What Else Will Drive you Insane? The Form I-9 On-boarding Process
Many people know the definition of insanity as doing the same thing over and over again and expecting different results. Unfortunately, many employers are taking an “insane approach” to I-9 training by utilizing in-house trainers who are not qualified to teach Form I-9 compliance.
These in-house trainers are not experts concerning employer sanctions and are simply training hiring managers to commit the same mistakes over and over again, perpetuating a pattern of non-compliance! Worse yet, many hiring managers never receive any training because…well, it’s a one page form – how hard can it be?
Form I-9 Compliance – What It Really Involves
The problem is the entire Form I-9 process is much more complex than just filling out a 1 page form. Form I-9 compliance requires an understanding of immigration law, anti-discrimination provisions, document fraud, identity theft, and many other factors.
Failing to properly train hiring managers in proper on-boarding procedures may put an employer at significant risk. In fact, the US Citizenship and Immigration Service (USCIS) lists “TRAINING”” as one of the Top Ten Best Practices for I-9 compliance, yet most employers are not addressing this very powerful solution to compliance issues.
I-9 Compliance Solution
Somehow, there is always an excuse not to “get around to it”. Excuses run the gambit from “We don’t need training” to “It’s too expensive or too time consuming.” Fortunately, I-9 Okay has heard these concerns and developed THE SOLUTION to I-9 training.
Our information packed step-by-step Form I-9 Compliance Training is delivered on-demand via the internet, on your schedule and priced to fit any training budget. There is no longer any excuse not to train every person who is responsible for I-9 completion for your company.
For more information visit our website www.I-9okay.com
W. Garnett & Associates
Human Capital Management
1-303-658-9342
I-9s and E-Verify Crackdown on Violators – Be Aware
Form I-9 violators will have problems if they are not aware. Immigration compliance requires ever business to be aware of their legal responsibilities. Not knowing the regulations will be costly. In 2010, the U.S. Immigration and Customs Enforcement (ICE) conducted its highest number of I-9 audits ever. And many more audits are coming in 2011. It’s all part of the Obama administration’s “bold new audit initiative” to find and punish employers that violate immigration laws and fail to properly complete I-9s. If you are interested in this full article link below.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
What Companies Can Do To Reduce Their I-9 Liability?
Form I-9 violations are rampant in the workplace and upper management needs to be aware of it. Scheduling regular Form I-9 audits will help. Recently, in the course of one week, Immigration and Customs Enforcement (ICE), the federal agency charged with enforcing the nation’s immigration laws, instituted 1,000 new worksite investigations. Targeted industries included the usual suspects: food manufacturing, fast food, restaurants and agriculture. In Fiscal Year 2010, ICE collected more than $6.9 billion in civil fines resulting from worksite investigations. Criminal fines, restitution and forfeitures totaled more than $36 billion. If you are intereste in reading the entire article link below.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Chipotle Was Soft on Immigration, Said a Fired Employee
Is you company aware of the immigration regulations? If not, they could have an adverse effect on the bottom line. The hundreds of illegal immigrants recently fired from fast-growing burrito chain Chipotle Mexican Grill Inc had a pretty good run when it came to job security.
Not only did some get jobs with fake Social Security numbers and few questions about their immigration status, in some cases they actually told managers point-blank their papers were no good. And they often stayed on for years. If you are interested in reading the entire article link to it below.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Could This Be Your Company – Olive Garden Restaurant Agrees to Pay Back Wages
All companys should have systems, policies and procedures to in place to actually track employee wages. Darden Restaurants Inc., doing business as the Olive Garden in Mesquite, today has agreed to pay $25,570 in back wages after an investigation by the U.S. Department of Labor’s Wage and Hour Division found that 140 current and former servers were not properly paid as required by the Fair Labor Standards Act. The company also has been assessed $30,800 in civil money penalties to be paid to the government. If you are interested in learning more about what Olive Garden Restaurant should have done link to the article below.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Auditing Your Wage and Hour Compliance
Businesses should give consideration to auditing their wage and hour compliance on a regular basis. What can your organization do to get ahead of this massive mobilization? The most effective course is to conduct an internal audit before the DOL shows up at your door. An audit will enable an employer to identify compliance concerns and change any practices that might present an unacceptable risk of liability. If you are interested in reading more about wage and hour compliance link to the full article below.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Are Your Workers “Employees” or “Independent Contractors?” Don’t Guess
Are your workers employee or independent contractors? Companies who misclassify workers as independent contractors may be subject to significant federal, state and local tax liabilities (plus interest and penalties). Companies may face additional reporting and withholding obligations and potential liability for back wages, overtime pay, and unpaid unemployment benefits. Reclassification can also raise administratively complex issues when an individual’s reclassification results in eligibility for retirement and/or health benefits. Every company and organization using independent contractors should perform an audit of its workforce classification process to ensure compliance with applicable federal and state laws and regulations. Performing this check-up now will minimize liability for any retroactive or additional penalties that may be assessed as part of the government enforcement initiatives that are now underway.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
Harassment, Job Loss – Protect Coloradans
Workplace Complacency – On the Increase
Workplace complacency is on the increases. Gone are the days when the human resources department’s primary function was to provide operational support and perform back-office personnel tasks. In today’s competitive and highly regulated market, the human resources function has developed into a significant advisory role, whereby senior leadership rely heavily on the human resources department to ensure that the company’s overall business strategy is consistent with the many complex laws and regulations that govern the workplace environment.
W. Garnett & Associates
Human Capital Management
1-303-658-9342
