In the last several years, the U.S. Citizenship and Immigration Services (USCIS) has made several revisions to its I-9 form and also issued a revised Handbook for Employers to help companies comply with these revisions. Of course, employers understand that they need to ensure that their I-9 forms are in order or risk potential fines, penalties, and possibly even jail time. However, employers continue to have questions when it comes to complying with these verification requirements. The threats for worksite audits or raids also adds increased concern by employers. These issues only add to the current complex atmosphere surrounding employment and immigration issues. To avoid potential problems, employers need to fully understand the I-9 form and understand their current employee verification procedures.
Please join Richard F. Verstegen as he reviews the federal requirements that govern your employer’s I-9 practices and how these may affect the employee verification procedures you already have in place.
WHAT YOU’LL LEARN
Just a sampling of the many practical tips you’ll take away:
- Review, step-by-step, your obligations for I-9 documentation and verification
- Review the I-9 form
- Find out if you have to complete a I-9 form for all of your current employees
- Learn how to audit current employees’ I-9 forms
- See how to audit terminated employees’ I-9 forms
- Understand how to effectively address errors in order to avoid litigation and how to avoid discrimination against a potential employee during the employment eligibility process
- AND MUCH MORE!
YOUR CONFERENCE LEADER
Your conference leader for “Complying with I-9 Requirements: Step-by-Step Review to Reduce Compliance Questions, Risks & Possible Penalties” is Richard F. Verstegen, partner, Boardman & Clark, LLP, Madison Wisconsin. Rick is an experienced member of the School Law Practice Group and the Labor and Employment Group at the firm. Rick’s practice focuses in the areas of labor and employment law and school law. He advises employers on all areas of employment law including immigration, state and federal wage and hour laws, employee handbooks, family and medical leave, unemployment compensation, personnel records, technology-related matters, misconduct investigations, anti-discrimination, and harassment. He also has extensive experience on matters involving labor relations, collective bargaining, contract interpretation and administration, public records, pupil records, open meetings law, and constitutional law. Rick has published many articles on employment law related topics. In addition he has participated in seminars and presentations dealing with labor and employment related topics. He is a member of the State Bar of Wisconsin, and is admitted to practice before the Wisconsin Supreme Court and the United States District Court for the Western District of Wisconsin. He earned his JD degree from the University of Wisconsin Law School.
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CERTIFICATES OF PARTICIPATION
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