I-9 Compliance and Immigration Enforcement Update / Tactical Strategies for Completing Documentation, Surviving ICE Inspections, and Avoiding Costly Penalties
Thursday, November 9, 2017 | San Francisco, CA
Wednesday, December 6, 2017 | San Antonio, TX
Citizenship and Immigration Services (USCIS) has released yet another revision to the Form I-9 for employment eligibility verification effective September 18, 2017.
Additionally, the Equal Employment Opportunity Commission (EEOC) continues to focus enforcement efforts on national origin and religious discrimination under Title VII of the Civil Rights Act of 1964 (Title VII).
Also, a newly decided case by the Ninth U.S. Circuit Court of Appeals involving a Scottsdale, Arizona-based sheet metal fabricator underscores why HR needs to be properly trained to keep up with I-9 compliance. The employer argued that it had made a good-faith effort to comply with the Immigration and Nationality Act’s (INA) employment requirements by hiring an HR director to handle the hiring and verification of new workers to meet the business’s growing demands. Unfortunately, the HR director neglected his duty to keep the company in compliance. The employer tried to shield itself from taking the fall; however, the court was unconvinced. The court ruled that the HR director acted as the company’s agent and, when he failed to properly perform his responsibility, the company was liable. As a result, the company faces over $300,000 in fines.
And, while there has been a great deal of uncertainty over how far the Trump Administration will go with deportation efforts and travel bans the reality is becoming more clear:.In August, the Department of Justice reported that the number of deportations under the Trump Administration in 2017 has risen close to 28 percent—with 49,983 deportations to date this year over 39,113 in 2016.
Now, more than ever, employers must get a handle on complex reporting requirements for immigrant employees and protections for employees based on citizenship and immigration status, 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
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.
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.