You’ve probably heard the buzz: there’s a new I-9 form coming down the pipe later this year. But what are the proposed changes and how will they impact the way you hire? After all, when the form changes, “I didn’t know that” won’t cut it … or save you in an audit.
Check out our “The Real Deal on Form I-9,” webinar slides, featuring Dave Basham from U.S. Citizenship and Immigrations Services, to get insider I-9 tips and:
-- Understand best practices for conducting employment eligibility verifications correctly and efficiently
-- Uncover some of the most common I-9 myths that could lead to fines, loss of workforce and brand damage
-- Learn how to avoid work-related discriminatory employment practices
-- Get the nitty gritty on when to store I-9 documents ... and for how long
Ready for the New Form I-9? A Step-by-Step Guide to 100% I-9 Compliance in 2017Snag
New year, new Form I-9. Given the big jump in fines that took effect in August for mistakes/omissions on Form I-9, the deadline to comply and use the new version is more important than ever.
Even first offense mistakes on an employment verification form can cost you anywhere from $178 to $4,313 per violation … not to mention the brand damage, loss of workforce and increase in operating costs that come along with it.
Check out our “Ready for the New Form I-9?” webinar presentation, featuring our Form I-9 subject matter expert with U.S. Citizenship and Immigration Services, Dave Basham, to:
-- Understand all of the new blocks added to the Form I-9 and how that affects your current hiring process
-- Learn the differences between the paper copy, the “fillable” PDF version and the version used with talent management software
-- Get USCIS’ insider best practices to decrease your time-to-hire and avoid common Form I-9 mistakes
-- Find out must-know tips to avoid getting “in the weeds” with your company-wide I-9 compliance process
New Form I-9 Changes—Here's what you need to know before Sept. 18, 2017 | Sna...Snag
Join Snagajob's free webinar with U.S. Immigration Law and Compliance attorney Curtis Y. Chow to find out what's changed on the new Form I-9 and what today's HR leaders should do now to prepare for the Sept. 17 deadline.
To watch the on-demand recording of this webinar on Snagajob's website, click here: https://goo.gl/vVyzu1
Everything you need to know to complete the I-9 formSnag
"Properly completing the I-9 form is a very important part of employee and employer compliance. But have no fear –Snag's here to help you do it right.
Check out the Snag's “Completing the I-9 Form"" webinar featuring Dave Basham from U.S. Citizenship and Immigrations Services, to get insider I-9 tips.
The webinar explores:
- Best practices for conducting employment eligibility verifications correctly and efficiently
- Some of the most common I-9 myths that could lead to fines, loss of workforce and brand damage
- How to avoid work-related discriminatory employment practices
- The nitty gritty on when to store I-9 documents ... and for how long
- How I-9 software tools can help ensure 100% compliance across all of your locations"
DHS webinar presentation covering the new Form I-9 that was published on Nov 14, 2016, and must be used starting January 22, 2017. Automated I-9/E-Verify/Onboarding/Offboarding solution provider SmartERP hosts the webinar featuring presenter Dave Basham of DHS covering requirements of the new Form I-9.
Alliance 2017 session 4427 employment eligibility verification trends new for...Smart ERP Solutions, Inc.
With a new Form I-9 required since JAN 22, 2017 as well as a new presidential administration since JAN 20th, employment eligibility verification requirements are changing that effect all U.S. employers. Also, the corresponding E-Verify system from the Department of Homeland Security will be required by more and more states and more types of positions. This session covers employment eligibility verification trends and ways to address the trends within PeopleSoft HCM applications. Topics include automating employment eligibility verification processes making compliance easier for employees as well as employers for onboarding new hires and reverifications.
Ready for the New Form I-9? A Step-by-Step Guide to 100% I-9 Compliance in 2017Snag
New year, new Form I-9. Given the big jump in fines that took effect in August for mistakes/omissions on Form I-9, the deadline to comply and use the new version is more important than ever.
Even first offense mistakes on an employment verification form can cost you anywhere from $178 to $4,313 per violation … not to mention the brand damage, loss of workforce and increase in operating costs that come along with it.
Check out our “Ready for the New Form I-9?” webinar presentation, featuring our Form I-9 subject matter expert with U.S. Citizenship and Immigration Services, Dave Basham, to:
-- Understand all of the new blocks added to the Form I-9 and how that affects your current hiring process
-- Learn the differences between the paper copy, the “fillable” PDF version and the version used with talent management software
-- Get USCIS’ insider best practices to decrease your time-to-hire and avoid common Form I-9 mistakes
-- Find out must-know tips to avoid getting “in the weeds” with your company-wide I-9 compliance process
New Form I-9 Changes—Here's what you need to know before Sept. 18, 2017 | Sna...Snag
Join Snagajob's free webinar with U.S. Immigration Law and Compliance attorney Curtis Y. Chow to find out what's changed on the new Form I-9 and what today's HR leaders should do now to prepare for the Sept. 17 deadline.
