The Brave New World of I-9 and E-Verify Compliance
During the past few months, employers across the U.S. have witnessed a significant change in both Form I-9 and E-Verify enforcement, due in large part to the continuing debate on immigration and border security. Following the 2017 signing of President Trump’s “Buy American and Hire American” Executive Order, federal and state agencies across the country have implemented new policies and initiatives that drastically impact employers’ Form I-9 and E-Verify processes this year and beyond.
For HR and compliance managers, this is not particularly welcome news. The Form I-9 is already known as the most perplexing U.S. employment form, with an intricate array of rules, competing objectives and unforgiving timelines. Under the Trump administration’s new initiatives, employers should expect even greater scrutiny of Form I-9 records and policies from Immigration and Customs Enforcement (ICE) as well as increasing accountability for HR managers and compliance officers.
In this program, John Fay, LawLogix’s vice president and general counsel, and Katie Minervino, partner at Pierce Atwood, will discuss how employers can assess their hiring policies and procedures to ensure compliance with rapidly changing enforcement directives. They will discuss:
- Industries targeted by ICE and recent worksite enforcement actions
- The new Form I-9 “penalty matrix” for paperwork violations
- I-9 self-audit strategies in preparation for the storm
- Identifying E-Verify problems that could lead to an audit
- Discrimination investigations for unfair I-9 practices
- Coping with state laws affecting I-9 and E-Verify procedures
VP and General Counsel, LawLogix, a Division of Hyland Software
Partner, Pierce Atwood