Many employers are oblivious to the compounding risk as well as they are quite simply unaware of the I9 documents penalties and fines.

Many employers underestimate Form I-9 penalties and assume violations are low risk because no one will report them. In fact, anyone can file a complaint, true or not, and most complaints come from disgruntled employees. Others arise from audits of targeted industries.

Government agencies also share information more than ever: the DOL talks with the IRS, and DHS with child support services, among others. This 90-minute Form I-9 penalties webinar explains how that exposure adds up and what to do about it.

You'll learn which errors carry the highest fines, how to correct I-9 documents properly, how to set up a correction and storage process, how long to keep records for active and terminated employees, and what to do for remote employees.

• Identify the I-9 errors that carry the highest fines
• Correct errors on existing I-9 forms the right way
• Set up an I-9 correction and storage process
• Apply retention rules for active and terminated employees
• Avoid violations when requesting employee documents
• Complete I-9s properly for remote employees

• Which types of errors carry the highest fines
• Making sure you use the current required I-9 form
• How the enforcement focus has changed
• The right way to correct I-9 documents and avoid unnecessary violations
• Keeping risk low with an I-9 correction and storage process
• How long to keep I-9 documents for active and terminated employees
• Why many employers are unclear about completing the form
• Why many HR staff still violate the rules on requesting documents
• Handling I-9 forms for remote employees

ICE has stepped up I-9 audits, focusing on industries that have historically hired undocumented workers, such as agriculture, retail, landscaping and construction. An I-9 audit also lets ICE check whether unauthorized workers are on site, and it counts on finding employer errors.

This session suits employers in agriculture, landscaping, horticulture, construction and retail, though any company can be targeted.

• Agricultural Industries including Farms
• Landscaping
• Horticulture
• Construction
• Retail
• Any company can be Targeted!

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).