To watch the on-demand recording of this webinar on Snagajob's website, click here: https://goo.gl/vVyzu1
Everything you need to know to complete the I-9 formSnag
"Properly completing the I-9 form is a very important part of employee and employer compliance. But have no fear –Snag's here to help you do it right.
Check out the Snag's “Completing the I-9 Form"" webinar featuring Dave Basham from U.S. Citizenship and Immigrations Services, to get insider I-9 tips.
The webinar explores:
- Best practices for conducting employment eligibility verifications correctly and efficiently
- Some of the most common I-9 myths that could lead to fines, loss of workforce and brand damage
- How to avoid work-related discriminatory employment practices
- The nitty gritty on when to store I-9 documents ... and for how long
- How I-9 software tools can help ensure 100% compliance across all of your locations"
DHS webinar presentation covering the new Form I-9 that was published on Nov 14, 2016, and must be used starting January 22, 2017. Automated I-9/E-Verify/Onboarding/Offboarding solution provider SmartERP hosts the webinar featuring presenter Dave Basham of DHS covering requirements of the new Form I-9.
Alliance 2017 session 4427 employment eligibility verification trends new for...Smart ERP Solutions, Inc.
With a new Form I-9 required since JAN 22, 2017 as well as a new presidential administration since JAN 20th, employment eligibility verification requirements are changing that effect all U.S. employers. Also, the corresponding E-Verify system from the Department of Homeland Security will be required by more and more states and more types of positions. This session covers employment eligibility verification trends and ways to address the trends within PeopleSoft HCM applications. Topics include automating employment eligibility verification processes making compliance easier for employees as well as employers for onboarding new hires and reverifications.
On March 8th, 2013 The U.S. Citizenship and Immigration Services (USCIS) published a revised Employment Eligibility Verification Form I-9. All employers are required to complete a Form I-9 for each employee hired in the United States.
Improvements to Form I-9 include new fields, reformatting to reduce errors, and clearer instructions to both employees and employers. The Department of Homeland Security has published a Notice in the Federal Register informing employers of the new Form I-9.
Effective 03/08/13 employers:
Should begin using the newly revised Form I-9 (Rev. 03/08/13)N for all new hires and reverifications.
May continue to use previously accepted revisions (Rev.02/02/09)N and (Rev. 08/07/09) Y until May 7, 2013.
Will have a 60-day grace period, until May 7, 2013 to comply by using the new form.
After May 7, 2013, employers must only use Form I-9 (Rev. 03/08/13)N.
Should not complete a new Form I-9 for current employees if a properly completed Form I-9 is already on file.
Form I-9 | Wednesday, February 19th | 11AM PST/2PM EST
‘Who’s Eyeing your Form I-9’?
This first session in a two-part series provides greater detail than just the basics of Form I-9. DHS covers form completion for remote hires, use of abbreviations, what address should be entered in each address block (this will surprise many), the true definition of the 3-day rule, how to avoid work-related discrimination in regards to completing Form I-9 with your employee, copying documents, form retention, and many other areas.
Top 5 Labor and Employment Law Trends for 2017Snag
Between a new president taking office, big labor and employment law changes and overtime regulations (on, then off), 2017 is sure to be a year of change for hourly employers.
The temporary (for now) blocking of the new overtime regulations, growth of Ban the Box legislation, newly-released Form I-9 and recent developments under the Americans with Disabilities Act and Family (ADA) and Medical Leave Act (FMLA) are making it increasingly difficult to stay compliant in an ever-changing employment landscape
Check out our “Top 5 Labor and Employment Law Trends for 2017” webinar presentation, featuring Ogletree Deakins, the nation’s leading labor and employment law firm to:
-- Learn how the top five labor and employment law trends will impact the way you screen, hire and manage workers in 2017
-- Understand your options now that a federal judge has temporarily blocked the new wage & hour/overtime law from taking effect on December 1, 2016
-- Find out how new Form I-9 and Ban the Box employment legislation will affect your current hiring processes
-- See how technology can help you ensure 100% screening and hiring compliance across all of your locations
October 1st marks the beginning of the “onboarding” of new H-1B employees at many companies throughout the United States. Winning the lottery and having H-1B Petitions approved by United States Citizenship and Immigration Services (USCIS) were just two initial steps involved in the hiring and retaining process of talented foreign nationals in the United States. Carefully onboarding the H-1B employee is as crucial as selecting, hiring and bringing them into the United States (or assisting in changing their nonimmigrant status in the United States). This article briefly addresses few very basic but very important topics that HR Managers, HR Professionals and Business Owners should be aware of, and religiously comply with, in order to avoid potential pitfalls pertaining to the onboarding of new H-1B employees.
http://www.shusterman.com
This presentation explains what employers can do to avoid an I-9 audit, and what they should do it they are audited. Schedule a legal consultation (by Skype, telephone or in person) at http://shusterman.com/schedule-immigration-consultation.html
Below are a few simple rules regarding I-9 forms:
1. Each person you employ must complete Part 1 of the I-9 on or before his/her first day of employment.
2. You, as the employer, must complete Part 2 of the I-9 on or before the person's 3rd day or employment.
3. Be sure that the person who completes the I-9 signs and dates the form.
4. Store the I-9 forms together and not in each employee's personnel file. You are permitted to store the I-9 forms electronically.
