There are several incessant worries in the realm of I-9 compliance that bother even the most experienced HR manager among
It’s just two pages, how hard could it be?
When it comes to the Form I-9 we know how challenging it can be navigating through those tricky I-9 scenarios and legal requirements. To help answer those not so common questions and concerns, we created this Ask The Expert posting that will periodically post questions and answers to your submissions.
Read through the past Q&A below or submit your own question. I-9 industry experts from all over the country will provide their guidance and best practice advice for all of those less common tricky I-9 scenarios.
In this week’s “Ask the I-9 Expert,” we address a relatively simple (yet important) detail in dealing with a Form I-9 audit by the government. Note that “ICE” refers to Immigration and Customs Enforcement, the branch of the Department of Homeland Security responsible for ensuring that employers comply with their I-9 obligations.
Expert Tip: Attorney and I-9 expert Nici Kersey offered these additional tips and suggestions on steps that employers can take now to prepare for an I-9 investigation: “It is crucial that company employees likely to be first approached by government agents, including reception staff, be briefed on the best protocol for handling an investigation or other enforcement action. Well before an investigation occurs, the company should identify the key representatives within the organization who will be responsible for the company’s immediate response to the investigation and develop a plan that provides clear guidance for each individual on his or her duties and responsibilities.”
Author’s Note: this blog (originally published on January 28, 2019) has been updated to reflect clarifying guidance from the USCIS
The Form I-9 often feels like a hopelessly antiquated process, stuck forever in a time when good penmanship was highly