I-9 Audits: Strengthening Your Immigration Compliance Strategies (2024 Updates)

Changes to Form I-9 have affected how employers complete and correct it, which makes now a good time for an I-9 audit. ICE enforces the duty to verify and re-verify work authorization through random audits or targeted investigations, often triggered by a tip or reasonable suspicion.

Recent enforcement has focused on investigations rather than random audits, especially in industries seen as employing many unauthorized workers, such as construction, landscaping, manufacturing and agriculture.

This 90-minute webinar takes you step by step through the guidelines for completing the current form, the errors tied to the changes, and correct methods for fixing I-9s without fines. You'll also cover retention, storage, remote verification and audit preparation.

• Complete the current Form I-9 correctly
• Identify the errors linked to recent form changes
• Correct I-9 documents without creating new violations
• Set up an I-9 correction and storage process
• Apply retention rules for active and terminated employees
• Verify remote employees using the DHS remote option
• Prepare for a DHS or ICE I-9 audit

Form I-9 looks simple, yet more than 72% of employers have errors in their I-9 documents.

• How the error rate continued after changes to the form
• How the proposed E-Verify NextGen program may streamline corrections
• The errors that come from the changes to Form I-9
• Why DHS investigators see I-9s as a common employer weakness
• How disgruntled employees can trigger a DHS visit
• The right way to correct I-9 documents
• Keeping risk low with an I-9 correction and storage process
• Whether outsourcing your internal I-9 audit saves time and lowers ICE audit risk
• How long to keep I-9s for active and terminated employees
• Why many employers still violate the document request rules
• Using the DHS remote verification option for remote employees
• Guidelines for preparing for a DHS audit

Anyone can file a complaint, true or not, and most come from disgruntled employees or audits of targeted industries. Agencies also share information more than before, so I-9 weaknesses are more likely to be found.

This session suits employers in all industries, business owners and leaders, HR and compliance professionals, managers and anyone responsible for onboarding employees.

• All Employers
• Business Owners
• Company Leadership
• Professionals responsible for onboarding employees
• Compliance professionals
• HR Professionals
• Managers/Supervisors
• Employers in all industries

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations. 
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).