5. Store the I-9 forms of current employees separately from the I-9s of former employees.
6. I-9 forms must be kept for 3 years after a person is hired or 1 year after they quit, retire or are terminated, whichever date is later.
For more information, please see our Employers Immigration Guide at http://shusterman.com/employersimmigrationguide.html
Immigration Crackdown: Increased I-9 Enforcement Calls for Immediate Steps by...ComplyRight, Inc.
These I-9 compliance audit steps ensure your records are ready for an ICE investigation. The ideas from this webinar can protect your rights & your business.
INSZoom Immigration Conference 2017 – The moving target: LCA and PERM issues ...INSZoom
An evident shift has sparked from reliance on frequent business travel to short-term and long-term relocation assignments. The amount of immigration and compliance information to keep ahead of and up-to-date is overwhelming. This session will help you navigate through the unique requirements of LCA and PERM you must consider for a mobile workforce.
INSZoom Immigration Conference 2017 – The global landscape of immigration com...INSZoom
Employment law, immigration, tax is yet another Bermuda triangle. What enforcement trends are witnessed globally? Is your business immigration compliant? How do you stay compliant between the complexities of immigration? Get all your answers here!
Whether you employ one H-1B employee or 100 H-1B employees, the Department of Homeland Security (DHS) and the Department of Labor (DOL) require you to follow very specific rules. Failure to comply with these rules can lead to heavy fines, penalties, payment of back wages, debarrment, and negative publicity for your business. The DOL has ordered millions of dollars in back wages and imposed thousands of dollars in fines on companies after auditing their records and practices. With the right information, you can avoid this outcome for your company and safely hire and retain key H-1B employees.
USCIS updated the I-9 Employment Verification Form on March 8, 2013 and all employers will be required to use the new form starting May 7, 2013. AlphaStaff is here to help! On this webinar we’ll review the I-9 basics and the most common mistakes made in the I-9 process; and how to properly make corrections on the I-9 form.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
This guide details common mistakes made by employees in Section 1 and by employers in Section 2 and Section 3 of the Form I-9 and best practices for avoiding such errors.
On March 8th, 2013 The U.S. Citizenship and Immigration Services (USCIS) published a revised Employment Eligibility Verification Form I-9. All employers are required to complete a Form I-9 for each employee hired in the United States.
Improvements to Form I-9 include new fields, reformatting to reduce errors, and clearer instructions to both employees and employers. The Department of Homeland Security has published a Notice in the Federal Register informing employers of the new Form I-9.
Effective 03/08/13 employers:
Should begin using the newly revised Form I-9 (Rev. 03/08/13)N for all new hires and reverifications.
May continue to use previously accepted revisions (Rev.02/02/09)N and (Rev. 08/07/09) Y until May 7, 2013.
Will have a 60-day grace period, until May 7, 2013 to comply by using the new form.
After May 7, 2013, employers must only use Form I-9 (Rev. 03/08/13)N.
Should not complete a new Form I-9 for current employees if a properly completed Form I-9 is already on file.
Form I-9 | Wednesday, February 19th | 11AM PST/2PM EST
‘Who’s Eyeing your Form I-9’?
This first session in a two-part series provides greater detail than just the basics of Form I-9. DHS covers form completion for remote hires, use of abbreviations, what address should be entered in each address block (this will surprise many), the true definition of the 3-day rule, how to avoid work-related discrimination in regards to completing Form I-9 with your employee, copying documents, form retention, and many other areas.
Top 5 Labor and Employment Law Trends for 2017Snag
Between a new president taking office, big labor and employment law changes and overtime regulations (on, then off), 2017 is sure to be a year of change for hourly employers.
The temporary (for now) blocking of the new overtime regulations, growth of Ban the Box legislation, newly-released Form I-9 and recent developments under the Americans with Disabilities Act and Family (ADA) and Medical Leave Act (FMLA) are making it increasingly difficult to stay compliant in an ever-changing employment landscape
Check out our “Top 5 Labor and Employment Law Trends for 2017” webinar presentation, featuring Ogletree Deakins, the nation’s leading labor and employment law firm to:
-- Learn how the top five labor and employment law trends will impact the way you screen, hire and manage workers in 2017
-- Understand your options now that a federal judge has temporarily blocked the new wage & hour/overtime law from taking effect on December 1, 2016
-- Find out how new Form I-9 and Ban the Box employment legislation will affect your current hiring processes
-- See how technology can help you ensure 100% screening and hiring compliance across all of your locations
October 1st marks the beginning of the “onboarding” of new H-1B employees at many companies throughout the United States. Winning the lottery and having H-1B Petitions approved by United States Citizenship and Immigration Services (USCIS) were just two initial steps involved in the hiring and retaining process of talented foreign nationals in the United States. Carefully onboarding the H-1B employee is as crucial as selecting, hiring and bringing them into the United States (or assisting in changing their nonimmigrant status in the United States). This article briefly addresses few very basic but very important topics that HR Managers, HR Professionals and Business Owners should be aware of, and religiously comply with, in order to avoid potential pitfalls pertaining to the onboarding of new H-1B employees.
