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Casual Articles - I-9 Compliance Tips for Small Businesses
Are you getting your name, photo and the name of your business in the newspapers and professional publications? Or are you reading stories about your competition all the time? Do you have a dismal record of getting articles published? How healthy is your media visibility?It is critical to understand that the media is not in business to promote you or your business. The media’s role is to produce articles of interest to their readers. That means you need to provide interesting and relevant information to the journalists so they will want to publish your article. And I would say the most important thing to learn to know is how the media works and what the specific requirements each media has for submitting any information to them.Here is a prescription from your PR Doctor on how t
Make sure that you have completed the Employer Review and Verification section of the I-9 form within three days of the first day of employment. Your signature and date must be within three days of the employees start date or you could be subject to an administrative fine. Fines vary from $100 to $1,100 per paperwork violation. It is best if you complete all hiring paperwork on the same day as the employee. It will save time, money and questions later.
After completing I-9 forms you must store them in a location which will allow you to produce them within three days of an official request for production of the documents for inspection. If you have a significant number of employees or multiple sites you may want to consider stor
Startup business loans are a great way to launch a successful business. Unfortunately they are sometimes the hardest to get from lending institutions. Startup business loans are one of the few areas that even the Small Business Administration do not offer to assist in and this becomes a major impediment to banks and credit unions making this type of loan available.The Small Business Administration is an agency of the federal government with a specific mandate to assist small business in America. It provides much of the funding for business loans made by banks in the form of guarantees for these loans. If a borrowing business defaults on a business loan or goes bankrupt the Small Business Administration will step in to cover the bank’s costs.But when it comes to startup business loans,
In the past employers had little fear of being arrested and the administrative fines were nominal and considered a cost of doing business. In 2003 there were only 124 fines issued. Last year, in a single ICE worksite enforcement investigation, a settlement and forfeiture of $15 million was negotiated. Just last week an investigation which began over a year ago resulted in the arrest of 1,187 people on administrative immigration charges, and seven criminal complaints were brought against managers or former managers for alleged criminal violations in connection with the hiring of illegal, undocumented aliens. The charges in the criminal complaints allege harboring aliens for illegal advantage, and, in two instances, document fraud. The Administration’s Fiscal Year 2007 budget requests an additional 171 agents and $41.7 million in new funds to enhance worksite enforcement efforts.
You may ask yourself, what does that have to do with my business? I don’t hire illegal aliens. Most employers do not knowingly hire illegal aliens and will be in compliance with the Immigration Reform and Control Act of 1986 (IRCA) and don’t need to worry about criminal charges like money laundering or harboring an alien for illegal advantage. However, if you are in the hospitality, construction, landscaping or agriculture business you may be targeted for a worksite enforcement inspection. Charges of recklessness have been brought for employers who are careless or lax in their employment practices. Missing or incomplete I-9 forms can result in fines between $600 and $800 per form and missing forms can result in an additional fine of about $1500 per form(can be as high as $10,000) for knowingly employing an ineligible person. (ICE assumes that persons without forms are illegal.)
All employers should perform regular audits of their I-9 forms and regularly review the practices of those responsible for hiring and completing paperwork for new employees. Employers are not expected to be document experts, but an individual presenting a social security card with the number 000-00-0000 should be suspect. As an employer, you may not use photocopies of identity or employment eligibility documents, with the exception of a certified photocopy of a birth certificate. You can make a copy of the documentation provided and retain with the completed I-9. This can be helpful later as you complete your audit, in the event you completed information incorrectly on the I-9. Be aware, if you retain copies for one individual, you must do it for all employees.
You are not permitted to tell an employee which documents to provide for employment eligibility verification. A good practice is to include a copy of the “List of Acceptable Documents” with your offer letter. Instruct the employee that they must provide either one document from List A or one document from List B PLUS one document from List C on the first day of employment. An employee must prove eligibility for work within three business days of hire or risk termination. If an employee has lost one of their documents, you can accept a receipt for a replacement document, (lost, stolen or destroyed), within the first three business days. An employee then has up to 90 days from the first date of employment to produce the actual documents. Set up a tickler file for 30, 60 and 90 day follow-ups with the employee.
Make sure that you have completed the Employer Review and Verification section of the I-9 form within three days of the first day of employment. Your signature and date must be within three days of the employees start date or you could be subject to an administrative fine. Fines vary from $100 to $1,100 per paperwork violation. It is best if you complete all hiring paperwork on the same day as the employee. It will save time, money and questions later.
