U.S. Citizenship & Immigration Services recently released a new Form I-9, effective as of January 21, 2017. Failure of an employer to ensure proper completion and retention of Form I-9 for applicable personnel may subject the employer to new higher civil money penalties of up to $2,156 per I-9, and, in some cases, criminal penalties. The new Form I-9 increases the administrative burden on employers, which can result in even more mistakes. 2017 is expected to be another record-breaking year in immigration enforcement and it appears that the various government agencies are getting better at sharing information to target employers for criminal penalties. Further, the Handbook for Employers issued by USCIS, which is intended to assist employers, does not even address every situation an employer will face when trying to comply with its I-9 obligations. ICE has emphasized the use of I-9 audits as an important administrative tool in building criminal cases and bringing employers into compliance with the law, with thousands of I-9 audits and employer reviews having been conducted already. Given the landscape, employers should understand by now that they need to ensure that their I-9 forms are in order or risk potential fines, penalties, and possibly even jail time.
Please join Shanon R. Stevenson, attorney at law, as she reviews the federal requirements that govern your employer’s I-9 responsibilities and offers best practices for avoiding penalties.
WHAT YOU’LL LEARN
Just a sampling of what this webinar will cover:
- The requirements of the new Form I-9, including changes from the current version
- Discuss the higher penalties that are now in effect
- Review the List of Acceptable Documents to prove identity and work authorization, including what to do when the documents presented do not appear on the list
- Discuss how to re-verify an I-9 when the documents the employee previously presented have expired
- Discuss how information received from other agencies can put the employer on constructive knowledge of an unauthorized worker
- Discuss the legal and practical ramifications of what to do when a long-term employee presents new documents showing a new identity and work authorization under a new law, such as Deferred Action
- 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
- How to audit terminated employees’ I-9 forms
- Understand the required retention period for I-9s and the best way in which to store I-9s
- Discuss the most common and costly errors employers make when completing I-9s
- Discuss how a self-audit can save your company thousands of dollars
- Pros and cons of copying supporting documents employees present to complete I-9s
- Learn the circumstances in which an employer can re-verify an I-9 in Section 3
- AND MUCH MORE!
YOUR CONFERENCE LEADER
Your conference leader for “The New Year Rings in a New I-9 and New Higher Penalties for Employer Noncompliance,” is Shanon R. Stevenson, attorney at law. Shanon is a partner in the Atlanta office of Fisher and Phillips LLP, and a member of the firm's Global Immigration Practice Group. Shanon's practice focuses on corporate immigration law. She began practicing in this area in 1998. She has comprehensive knowledge and extensive experience in a broad range of immigration areas, including: I-9 compliance, advising clients on current immigration legislation, handling nonimmigrant and immigrant visa applications, and outbound visas. Shanon is a member of the American Immigration Lawyers Association. She has been repeatedly recognized for her immigration practice in Georgia Super Lawyers – Rising Stars. Shanon is "AV" peer review rated by Martindale-Hubbell. Shanon earned her J.D. from Georgia State University College of Law.