http://www.shusterman.com
This presentation explains what employers can do to avoid an I-9 audit, and what they should do it they are audited. Schedule a legal consultation (by Skype, telephone or in person) at http://shusterman.com/schedule-immigration-consultation.html
Below are a few simple rules regarding I-9 forms:
1. Each person you employ must complete Part 1 of the I-9 on or before his/her first day of employment.
2. You, as the employer, must complete Part 2 of the I-9 on or before the person's 3rd day or employment.
3. Be sure that the person who completes the I-9 signs and dates the form.
4. Store the I-9 forms together and not in each employee's personnel file. You are permitted to store the I-9 forms electronically.
5. Store the I-9 forms of current employees separately from the I-9s of former employees.
6. I-9 forms must be kept for 3 years after a person is hired or 1 year after they quit, retire or are terminated, whichever date is later.
For more information, please see our Employers Immigration Guide at http://shusterman.com/employersimmigrationguide.html
Immigration Crackdown: Increased I-9 Enforcement Calls for Immediate Steps by...ComplyRight, Inc.
These I-9 compliance audit steps ensure your records are ready for an ICE investigation. The ideas from this webinar can protect your rights & your business.
INSZoom Immigration Conference 2017 – The moving target: LCA and PERM issues ...INSZoom
An evident shift has sparked from reliance on frequent business travel to short-term and long-term relocation assignments. The amount of immigration and compliance information to keep ahead of and up-to-date is overwhelming. This session will help you navigate through the unique requirements of LCA and PERM you must consider for a mobile workforce.
INSZoom Immigration Conference 2017 – The global landscape of immigration com...INSZoom
Employment law, immigration, tax is yet another Bermuda triangle. What enforcement trends are witnessed globally? Is your business immigration compliant? How do you stay compliant between the complexities of immigration? Get all your answers here!
Whether you employ one H-1B employee or 100 H-1B employees, the Department of Homeland Security (DHS) and the Department of Labor (DOL) require you to follow very specific rules. Failure to comply with these rules can lead to heavy fines, penalties, payment of back wages, debarrment, and negative publicity for your business. The DOL has ordered millions of dollars in back wages and imposed thousands of dollars in fines on companies after auditing their records and practices. With the right information, you can avoid this outcome for your company and safely hire and retain key H-1B employees.
USCIS updated the I-9 Employment Verification Form on March 8, 2013 and all employers will be required to use the new form starting May 7, 2013. AlphaStaff is here to help! On this webinar we’ll review the I-9 basics and the most common mistakes made in the I-9 process; and how to properly make corrections on the I-9 form.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
This guide details common mistakes made by employees in Section 1 and by employers in Section 2 and Section 3 of the Form I-9 and best practices for avoiding such errors.
No One Size Fits All—Temporary Policies for Form I-9 and E-Verify
As employers slowly move back to hiring on-site workers and others remaining remote, the differences in policies can be confusing regarding Form I-9 and E-Verify when bringing on new hires. Onboarding remote employees is already a challenge for employers - add the global pandemic with a mix of in-office and remote hires, and things can get frustrating, confusing, and even difficult for employers to comply with rules and regulations.
In this session, we heard directly from the Department of Homeland Security about the latest updates with a focus on Form I-9 during the COVID period and the differences in policies between remote and on-premise new hires. E-Verify will also be covered in this session.
In response to the coronavirus (COVID-19) National Emergency Declaration, the United States Department of Homeland Security (DHS) announced temporary modifications to the Form I-9 Employment Eligibility Verification process, E-Verify, and enforcement actions.
SmartERP hosted the Department of Homeland Security (DHS) for a webinar on updates to the 2018 Federal Form I-9 and E-Verify. Dave Basham from the DHS will guide you through the new requirements covering Form I-9 changes and any impacts to the companion system E-Verify. This is your chance to learn directly from the source and have your key questions and concerns answered.
Mr. Basham is a renowned authority on Form I-9 and E-Verify having conducted many speaking engagements for audiences ranging from elected officials, immigration attorneys to human resources and payroll professionals across the country. He is an Arkansas SHRM State Council Pinnacle awardee for his I-9 and E-Verify webinar series.
Overcoming Form I-9 challenges in staffing - Form I-9 & E-Verify Webinar Pres...I-9 Advantage
If you missed I-9 Advantage's recent webinar, you'll want to ensure you view the presentation as a helpful resource to ensuring compliance during your Form I-9 and E-Verify process.
Hire Faster this Summer & Beyond: 2018 Summer Hiring ReportSnag
Summer is a key time for hiring hourly workers across the restaurant, retail and hospitality sectors. So how do businesses get a head start on hiring over their competitors?
Check out Snag's webinar presentation – Hire Faster this Summer & Beyond – revealing what the competition are offering, how they’re attracting Gen Z, and how you can accelerate your summer hiring in just one day.
The webinar looks at:
- Insights from the definitive 2018 Summer Hiring survey
- How to attract and retain top talent
- Valuable recruiting services for summer and beyond
Uncovering the Underemployed: 2018 State of the Hourly Worker ReportSnag
There are thousands of hourly workers out there who want more hours. That’s what our recent survey of over 2,000 people in the hourly job market has revealed.
Check out Snag's ‘Uncovering the Underemployed’ webinar presentation to discover what they’re looking for, the key recruiting techniques you need, and the most effective tools you can use.
The webinar explores:
- Which workers are considered underemployed
- What they want from your business
- The best way to find them, attract them and hire them
Top 3 Reasons You Need Machine Learning and Chatbots to Power Your RecruitingSnag
Check out Snagajob's "Top 3 Reasons You Need Machine Learning and Chatbots to Power Your Recruiting" webinar presentation now to learn about how machine learning is here to stay and it can play a critical role to improve how our industry recruits and hires hourly workers.
The webinar explores:
- Changes in the hourly work landscape
- Machine learning basics
- The top 3 reasons you need machine learning
- Improve quality
- Save time
- Hire faster
Check out Snagajob's "6 Surprising Hourly Job Seeker Insights to Fuel Your Hiring Strategy" webinar presentation now for an exclusive first look at our Q3 State of the Hourly Worker survey results.
We cover the 6 most compelling findings—plus, how employers can incorporate them into your hiring and recruitment plans.
View on-demand webinar on Snagajob: https://goo.gl/DkGxE1
Reclaim your time with schedule software and team messaging | Free webinar | ...Snag
Join Snagajob to see how you can save time, increase operational efficiency and keep employees longer with our new employee scheduling and messaging tools.
You'll get a first-look at our new features that can help you and your managers easily create, distribute and manage shift schedules and updates.
View full webinar recording on Snagajob: https://goo.gl/3ndcEG
View Snagajob's slide presentation from our 07.26 "Successful Back-to-school Hiring Strategies" webinar to find out what your business needs to do to get ahead of the back to school hiring craze hitting soon.
You'll get proven tips for backfilling summer workers and hiring students that will help your small business save time, cut costs, and boost same-store sales this back to school hiring season.
View free on-demand webinar recording on Snagajob here: https://goo.gl/tpMLS9
Snagajob | The New Rules of Getting Your Jobs to Show Up on GoogleSnag
Join Snagajob to find out what the new Google job search tool is & what it means for your employee recruiting & hiring strategy.
You'll get an in-depth look at Google jobs search, plus tips on how to optimize your jobs for it, so you can maximize applicant traffic & conversions.
View on-demand recording of this webinar on Snagajob's website here: http://www.snagajob.com/employers/erc/article/google-job-search-tool-new-rules/
How can you prevent workers from taking advantage of your FMLA? When are ADA accommodations required and when can employers say no?
See the presentation from Snagajob’s “Drugs, FMLA & Workplace Investigations” webinar — with three leading labor and employment law attorneys from global firm Ogletree Deakins — to:
-- Learn best practices for conducting effective, lawful workplace investigations
-- See what impacts medical marijuana is having on your pre-screening and workplace compliance
-- Review elements of a defensible drug policy + sample language you can use in your own
-- Discover practical tips for preventing hourly worker FMLA and ADA abuse
View the full on-demand webinar recording on Snagajob's website here: https://goo.gl/3JnWJf
[Webinar] Supercharge Your Candidate Experience | SnagajobSnag
Creating a seamless, “wow” experience for candidates gives you a competitive edge in today’s hyper-competitive hiring market. But what are hourly job seekers’ expectations? And what can you do right now to exceed them and win over the best candidates?
Check out Snagajob’s free “Supercharge Your Candidate Experience” webinar presentation with recruiting experts from Catch Talent to:
-- Uncover what 2,000+ hourly job seekers’ told us they expect during the application, interview and onboarding experience
-- Get best practices on developing your talent pipeline to increase candidate quantity and quality
-- Learn the latest candidate communication strategies proven to increase engagement
-- Find out how to leverage—and create!—your Employer Value Proposition to help your company stand out
It’s no secret it’s a job seeker's world out there. So, whether you’re ramping up for your busy summer season or just looking for best-fit hires, knowing when to up your recruiting efforts and how to attract great candidates to your jobs is key.
That’s why we surveyed more than 1,000 hiring managers and 2,000 job seekers in the retail, restaurant and hospitality industries to find out what’s working – and what’s not – when it comes to attracting and hiring the best workers.
Check out Snagajob’s "When & How to Hire Great People" presentation, featuring our Senior Manager of Product Marketing and our partner, AutoZone, to:
-- Get actionable advice based on trends/insights from our 2017 Summer Hiring and State of the Hourly Worker survey results
-- Learn why AutoZone boasts one of the highest tenure rates for full-time employees
-- Find out what your competitors offer in terms of pay, hours and benefits … and whether it’s helping or hurting their recruitment efforts
-- Understand the most effective sourcing channels for improving your applicant pool, applicant quality and time-to-hire
Your Ultimate Hourly Insights Guide: What do your hourly employees really want?Snag
More than 78 million Americans are now paid hourly, which is nearly 60% of today's U.S. workforce. They're the backbone of our economy and your business. That’s why it’s ever-so-important to understand what makes them apply to your jobs, what makes them stay with you and what keeps them engaged – from the inside out.
Check out Snagajob’s presentation, “Your Ultimate Hourly Insights Guide,” featuring our partners, LinkedIn and Dr Pepper Snapple Group, the No. 1 flavored carbonated soft drink company in the Americas, to:
-- Understand today’s hourly workers – their age, education level, career plans, etc. – and how that impacts your hiring/training processes
-- Find out the four must-know secrets to recruiting and retaining your top hourly employees
-- Learn the key challenges for today’s hourly workers … and how to address them and reduce turnover
-- See how Dr Pepper Snapple Group turned itself into a “Candidate Experience Evangelist”
-- Get tips for building true employee engagement that leads to bottom-line results
The New Overtime Regulation: What You Need To KnowSnag
The Department of Labor recently updated regulation that completely changes who is eligible for overtime pay. This deeply affects the hourly industry, most notably managers, and you want to make sure you get all the facts so you are completely prepared to handle the changes when the new regulation is enacted.
The Secret to Successful Job Postings: Understanding Job Seeker Behavior to M...Snag
On any given job site on any given day, there are millions of job descriptions. That makes it increasingly difficult to stand out and attract the best candidates. There are plenty of best practices out there for writing job descriptions, but the key to maximizing your company’s visibility and applications is understanding the way job seekers think … and act.
Check out our “The Secret to Successful Job Postings" presentation, featuring Snagajob’s expert on writing job descriptions to:
-- Find out how to write a job description that will increase your clicks and application rate
-- Discover the keywords that will make your job descriptions stand out above your competitors
-- Learn how the hourly industry is uniquely impacted by current market conditions … and how that affects job seeker behavior
-- Get real-life examples on how to write job a description, plus the five key things that every job post should include
‘Tis the season for more shopping, eating and traveling, and that means one thing to hourly employers: more hiring. The results are in from our 2016 Holiday Hiring Survey, and we found that 90% of service industry employers plan on hiring temporary workers this holiday season.
So, what are today’s hourly employers doing to beat the tight labor market, navigate the changing legislative landscape and gain the competitive edge needed to make this holiday season their most successful yet?
Check out our on-demand webinar, “2016 Holiday Hiring Game Plan” webinar presentation, featuring Snagajob’s Senior Director of Data Strategy, Scott Hicks, to:
-- Find out the five plays that will help you win best-fit seasonal employees and significantly reduce time to hire
-- Learn the average number of hours/week employers expect employees to work … plus what kind of wages they’re paying
-- Get tips on what attracts quality candidates ... besides money and a flexible schedule
-- Uncover the one change in your hiring strategy that can really boost application flow
-- Understand how legislative issues around overtime, minimum wage and background checks are impacting workforce management
The Science of Talent Attraction: What Matters to Modern Candidates and What ...Snag
If you’re hiring right now, it’s no surprise that the uptick in the economy has led to the tightest labor market in nearly seven years. But what may surprise you is exactly what candidates want ... and how to attract them to your jobs.
Check our our presentation, "The Science of Talent Attraction: What Matters to Modern Candidates and What Makes Them Click,” featuring our job marketing partner, Indeed, to:
-- Understand the decision-making process for active vs. passive candidates in a talent-driven economy
-- Get the data behind who’s looking for jobs, where they’re going to find them and what makes them click on your post
-- Learn 5 ways to future-proof your talent attraction strategy, so you’re always one step ahead of the competition
-- Uncover how your specific recruiting tactics determine candidate quality
Finding Your People Story: How to Develop and Employer Brand That Attracts Ta...Snag
Here’s some food for thought: 90% of adults hired within the past year took an action to find a job within just six months of being hired. (Source: Indeed) With lots of folks looking, it can be hard to attract the right people to your company – people whose values and goals are aligned with yours.
That’s where your Employer Value Proposition (EVP) comes in. Simply put – what’s in it for your employees in exchange for their performance, time and effort – and how does that affect your ability to recruit and retain not only great people, but also great customers?
Check out our 'Finding Your People Story' webinar on demand with our friends from Catch Talent to:
-- Discover the three key steps to determining your true Employer Value Proposition … and how to leverage it
-- Uncover the impact that formal and informal, tangible and intangible benefits have on attracting and retaining top talent
-- Find out the nine must-haves for every company’s career site to ensure the best candidates apply to your jobs
-- Understand why each part of talent attraction lifecycle is a crucial part of your hiring strategy success
LUV* Lessons: Service Excellence from the Inside OutSnag
Dave Ridley, who spent 27 years in a variety of executive positions with Southwest Airlines, shares what it means to deliver excellent service and how it all starts with the kind of people you hire.
