Michigan Employment Immigration Attorney – I-9 Employee Form
Call (248) 619-0065 today to schedule your consultation with an immigration lawyer
Often referred to as the ‘silent raid’, an I-9 audit is a check up on business enterprises carried out by the US Immigration and Custom Enforcement (ICE). This type of audit aims at enforcing compliance to immigration laws by ensuring all the workers are legally authorized to work in the US. During such an audit, the ICE inspects all the employees’ documents of the specific business; principally I-9 forms and payroll information.
The office of Pastor & Deromemaj has successfully helped businesses and individuals overcome immigration obstacles on their journey to building their new lives in the United States.
Call (248) 619-0065 today to schedule a private consultation with an I-9 audit immigration attorney to determine your options. Or, contact us here.
Abogado Inmigracion | Employment Immigration Lawyer
In the recent past, there has been increased scrutiny of immigration employment practices by the ICE. This is predicted to continue as the ICE continues to step up enforcement activities, serving notices of inspection to many employers for 1-9 audits every few months their businesses are immigration compliant. This makes it even more important for employers to ensure that they have an immigration compliance profile by coordinating with an immigration attorney.
I-9 Immigration Law
For every new employee hired, employers are required by law to complete and maintain the Employment Eligibility Verification Forms (Form 1-9). Ignoring these legal requirements of the 1-9 process result is heavy penalties; even in cases of unintentional omissions and uncorrected 1-9 mistakes. Civil penalties are charged per employee affected. The penalties depend on the type of crime the employer is charged with e.g. the fine for unknowingly hiring unauthorized nationals will be heavier than that of unknowingly hiring an unauthorized national. Employers can no longer afford to think that because they don’t hire foreign nationals, they don’t have any I-9 issues or need to comply with I-9 immigration regulations. These forms apply for each new employee; whether a national or not. As an employer, are you ready for an ICE audit of your I-9 forms?
Call our immigration law firm today at (248) 619-0065 to speak with an immigration attorney
Here are some helpful hints for your business to be in compliance with the immigration laws:
1. MAKE SURE YOU HAVE AN I-9 COMPLETED FOR EVERY EMPLOYEE IN YOUR WORKFORCE; INCLUDING U.S. CITIZENS.
When hiring new employees, make it an office culture to have an 1-9 form filled for each of them before they a start working. You should not excuse citizens from this exercise as the records are required for all employees. This will reduce the inconveniences brought about by procrastination because you might plan to fill them at a later date and forget to do so.
2. MAKE SURE YOU HAVE YOUR I-9 DOCUMENTS COMPLETED FOR EMPLOYEES TERMINATED WITHIN THE LAST YEAR.
To be safe, make sure your recent past in terms of employee 1-9 forms for all employees who have worked for you within the past year have also been correctly completed.
3. MAKE SURE THE I-9 DOCUMENTS ARE COMPLETED PROPERLY.
Minor mistakes e.g. spelling mistakes can pass different information and hence are considered as irregularities. Develop mechanisms for your business that will help you ensure proper completions of these forms and even have the ability to detect any errors in filling the forms. This will save the business from re-verification of the forms ant time a notice of investigation is served by the government auditors.
4. IF YOU NEED TO RE-VERIFY ELIGIBILITY TO WORK, MAKE SURE YOU DO SO TIMELY.
As an employer, it is safe to have your employees’ records; which include their 1-9 forms in check at all times. Avoid having forms that need reviewing in the waiting list. It is advisable to re-verify the employees’ eligibility to work on a regular basis to avoid surprises that will cost your business.
5. MAKE SURE YOU HAVE UNIFORM POLICIES ON RETAINING I-9 AND ANY SUPPORTING DOCUMENTATION.
Develop in-house mechanisms; devoid of bias for keeping the documents so that they can be easily accessed. These mechanisms should be applied for each employee’s documents. These should be properly maintained in storage for a specific required period of time.
6. BEWARE OF TECHNICAL PAPERWORK VIOLATIONS, THEY LEAD TO FINES.
Let the filling of the 1-9 forms be handled by a trained individual. Hold internal 1-9 audits by trained members of your work force. If you do not have anyone trained to do so, hire the services of an immigration attorney to conduct if for you.
Call Today for your private Immigration Attorney Consultation (248) 619-0065
The office of Pastor & Deromemaj has successfully helped numerous businesses and individuals overcome I-9 audits and related immigration obstacles on their journey to building their new lives in the United States. We have a qualified team of dedicated immigration attorneys who possess vast experience and can help you solve your 1-9 audit issues. Please call us today to schedule for your consultation to find out how we can help.