After completing I-9 forms you must store them in a location which will allow you to produce them within three days of an official request for production of the documents for inspection. If you have a significant number of employees or multiple sites you may want to consider stor
If you choose the right location, starting up a tanning salon can be an extremely profitable venture. Start up capital is usually the number one concern with entrepreneurs, but if you prepare a decent business plan, financing should not be too hard to get. As long as you have something to back up the risk such as a home or enough of a down payment in the business.Now depending on how many beds you are going to need, it can be quite expensive. If you are planning on purchasing a franchise, then the prices will range from $135,000 - $399,000. The price all will depend on the size, and which company you are representing.The opportunity is still out there is this market if you are able to get enough money to start one up in an area that has not already been taken over. Many places thr
You may ask yourself, what does that have to do with my business? I don’t hire illegal aliens. Most employers do not knowingly hire illegal aliens and will be in compliance with the Immigration Reform and Control Act of 1986 (IRCA) and don’t need to worry about criminal charges like money laundering or harboring an alien for illegal advantage. However, if you are in the hospitality, construction, landscaping or agriculture business you may be targeted for a worksite enforcement inspection. Charges of recklessness have been brought for employers who are careless or lax in their employment practices. Missing or incomplete I-9 forms can result in fines between $600 and $800 per form and missing forms can result in an additional fine of about $1500 per form(can be as high as $10,000) for knowingly employing an ineligible person. (ICE assumes that persons without forms are illegal.)
All employers should perform regular audits of their I-9 forms and regularly review the practices of those responsible for hiring and completing paperwork for new employees. Employers are not expected to be document experts, but an individual presenting a social security card with the number 000-00-0000 should be suspect. As an employer, you may not use photocopies of identity or employment eligibility documents, with the exception of a certified photocopy of a birth certificate. You can make a copy of the documentation provided and retain with the completed I-9. This can be helpful later as you complete your audit, in the event you completed information incorrectly on the I-9. Be aware, if you retain copies for one individual, you must do it for all employees.
You are not permitted to tell an employee which documents to provide for employment eligibility verification. A good practice is to include a copy of the “List of Acceptable Documents” with your offer letter. Instruct the employee that they must provide either one document from List A or one document from List B PLUS one document from List C on the first day of employment. An employee must prove eligibility for work within three business days of hire or risk termination. If an employee has lost one of their documents, you can accept a receipt for a replacement document, (lost, stolen or destroyed), within the first three business days. An employee then has up to 90 days from the first date of employment to produce the actual documents. Set up a tickler file for 30, 60 and 90 day follow-ups with the employee.
Make sure that you have completed the Employer Review and Verification section of the I-9 form within three days of the first day of employment. Your signature and date must be within three days of the employees start date or you could be subject to an administrative fine. Fines vary from $100 to $1,100 per paperwork violation. It is best if you complete all hiring paperwork on the same day as the employee. It will save time, money and questions later.
After completing I-9 forms you must store them in a location which will allow you to produce them within three days of an official request for production of the documents for inspection. If you have a significant number of employees or multiple sites you may want to consider stor
Would you really dare to give each client a gift of $500 this Christmas? What about something worth $2000? Or maybe $5000?You think I’m joking right? I mean, here you are struggling with your 50 cent marketing budget and I’m giving you the key to your bankruptcy. At Christmas time, too!Step up to the roller coaster and you’ll find out how Marie beat the system with some simple, yet smart marketing tactics and how you can too. Yeah, just like that…Marie Ain’t No Santa Claus!Nope! She’s just like you and me.She can do the Ho! Ho! Ho bit, until she’s faced with the prospect of expensive client gifts. Oh sure she wants to revel in the spirit of giving, but her bank balance is screaming for some mouth to mouth resuscitation. And that’s something she can’t ignore.
All employers should perform regular audits of their I-9 forms and regularly review the practices of those responsible for hiring and completing paperwork for new employees. Employers are not expected to be document experts, but an individual presenting a social security card with the number 000-00-0000 should be suspect. As an employer, you may not use photocopies of identity or employment eligibility documents, with the exception of a certified photocopy of a birth certificate. You can make a copy of the documentation provided and retain with the completed I-9. This can be helpful later as you complete your audit, in the event you completed information incorrectly on the I-9. Be aware, if you retain copies for one individual, you must do it for all employees.
You are not permitted to tell an employee which documents to provide for employment eligibility verification. A good practice is to include a copy of the “List of Acceptable Documents” with your offer letter. Instruct the employee that they must provide either one document from List A or one document from List B PLUS one document from List C on the first day of employment. An employee must prove eligibility for work within three business days of hire or risk termination. If an employee has lost one of their documents, you can accept a receipt for a replacement document, (lost, stolen or destroyed), within the first three business days. An employee then has up to 90 days from the first date of employment to produce the actual documents. Set up a tickler file for 30, 60 and 90 day follow-ups with the employee.