Carrie Goff, Franchisee Owner and Talent CEO for Patrice and Associates, and Greg Haudek, Senior Analyst for People Sciences at PeopleMatter, explain how pre-employment assessments can help you find best-fit candidates ... and why passion and spirit should supersede an applicant's resume.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
The Real Deal on Form I-9: Breaking Down Proposed Changes, I-9 Myths & Insider Best Practices
1. The Real Deal on Form
I-9
www.uscis.gov/I-9Central
Dave Basham
2. Today’s Presenters
2
Dave Basham
Management & Program
Analyst
U.S. Citizenship and Immigration Services
Form I-9 Snagajob
Tim Dillon
Director of Workforce
Management Solutions
Snagajob
09/28/16
4. Office of Special Counsel (OSC)
The anti-discrimination provisions of the INA are enforced by:
Department of Justice
Civil Rights Division
Office of Special Counsel for
Immigration Related Unfair Employment Practices
▪ Employees may contact the Office of Special Counsel (OSC) to obtain additional information
regarding employment discrimination and employee rights and responsibilities*
1-800-255-7688 (TDD: 1-800-616-5525)
▪ Employers may also contact OSC*
1-800-255-8155 (TDD: 1-800-362-2735)
*callers may remain anonymous
See OSC’s “Employer Dos and Don’ts.”
Form I-9 Snagajob 09/28/16 4
7. Form I-9 Requirements
All U.S. employers must have a Form I-9 on file for
all current employees.
Exception: Employers are not required to have Forms I-9 for
employees hired on or before November 6, 1986.
You may delegate the authority to complete Form I-9 to a
responsible agent, however, you will retain liability for any
errors.
Form I-9 Snagajob 09/28/16 7
8. List of Acceptable Documents
▪ Use MOST CURRENT Form I-9
VERSION, 03/08/13
▪ You must make the Lists of Acceptable
Documents available to your
EMPLOYEE when he or she is
completing the Form I-9
The EMPLOYEE MUST provide:
▪ One document from List A
OR
▪ One document from List B AND one
document from List C
Form I-9 Snagajob 09/28/16 8
9. Does a Green Card Need Signature?
▪ USCIS recently changed the appearance of
certain Permanent Resident Cards
(Form I-551), also known as a Green Card.
▪ An increasing number of green cards are
being issued with the words “Signature
Waived” in place of the Lawful Permanent
Resident’s actual signature.
▪ All employers should be aware of this recent
change in Green Cards when
examining acceptable documents presented
by workers during the Form I-9 process.
▪ Read the USCIS Web Alert for more
information
909/28/16Form I-9 Snagajob
10. Section 1: Employee Information
▪ To be completed by EMPLOYEE.
▪ Employer MUST verify Section 1 is COMPLETE.
Form I-9 Snagajob 09/28/16 10
11. Section 1: Employee Attestation
▪ The EMPLOYEE MUST select one of the four categories and sign and date
Section 1 of Form I-9.
▪ All employees must complete Section 1 no later than the first business day of
employment for pay.
Form I-9 Snagajob 09/28/16 11
12. Section 1: Preparer/Translator
Certification
▪ This certification is required when Section 1 is prepared by someone other than the
employee.
▪ By signing, the preparer is attesting that Section 1 is true and correct to the best of his or
her knowledge.
▪ Note that only the EMPLOYEE can sign the Section 1 Employee Signature Block.
Form I-9 Snagajob 09/28/16 12
13. Section 2: Employer Certification
of Document Review
Completing Section 2
▪ Completed by EMPLOYER.
▪ MUST be completed no later than 3
business days after the employee
begins work for pay.
▪ EMPLOYER MUST examine original
documents.
▪ Documents MUST be UNEXPIRED.
Form I-9 Snagajob 09/28/16 13
14. Section 2: Examining Documents
Genuineness and Photocopies
▪ You are not required to be a document expert
▪ You MUST accept a document presented by an employee if it
reasonably appears to be:
▪ Genuine; AND,
▪ Relates to the individual presenting it
▪ The document MUST be original* – photocopies are NOT
acceptable
*Exception: Certified copy of a birth certificate
Form I-9 Snagajob 09/28/16 14
15. Section 2: Receipt Rule
▪ Receipts may be used as temporary proof of employment eligibility when a List A, B
or C document has been lost, stolen or damaged.
▪ The receipt must be issued by the originating agency.
▪ The employee must present a replacement document within 90 days of the hire
date. EXCEPTIONS:
▪ The arrival portion of Form I-94/I-94A with a temporary I-551 stamp and a
photograph of the individual.
▪ The departure portion of the Form I-94/I-94A with a refugee admission
stamp
▪ A receipt indicating that an individual has applied for an initial employment
authorization document (Form I-766) or for a renewal of an expiring employment
authorization document (Form I-766) is NOT acceptable for Form I-9.
