Is Your I-9 Process as Tight as It Needs to Be?

I-9 compliance has always been important but in today’s enforcement environment, employers have less room for error.

Earlier this year, the federal government changed its I-9 enforcement approach, increasing the potential penalty risk for employers. Some violations that employers may previously have been able to correct, including missing birthdates or hire dates, may no longer be treated as curable.

The message for employers is simple: getting the I-9 right the first time matters more than ever.

Now is a good time to review your onboarding process and ask:

• Are I-9s being completed accurately and on time?
• Does everyone responsible for onboarding understand the requirements?
• Are completed I-9s being reviewed for missing information or other errors?
• When was the last time you conducted an I-9 audit?

Periodic I-9 audits can be an important part of an employer’s compliance strategy. But audits also need to be handled carefully and consistently. Employers should use a neutral process and avoid selecting employees for review based on citizenship, immigration status or the type of work authorization they present.

And if you discover errors? Don’t ignore them.

Correct errors promptly even if the employee has been with your organization for years. Corrections should reflect the date they are actually made and should never be backdated.

At JorgensenHR, we regularly help employers review their I-9 practices, conduct I-9 audits and strengthen onboarding procedures before problems become expensive ones.

Minimize Risk – Maximize Compliance.