I-9 Compliance and Immigration Enforcement Update / Tactical Strategies for Completing Documentation, Surviving ICE Inspections, and Avoiding Costly Penalties
Thursday, November 30, 2017 | San Francisco, CA
Wednesday, December 6, 2017 | San Antonio, TX
SEMINAR SNAPSHOT: This one-day comprehensive training with leading immigration attorneys will answer your critical questions and show you how to get a handle on reporting requirements for immigrant employees, better understand your company’s legal obligations and rights concerning national origin, and how to better manage your Form I-9 practices among continual changes and updates to immigration policies.
There are many reasons why now is the time to get a handle on complex reporting requirements for immigrant employees and protections for employees based on citizenship and immigration status.
Consider the following (updates specific to California at bottom):
Yet another new revision to the Form I-9 for employment eligibility verification is in effect as September 18, 2017.
President Donald Trump has taken initial steps to phase out the federal Deferred Action for Childhood Arrivals (DACA) program over the next 6 months. Employers are starting to ask what will happen if workers previously authorized to work in the country don’t have protected status anymore and how they can ensure that all qualified workers are treated consistently. It is crucial that employers not refuse otherwise valid employment authorization documents simply because they may be temporary or because there is concern that the employees may be DACA registrants whose work eligibility may expire.
Increased workplace raids are a growing threat. By executive order, President Trump has ordered the hiring of 10,000 new immigration officers to crack down on illegal immigration. Plus, recent changes in U.S. immigration regulations regarding the extension of some foreign workers’ employment authorization documents affect how employers must re-verify their work authorization on Form I-9.
And, you could be on the hook for costly fines if you don’t correctly handle Immigration and Nationality Act’s (INA) employment requirements. The Ninth Circuit recently ruled an Arizona-based factory will pay $300,000 in fines after concluding the company’s HR director had neglected his duty to keep the company in compliance. The employer tried to shield itself from taking the fall, arguing the HR director had acted in good faith, but the court wasn’t convinced, ruling because the HR director was the company’s agent and failed to properly perform his responsibility, the company was liable.
Now, more than ever, employers must get a handle on reporting requirements for immigrant employees, protections, and understand their company’s legal obligations and rights concerning language-restrictive policies, language fluency requirements, and what is required to accommodate national origin and religious traditions or practices.
During this one-day comprehensive training, leading immigration attorneys will answer your critical questions and show you:
- How to manage Form I-9 practices, including recordkeeping, employment verification, document destruction, and more
- How to self audit your workplace’s employment verification documentation practices and Form I-9 completion methods to ensure that you’re not at risk for costly fines and penalties
- What to do in the event of an ICE inspection or, worse, a raid
- How to manage employees’ and their families’ concerns about Form I-9 audits, ICE investigations, and more
- How to train supervisors and managers on what not to say or do, so you can minimize the risk of national origin, religious, or citizenship-based discrimination claims under Title VII and IRCA
- And much more
Specific to California:
- California’s newly enacted Immigrant Worker Protection Act (AB 450) is going into effect January 1, 2018. The law bars California employers from providing federal immigration authorities (Immigration and Customs Enforcement, or ICE) with access to non-public areas of a worksite without a judicial warrant. The Act also requires employers to provide notice of Form I-9 and other records inspections to current employees and any collective bargaining representatives within 72 hours.
- California law now will also bar employers from re-verifying the employment eligibility of a current employee at a time or in a manner not required by federal law.
- California employers that violate these provisions are subject to stiff civil penalties (up to $10,000 per violation).
CALIFORNIA SPEAKERS /
TEXAS SPEAKERS /
RECERTIFICATION / earn credits when you attend
This program is approved for 6.25 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The California program is a California-specific continuing education activity for 6.25 HRCI-CA recertification credits. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 6.25 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification.