Why Should You Attend:
The DHS and Immigration Control Enforcement (ICE), the enforcement arm of DHS, increased their efforts 100% to increase I-9 audits to Employers nationwide. More audits are expected via warrants and Notification of Inspection (NOI).
As immigration remains at the center of national attention, Immigration and Customs Enforcement (ICE) is not just stepping up its enforcement efforts at the border.
During fiscal year 2018, ICE conducted over 5200 I-9 audits. This was nearly a 400 percent increase over the number of I-9 audits in fiscal year 2017, and the largest number of I-9 audits ever. ICE has said it plans to conduct as many as 15,000 I-9 audits per year if it receives sufficient funding, and that one of its goals is to create a “reasonable expectation” among employers that they will be audited. Accordingly, all employers should be prepared.
In fiscal year 2017, ICE collected $97.6 million dollars in judicial forfeitures, fines, and restitution, and $7.8 million dollars in civil fines, as a result of I-9 audits. In September 2017 a single employer was ordered to pay $95 million dollars, including $80 million dollars in the form of a criminal forfeiture money judgment and $15 million dollars in civil fines, making it the largest payment ever levied in an immigration case.
Are you prepared for ICE Police to knock on your door???
Areas Covered in the Webinar:
Learn what types of errors have the highest fines;
Ensure you have the most current I9 forms that is required;
What has changed in the most recent focus with the new political administration?
How is the right way to correct I9documents and save your company from unnecessary violations?
What is the minimal risk Employers have when establishing an I9 document Correction & Storage Process?
How should I9 documents be effectively corrected?
How should I-9 Documents be purged;
How long should I9 documents be retained for active and terminated employees?
Why are most Employers unclear about completing the new I9 form?
Why are most HR professionals or those responsible for processing I9 documents still violating the request for documents section?
What can you do if you have remote employees when it comes to I9 forms?
How should I-9 Documents should be discarded according to guidelines;
What new immigration guidelines do Employers need to be aware of with the new administration?
Learn what to do if you are audited by the Department of Homeland Security (DHS) & Immigration Control Enforcement (ICE)
The DHS and Immigration Control Enforcement (ICE), the enforcement arm of DHS, increased their efforts 100% to increase I-9 audits to Employers nationwide. More audits are expected via warrants and Notification of Inspection (NOI).
As immigration remains at the center of national attention, Immigration and Customs Enforcement (ICE) is not just stepping up its enforcement efforts at the border.
During fiscal year 2018, ICE conducted over 5200 I-9 audits. This was nearly a 400 percent increase over the number of I-9 audits in fiscal year 2017, and the largest number of I-9 audits ever. ICE has said it plans to conduct as many as 15,000 I-9 audits per year if it receives sufficient funding, and that one of its goals is to create a “reasonable expectation” among employers that they will be audited. Accordingly, all employers should be prepared.
In fiscal year 2017, ICE collected $97.6 million dollars in judicial forfeitures, fines, and restitution, and $7.8 million dollars in civil fines, as a result of I-9 audits. In September 2017 a single employer was ordered to pay $95 million dollars, including $80 million dollars in the form of a criminal forfeiture money judgment and $15 million dollars in civil fines, making it the largest payment ever levied in an immigration case.
Are you prepared for ICE Police to knock on your door???
Areas Covered in the Webinar:
Learn what types of errors have the highest fines;
Ensure you have the most current I9 forms that is required;
What has changed in the most recent focus with the new political administration?
How is the right way to correct I9documents and save your company from unnecessary violations?
What is the minimal risk Employers have when establishing an I9 document Correction & Storage Process?
How should I9 documents be effectively corrected?
How should I-9 Documents be purged;
How long should I9 documents be retained for active and terminated employees?
Why are most Employers unclear about completing the new I9 form?
Why are most HR professionals or those responsible for processing I9 documents still violating the request for documents section?
What can you do if you have remote employees when it comes to I9 forms?
How should I-9 Documents should be discarded according to guidelines;
What new immigration guidelines do Employers need to be aware of with the new administration?
Learn what to do if you are audited by the Department of Homeland Security (DHS) & Immigration Control Enforcement (ICE)
Speakers
Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. Margie currently provides compliance services for a large global data protection technologies company with International and multi-state locations with headquarters in Mountain View, California. A former Compliance Officer for a defense contracting technologies firm with a military base in Hawaii, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the following industries: Non-profit, construction, defense contracting and federal government, hospitality, military simulation, engineering, technologies, banking, homebuilding, hospitality, retail, real estate, criminal justice, legal system, commercial property management facilities operations and volunteer management. Margie is bilingual (Spanish) fluent and Bi-cultural.Margie is working currently on International compliance initiatives like International Privacy Issues, Drafting & Implementing International policies, Reviewing and Amending Global Employment Policies, Cross-Border Reductions in Force and Restructurings, Multi-jurisdictional employee investigations, Global Diversity Programs, Expatriate Legal Issues and General Data Protection Regulations (GDPR).
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. is a member of the Society of Corporate Compliance & Ethics (SCCE).
