Beginning on May 7, 2013, all employers were required to use the newly released Form I-9. The new Form I-9 is longer and more complex than the previous version and comes with new rules affecting which documents may be used to verify the employment eligibility of workers. There are also new instructions and additional data fields for employees and employers. During this webinar participants identify the changes to the form and improve I-9 compliance overall. Whether your employees complete Form I-9 centrally or on the jobsite, this webinar is a must for anyone who is responsible for completing and signing Form I-9.
Areas Covered in the Session:
- Up-to-date I-9 compliance requirements
- Basic I-9 document review
- Recognize the effect of the new Form I-9 on hiring managers and field personnel;
- Understand the new rules for acceptable documents used to verify employment eligibility
- E-Verify - Pros & Cons
- Understand the impact the new Form I-9 will have on the use of E-Verify;
- Conducting a self-audit of your I-9 process
- How to avoid the common errors and omissions, including recordkeeping errors
- Update on Upcoming ICE I-9 audits
- Penalties for non-compliance
- Understanding Civil & Criminal Penalties
- Walking the fine line between vigilance and illegal overstep when seeking proof of citizenship
- Establish best practices for reducing risks and correcting errors when using the new Form I-9
Ms Cathleen M. Hampton,
Human Resource Compliance & Risk Management Consultant
Cathleen Hampton has more than 25 years of experience as a human resources professional providing subject matter expertise in areas such as human capital and work force planning. She serves as full service HR Leader responsible for the alignment of personnel with strategic mission and service level requirements. She is noted for her ability to understand the nuances of her client environments and designing solutions that optimize human capital that best meet the needs of the organization.
Cathleen's greatest strengths lie in her ability to analyze operations for risk and help maneuver cultural practices and compliance enhancements that would increase organizational outcomes. Risk as defined as financial, operational, as well as from a more general workforce planning perspective. As a died in the wool HR professional, she continually looks for ways to capture the essence of strategic thought as it would relate to human capital and workforce planning. She is noted for launching new programs focused on talent acquisition and retention strategies that outpaced major completion through strong and decisive business leadership.
-Payroll and Accounting Managers
-Payroll Processing Professionals
-Employers and Business Owners
-Human Resources Specialists and Managers
-Anyone interested in Learning about the Form I-9