DHS Temporary Final Rule and Compliance Strategies in 2024

On April 8, 2024, the DHS published a temporary final rule that temporarily increases the automatic extension period of employment authorization and/or Employment Authorization Document from up to 180 days to up to 540 days from the expiration date on the face of the EAD.

Are you confident your organization is in full compliance with Federal immigration laws, or are you at risk for being assessed costly fines, or worse, for potential violations?

It is a violation of Federal immigration law for any employer to knowingly hire employees who are not authorized to work in the United States. The Federal Form I-9: Employment Eligibility Verification, is used by employers as a record of their basis for determining eligibility of an employee to work in the U.S.  The form is maintained by the employer and made available upon request for inspection by officials of the Department of Homeland Security, The Department of Labor, and the Office of Special Counsel for Immigration Related Unfair Employment Practices.

The ability for employers to virtually review I9 supporting documentation ended on July 31, 2023. It’s important for employers to understand what they’ll need to do to move forward after the deadline. Additionally, a new I9 form was issued on August 1st, 2023.

What You will Learn

- Temporary final rule that increases the automatic extension period of employment authorization and/or Employment Authorization Document - published on April 8, 2024
- New Form I-9 was released August 1, 2023 & went into effect on November 1, 2023!
- Deadline for virtual inspections of I9 documentation ended – what happens next?
- What is Form I-9 and who must comply?
- I9 Documentation verification for remote workers
- Exceptions for completing and retaining Forms I-9
- Employer and employee responsibilities when completing Form I-9
- Common Form I-9 errors
- Procedures for correcting errors & omissions
- Form I-9 retention rules
- Form I-9 Internal and External Audits
- Levels of violations
- Self-audits
- Immigration and Customs Enforcement Audits
- Inspection Notices
- Consequences of non-compliance
- E-Verify system
- I-9 and E-Verify:  Know the differences
- E-Verify rules & procedures
- States with current E-Verify laws
- E-Verify self-audits: Key steps

Why You Should Attend

The process of completing, storing, and properly disposing of I-9s can be daunting. The current Administration is strongly focused on immigration enforcement, and the changes of your organization being audited are higher than ever. Due to this increased focus, more employers are conducting proactive self-audits of their I-9s and supporting documentation. Additionally, more employers are participating in the Federal E-Verify program, a web-based system that allows business to electronically confirm the eligibility of their employees to work in the United States.

In this informative 90-minute program, you’ll be provided with the information you need to ensure your organization is Form I-9 compliant, understand what constitutes proper documentation, recordkeeping best practices, and methods for conducting self-audits. We will also discuss changes to the I9 that became effective on August 1, 2023 in addition to providing information regarding the expiration on July 31, 2023 of the virtual documentation review that was put in place. You will also learn about the E-Verify process which can assist employers with good faith immigration compliance. Additionally, participation in this webinar will provide you with insight on surviving an external audit best practices to avoid hefty fines and enforcement actions from ICE.

Who will Benefit

- Senior Leadership
- Human Resources Directors
- HR Managers
- HR Representatives
- Operations Professionals
- Compliance Professionals
- Recruiting Professionals
- Managers
- Supervisors
- Employees


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