▪ Receipts are never acceptable if employment will last less than 3 business days.
Form I-9 Snagajob 09/28/16 15
16. Section 2: Copying Documents
You may choose to make copies of employee
documentation presented to you for Section 2.
▪ If you choose to photocopy documents, you must do so for
ALL employees, regardless of actual or perceived national
origin, immigration or citizenship status, or you may be in
violation of anti-discrimination laws.
Form I-9 Snagajob 09/28/16 16
17. Section 3: Reverification
▪ You MUST reverify an employee using Section 3 if his or her temporary
employment authorization has expired.
▪ You MAY also complete Section 3 if you:
▪ Rehire the EMPLOYEE within 3 years of the date of initial execution of the
Form I-9*
▪ Update the biographic information of an employee
* USCIS recommends completing a new Form I-9 for rehires
Form I-9 Snagajob 09/28/16 17
18. Section 3: When to Reverify
Do Not Reverify • U.S. Passport or Passport Card
• Permanent Resident Card (Form
I-551)
• List B documents
Permanent Resident Reverification
Exceptions
• Reverify only if employee presents a
Form I-94 with a temporary I-551
stamp, or
• A foreign passport with a temporary
I-551 stamp (on a machine readable
immigrant visa (MRIV))
Usually Reverify • When employment authorization
document (List A or C) has an
expiration date
Form I-9 Snagajob 09/28/16 18
19. Correcting Form I-9
Correcting Mistakes
If you discover a mistake on Form I-9, correct the existing form
OR prepare a new Form I-9:
▪ If you choose to correct the existing Form I-9, line out the incorrect portions, enter
the correct information, and initial and date the correction.
▪ If you do a new Form I-9, retain the old form. You should also attach a short memo
to both the new and old Forms I-9 stating the reason for your action.
Missing Forms
If you discover you are missing the Form I-9 for an employee:
▪ Immediately provide the employee with a Form I-9.
▪ Allow employee 3 business days to provide acceptable documents.
▪ DO NOT backdate the Form I-9.
Form I-9 Snagajob 09/28/16 19
21. Storage
▪ Form I-9 MUST be on file for all current employees.
▪ Store Forms I-9 securely in a way that meets your business
needs – on site, off-site, storage facility or electronically.
▪ Store Forms I-9 and document copies together.
▪ Ensure that only authorized personnel have access to stored
Forms I-9.
▪ Make Forms I-9 available within 3 days of an official request for
inspection.
Form I-9 Snagajob 09/28/16 21
22. Retention
Forms I-9 must be retained for:
3 years after the date you hire an employee
or
1 year after the date employment terminates, whichever is later.
Example:
John Smith was hired on November 1, 1993, and on July 5, 1994,
employment was terminated.
November 1, 1993 + 3 years = November 1, 1996
July 5, 1994 + 1 year = July 5, 1995
The retention date is November 1, 1996
Form I-9 Snagajob 09/28/16 22
24. I-9 Central
I-9 Central: www.uscis.gov/I-9Central I-9 Central Spanish: www.uscis.gov/i-9Central/Espanol
Form I-9 Snagajob 09/28/16 24
25. Form I-9 Multimedia Resources
▪ Section 1 Vignette
▪ Section 2 Vignette
▪ Section 3 Vignette
▪ I-9 Webinar on Demand
Form I-9 Snagajob 09/28/16 25
26. Customer Service
E-Verify received the highest rating for customer service of all federal
agencies.
(2013 American Customer Satisfaction Survey)
▪ Employer Hotline: (888) 464-4218
▪ Employee Hotline: (888) 897-7781
▪ Form I-9 E-Mail: I-9Central@dhs.gov
▪ E-Verify E-Mail: E-Verify@dhs.gov
▪ Form I-9 Website: www.uscis.gov/I-9Central
▪ E-Verify Website: www.dhs.gov/E-Verify
Form I-9 Snagajob 09/28/16 26
27. Disclaimer
Immigration law can be complex and it is not possible to
describe every aspect of the process.
This presentation provides basic information to help you
become generally familiar with rules and procedures.
For more information on the law and regulations please see
our Web site: www.dhs.gov/E-Verify.
Form I-9 Snagajob 09/28/16 27
28. Poll Question #2
How confident are you in your
company’s I-9 compliance
processes?
28
29. HRCI & SHRM
Today’s Webinar
New Form I-9: A Deep Dive
Date: Wednesday, Jan. 25 at 1pm ET
Save the Date
HRCI Activity ID: 291220
Recertification Credit Hours Awarded: 1
Specified Credit Hours: HR (General)
SHRM Activity ID: 16-10BK7
Professional Development Credits (PDCs): 1
30. Q&A
30
Dave Basham
Management & Program
Analyst
U.S. Citizenship and Immigration Services
Form I-9 Snagajob
Tim Dillon
Director of Workforce
Management Solutions
Snagajob
09/28/16