In June of this year, Immigration & Customs Enforcement (ICE) issued a fine of $2.2 million against Broetie Orchards in Washington state for employing 1,000 unauthorized workers. This multimillion dollar penalty is a showcase of the severe consequences for U.S. businesses and the importance of complying with employment eligibility verification laws. ICE continues to crack down on employers who do not completely or correctly fill out the I-9 form when hiring employees. The goal is to reduce the number of illegal immigrants in the United States.
So, what can you do as an employer to keep your company in compliance with the I-9 requirements? Below are just a few tips…
– Ensure the employee completes section one in its entirety, including a check mark on the box below indicating why they are eligible to work in the United States.
– The employer completes section 2 & 3 using one item from List A or one item from List B and List C.
– The employer cannot ask for specific forms from the lists.
– The employee responsible for checking identification and completing the employer section must write out in full who issued the ID, what type it is, as well as the document number/expiration.
– Employees must provide identification within 3 days of hire.
– Employers must keep the I-9 on file for minimum of 3 years or 1 year from termination, which ever date is LATER. After this date the I-9 should be shredded.
– Audit I-9 files regularly, looking for accuracy, expired immigration documents, and completeness.
ICE is auditing companies in all industries, of all sizes, and judging from the growth in audits, is not expected to slow down anytime soon. With fines ranging from $110-$1000 for noncompliance per incorrect or incomplete question on the document, can you afford to pay the price of best intentions?
Contact Alternative HR today to have an audit of your I-9’s completed or to receive I-9 training and recordkeeping guidance!
Read further about employee documentation and guidelines.