Make sure that you have completed the Employer Review and Verification section of the I-9 form within three days of the first day of employment. Your signature and date must be within three days of the employees start date or you could be subject to an administrative fine. Fines vary from $100 to $1,100 per paperwork violation. It is best if you complete all hiring paperwork on the same day as the employee. It will save time, money and questions later.
After completing I-9 forms you must store them in a location which will allow you to produce them within three days of an official request for production of the documents for inspection. If you have a significant number of employees or multiple sites you may want to consider stor
Many people wondered how Apple managed to gain the rights to use the name iPhone from Cisco Systems who have trademarked the name. Apparently Apple doesn’t actually own the rights to the name iPhone, but they went ahead with their huge launch regardless. The real owners of the name, Cisco Systems, are suing Apple for making free use of a name they have already trademarked. This could spell a large amount of trouble for Steve Jobs and the Apple clan if this suite is won by Cisco. Jobs has stated that he believes that Cisco won’t be able to uphold their claim “because other products have already been released with that name.” It’s almost a case of; well, everyone else is doing this so why can’t we?There may very well be other products out there labelled iPhone, but Apple has made the biggest s
You are not permitted to tell an employee which documents to provide for employment eligibility verification. A good practice is to include a copy of the “List of Acceptable Documents” with your offer letter. Instruct the employee that they must provide either one document from List A or one document from List B PLUS one document from List C on the first day of employment. An employee must prove eligibility for work within three business days of hire or risk termination. If an employee has lost one of their documents, you can accept a receipt for a replacement document, (lost, stolen or destroyed), within the first three business days. An employee then has up to 90 days from the first date of employment to produce the actual documents. Set up a tickler file for 30, 60 and 90 day follow-ups with the employee.
Make sure that you have completed the Employer Review and Verification section of the I-9 form within three days of the first day of employment. Your signature and date must be within three days of the employees start date or you could be subject to an administrative fine. Fines vary from $100 to $1,100 per paperwork violation. It is best if you complete all hiring paperwork on the same day as the employee. It will save time, money and questions later.
After completing I-9 forms you must store them in a location which will allow you to produce them within three days of an official request for production of the documents for inspection. If you have a significant number of employees or multiple sites you may want to consider stor
Those who graduate from college are among the thousands of people who are looking for work. This doesn’t yet include those who have quit the current jobs or have been laid off due to budget cuts so the competition is tough.Many applicants will look for work by sifting through the classified ads in the newspaper. Most companies use the Internet nowadays because it reaches a larger market. The firm can make a tie up with a job site or decide to put ads on the official website.The person can become a member for free or pay a certain fee. Members can get alerts if there is a job out there that matches one’s work experience. These may come in daily or weekly via the phone or through email.Those who want to respond to the matches can immediately send the resume to the potential compa
Make sure that you have completed the Employer Review and Verification section of the I-9 form within three days of the first day of employment. Your signature and date must be within three days of the employees start date or you could be subject to an administrative fine. Fines vary from $100 to $1,100 per paperwork violation. It is best if you complete all hiring paperwork on the same day as the employee. It will save time, money and questions later.
After completing I-9 forms you must store them in a location which will allow you to produce them within three days of an official request for production of the documents for inspection. If you have a significant number of employees or multiple sites you may want to consider storing I-9s in a central location alphabetically. You are not required to do this and you may, if you choose to, store them in the employee’s personnel file. This makes it more difficult to conduct an internal self-audit of I-9s or pull documents quickly, but is permissible.
I-9s must be retained for at least three years from the date of hire or one year after termination, whichever is later. You may discard outdated I-9 forms. If there is a question, refer to an expert such as an employment law or Immigration attorney. If you re-hire an employee within three years of the date the form was first completed, you can complete Block B and the signature block on Section 3 of the original form.
If you have decided to conduct an audit of your company’s I-9 forms here are a few suggestions:
1. Generate a list of all employees hired since November 6, 1986. The list should contain the employees name, social security number, date of hire, and termination date. Identify the former employees whose termination date is outside the required retention period. Those I-9 forms can be discarded. Have a separate person check your math before discarding any I-9s.
2. Verify that you have an I-9 for every person on your list.
3. On each I-9 check for missing signatures, unchecked status boxes, information recorded in the wrong space, missing or incorrect dates.
4. Make the necessary corrections or require the employee to produce the missing information.
Conducting an audit of your I-9 files and making required corrections will go along way towards demonstrating good faith compliance with the IRCA and may reduce the risk of severe penalties.
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