Executive Housekeeping Today - February 2008 - (Page 5) I-9 Compliance in Five Easy Steps The most challenging business laws that employers face involve employment eligibility verification of workers. The shifting regulations surrounding form I-9, a tool employers must use for immigration verification and no-match letters, have caused an onslaught of confusion for many employers. However, the federal government has recently simplified employers’ responsibilities by incorporating changes to form I-9, making compliance less confusing. And while there is no clear understanding on how to handle Social Security no-match letters (admin- t by Ruth Storrings, SPHR of AlphaStaff Group, Inc. istrative devices that aid workers in getting their earnings credited toward the correct Social Security account), there was a decision to stop distribution of no-match letters in 2007, and we are awaiting further information for 2008. In November 2007, the Federal Register published a new I-9 form and I-9 handbook, offering employers an easier solution to employment eligibility verification. Employers must use the new I-9 form for all newly hired employees. As of December 26, 2007, businesses can be fined for not using this revised form. It is important to note that it is not necessary to use the new I-9 form for prior hires unless employers are recertifying an expired document. What is the Law? The main law governing I-9 forms is the Immigration Reform and Control Act of 1987 (IRCA). IRCA was designed to preserve the tradition of legal immigration. It places the burden of verifying the right to work and employee identity on the employer. There are two areas of caution placed upon businesses under (continued on page 10) ATTENTION ADVERTISERS! YOUR AD COULD BE To view our 2008 Media Kit, please visit: http://www.ieha.org/publications/documents/2008MediaKit.pdf Questions? Call (800) 200-6342 TODAY! February 2008/Executive Housekeeping Today 5 HERE! http://www.ieha.org/publications/documents/2008MediaKit.pdf
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