What is in this article?:
- Penalties could be heavy for farmers failing to comply with new I-9 form guidelines
- Burden is on employers
• I-9 compliance, which many business owners, especially farmers and other small business owners, already find difficult, will get even harder when this new form goes into effect.
Burden is on employers
Under the act’s provisions, the burden is on employers to check and record the eligibility of each employee by completing out an I-9 form. Every employee hired after Nov. 6, 1986, including U.S. citizens, must have a completed I-9 form on file verifying they are eligible to work.
Penalties for failing to comply with I-9 requirements include civil fines as high as $1,100 for each employee whose I-9 form was not completed, retained or presented properly.
Enforcement of I-9 compliance by the U.S. Immigration and Customs Enforcement (ICE) has intensified in recent years. Late November, for example, employers in Connecticut, Maine and Massachusetts were assessed fines exceeding $560,000 for immigration law violations.
Prison sentences have followed more serious violations.
Monetary penalties can run even higher for knowingly hiring or continuing to employ unauthorized wokers. First violation fines can total as much $3,200 for each unauthorized employee, while second violation fines can be as high as $6,500. Third violation fines can exceed $16,000 for each unauthorized employee.
The comprehensive online training prepared by Eden and Elebash is designed to help anyone else assigned with hiring employees, such as human resources professionals, supervisors and small business owners, for example, understand all facets of the new I-9 compliance provisions.
“How will this training make your life better as a human resources professional or small business operator? By helping you anticipate the most common errors that may occur in the compliance process,” Eden says.
“This training not only introduces you to the forms and all the supporting documents, but also provides you with step-by-step guidance on various hiring scenarios.”
While the training should be regarded as educational rather than legal advice, Eden says it will help business professionals not only gain a better understanding of how all these forms should be completed, but also how to survive an audit by U.S. Immigration and Customs Enforcement, to avoid civil penalties and possibly even criminal charges.
In the case of human resource professionals, this training may even prove valuable in helping them keep their jobs, Eden says.
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