Secret # 1 - Put it in writing.
Develop easy to follow written immigration policy, including the foundations of Form I-9 training, I-9, storage and retention rules and an overview of both the federal and national immigration rules. These include procedures for all claims of unauthorized or fraudulent documents submitted as part of the I-9 employment process.
Secret # 2 - Train, train, train!
While well-written guide is a great idea, you need to know whether a test drive you to a successful meeting. All employees are responsible for renting or the completion of I-9 form must be trained and re-trained and at least once a year.
Secret # 3 - Audit.
Check and double check! Employers should periodically check their I-9 forms in the correct order and staff comply with the requirements of the I-9. Systematized audit is the best way to achieve this. Own internal audit I-9, are experienced HR professionals in monthly, quarterly, or twice a year is recommended. Also hire immigration lawyer to I-9 audit years. The lawyer will be able to identify, modify and correct I-9 form error and recommend improvements for I-9 compliance and training.
Secret # 4 - Enforce rules.
Your company is not protected by the policy, which is not met. Require individuals with I-9, meet the strict control in accordance with your policies and hold them responsible if it does not.
Secret # 5 - to investigate reports of violations of human rights.
Employers should develop and implement non-discriminatory, consistent and efficient process to credible reports from people who collect illegal employment, falsification of documents or identity theft investigations. Given that ICE audits often caused by "tip" of the citizens, carefully, the employer must take seriously any tips they receive.
Secret # 6 - Require I-9 requirements for subcontractors.
The company is not required for the I-9 compliance of its independent contractors, if the company knowingly uses a vendor to hire unauthorized workers, or the vendor known for hiring unauthorized workers. To avoid any charges that your company knew subcontractor violations, measures to use only in accordance with suppliers. With immigration lawyer can, careful trade agreement contain language that the contractor responsible for his own immigration transactions and reserve the right to terminate the contract if the contractor finds that he violated immigration rules.
Secret # 7 - Use e-Check with caution.
E-Check, the web-based program was created so that employers verify the employment eligibility of workers, DHS and SSA. E-Verify is not a substitute for I-9 process and ensure compliance for your business or to provide protection against claims of discrimination or audits. To take action against employees based on E-Verify results to consult with immigration lawyer.
Secret # 8 - Check immigration lawyer before taking any action against the employee.
The employer must review the authentication and anti-discrimination provisions of immigration law. Although never a guarantee against an action or criminal prosecution, the two employers believe that these rules to avoid any allegations of misconduct. Expert immigration lawyer can help you manage these risks, upgrade to the changes in the law and order, including the legality of the termination before this step.
Develop easy to follow written immigration policy, including the foundations of Form I-9 training, I-9, storage and retention rules and an overview of both the federal and national immigration rules. These include procedures for all claims of unauthorized or fraudulent documents submitted as part of the I-9 employment process.
Secret # 2 - Train, train, train!
While well-written guide is a great idea, you need to know whether a test drive you to a successful meeting. All employees are responsible for renting or the completion of I-9 form must be trained and re-trained and at least once a year.
Secret # 3 - Audit.
Check and double check! Employers should periodically check their I-9 forms in the correct order and staff comply with the requirements of the I-9. Systematized audit is the best way to achieve this. Own internal audit I-9, are experienced HR professionals in monthly, quarterly, or twice a year is recommended. Also hire immigration lawyer to I-9 audit years. The lawyer will be able to identify, modify and correct I-9 form error and recommend improvements for I-9 compliance and training.
Secret # 4 - Enforce rules.
Your company is not protected by the policy, which is not met. Require individuals with I-9, meet the strict control in accordance with your policies and hold them responsible if it does not.
Secret # 5 - to investigate reports of violations of human rights.
Employers should develop and implement non-discriminatory, consistent and efficient process to credible reports from people who collect illegal employment, falsification of documents or identity theft investigations. Given that ICE audits often caused by "tip" of the citizens, carefully, the employer must take seriously any tips they receive.
Secret # 6 - Require I-9 requirements for subcontractors.
The company is not required for the I-9 compliance of its independent contractors, if the company knowingly uses a vendor to hire unauthorized workers, or the vendor known for hiring unauthorized workers. To avoid any charges that your company knew subcontractor violations, measures to use only in accordance with suppliers. With immigration lawyer can, careful trade agreement contain language that the contractor responsible for his own immigration transactions and reserve the right to terminate the contract if the contractor finds that he violated immigration rules.
Secret # 7 - Use e-Check with caution.
E-Check, the web-based program was created so that employers verify the employment eligibility of workers, DHS and SSA. E-Verify is not a substitute for I-9 process and ensure compliance for your business or to provide protection against claims of discrimination or audits. To take action against employees based on E-Verify results to consult with immigration lawyer.
Secret # 8 - Check immigration lawyer before taking any action against the employee.
The employer must review the authentication and anti-discrimination provisions of immigration law. Although never a guarantee against an action or criminal prosecution, the two employers believe that these rules to avoid any allegations of misconduct. Expert immigration lawyer can help you manage these risks, upgrade to the changes in the law and order, including the legality of the termination before this step.
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