RETENTION DATE:

Hire Date: 7/06/2016 Separated: 6/15/2017 ANSWER: 7/06/2019

HOW LONG SHOULD YOU KEEP IT???

RETENTION WORKSHEET AVAILABLE ONLINE

www.goffwilson.com Resources I-9 Retention www.goffwilson.com Resources I-9 Retention

HOW LONG SHOULD YOU KEEP IT???

Initial I-9 Completion Date: 05/05/2016 First Term Date: 12/23/2016 Rehire Date: 01/15/2017 Final Period of Employment Ended: 09/01/2017 ANSWER: 05/05/2019

CORRECTING COMMON I-9 ERRORS:

 Do NOT use whiteout or corrective tape  All corrections must be in a different colored ink –

Do NOT use red

 All corrections must be initialed and dated  Only the employee can correct Section 1  Only the employer can correct Section 2  Never backdate

QUESTIONS AND ANSWERS

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