If you’re considering hiring a foreign national for your green small business, you need to make sure you are in line with I-9 employment verification and compliance requirements. This can be challenging for small businesses, because of the variety of unfamiliar employment authorization situations that you probably haven’t seen before.
The new administration makes understanding I-9 employment verification requirements for foreign workers more important than ever. Immigration regulations will now be stiffer, which could potentially increase I-9 investigations and enforcement. Make sure you do these three things to avoid the potentially stiff fines for immigration violations.
1). Understand why being compliant with I-9 is important.
According to federal law, every U.S. employer hiring an individual for employment must complete a Form I-9, Employment Eligibility Verification, within three days of the employee starting work. This form verifies the employee’s identity and authorization to work in the U.S. The Form I-9 must be completed by both the employer and employee,
2). Stay abreast of updates and changes
You might currently be in compliance, but there are changes forthcoming that may require you to reassess. Staying up-to-date on changes to the process are particularly helpful for to small businesses that may not have staff devoted to maintaining I-9 records.
3). Audit your current files
Self-audit your company’s I-9 records to correct previously completed forms. This can assist in identifying common errors that will need to be corrected and addressed going forward.
The new administration is expected to focus on enforcement of I-9 compliance, particularly in regard to the employment of foreign workers. These quick steps can help ensure you remain compliant. When you’re ready to kick-start the hiring process, make sure you post your job on CareerBuilder to find the best candidates and good luck in your search!