This due diligence form is a guide for conducting an audit of an employer's I-9 due diligence forms. Employers are required to verify the identity and eligibility for employment of all persons they hire. It is also unlawful for employers to knowingly hire a person who is not authorized to work in the U.S., or continue to employ such a person. Thus, employers are required to complete a Due diligence form I-9 for each new employee. The due diligence team should conduct a thorough examination of an employer's policies and procedures and should subsequently per form a random I-9 audit to identify any serious compliance issues.
New Hampshire Procedure for Conducting an I 9 Audit
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The I-9 e-verify process is an electronic system that allows employers to verify the employment eligibility of their new hires. After completing the I-9 form, employers submit employee information to the e-verify system, which checks it against government records. This process ensures that you hire individuals legally authorized to work in the U.S. Implementing the New Hampshire Procedure for Conducting an I 9 Audit can simplify your e-verify process.
The timeline for an I-9 audit can vary based on the size of your organization and the number of employees. Generally, the audit process can take anywhere from a few days to several weeks. You should plan for a thorough review of the I-9 forms and related documents. By adhering to the New Hampshire Procedure for Conducting an I 9 Audit, you can streamline this process efficiently.
Nearly 6,000 employers were I-9 audited in 2018, and some expect that number to shake out closer to 10,000 when the figures come in on 2020. $14 Million in fines were issued in 2019 for Form I-9 violations.
An immigration I-9 audit is when federal immigration officials review, or audit, an employer's I-9 forms to make sure they are accurate, and that all its employees have work authorization.
If the new hire does not present acceptable identification documents by the end of three business days after the first day of work for pay, you may terminate the employee for failing to complete the I-9 form.
An I-9 audit can be triggered for a number of reasons, including random samples and reporting by disgruntled employees (or ex-employees). Certain business sectors, for example food production, are especially susceptible to I-9 audits, and "silent raids" by ICE.
Below is a step-by-step process on how to audit I-9 forms.Step 1: Gather All I-9 Forms on File.Step 2: Obtain Forms I-9 for Current Employees Who Are Missing I-9s.Step 3: Audit Forms I-9 of Current Employees.Step 4: Correct Errors.Step 5: Terminated Employee I-9 Forms.Step 6: Complete the Audit.
Immigration and Customs Enforcement (ICE) is one of the main agencies that enforces this federal law, often by conducting I-9 audits, and with increasing regularity through work site raids (even during the COVID-19 pandemic).
ICE will administer inspections to audit I-9 compliance and ensure no one is being employed illegally. ICE will provide a Notice of Inspection (NOI) and will want I-9 documentation within three business days.
Officials from the Department of Homeland Security, employees from the Immigrant and Employee Rights Section (IER) at the Department of Justice, and employees from the Department of Labor may inspect an employer's Form I-9, Employment Eligibility Verification.
