Are you ready to implement the new I-9?
It’s critical that you get new hire paperwork right – the first time. Not only does it ensure that you have the correct information for your employees on file and that payroll is set up properly, but it also helps you avoid thousands in potential fines in the case of a government audit.
Hourly employers, in particular, are at a high risk of compliancy issues because of the sheer number of employees hired and a high rate of turnover that makes new hire paperwork a regular event. And as new regulations are passed and new forms are introduced, it’s critical that hourly employers find a way to stay on top of changes to ensure compliance.
Earlier this month, the U.S. Citizenship and Immigration Services (USCIS) announced the release of the new I-9 Employment Eligibility Verification Form. Along with format changes, data fields and new instructions for employers have been added. Click here for more details on the changes in each section.
USCIS has provided a 60-day grace period – until May 7, 2013 – for employers to transition to using the new form. It’s more important than ever for employers, particularly those with multiple locations and multiple managers in charge of the new hire paperwork process, to look to automated solutions that will remove the risk of non-compliance and reduce administrative burdens.
Snagajob’s onboarding solution is built into our talent management system, Hiring Manager, so employers can take job seekers from applicant to employee quickly, through an integrated solution that reduces paperwork, decreass the chance for errors and increases compliance for one or 100 locations.
May 7 might seem like a long way off, but updating an already complicated process takes time. And when each incorrect I-9 represents up to $1,100 in fines and, in some cases, criminal penalties, the investment of working with a partner who worries about these things for you just becomes good business.