Employer I-9 Compliance

Employer I-9 Compliance

Ensure the Legitimacy of Your Business

The responsibilities of an employer are much more complex than they once were. While hiring needs have been greatly simplified due to the influx of immigrants, it is this very solution that has also placed employers under increased scrutiny. In an effort to ensure that all employees are authorized for U.S. work, the government now requires employers to comply with Form I-9 for any new hire.

Form I-9 is used for confirming the identity and employment authorization of individuals hired for jobs in the U.S. Failing to observe Form I-9 requirements can be detrimental, so as an employer, it is in your best interests to seek the assistance of an immigration attorney. Our firm is grounded in over 35 years of experience and can help you protect the longevity of both your company and employees.

For representation in Daytona Beach and throughout the U.S., fill out a case evaluation form today!

How does Form I-9 affect my company?

Form I-9 is a product of the Immigration Reform & Control Act of 1986 (IRCA). A three part document, the majority of this form is completed at the beginning of the employee’s tenure. The last section of Form I-9 is completed by the employer when the employee’s work authorization documents are in need of updates or re-verification.

While most employers are intent on complying with Form I-9 requirements, even unintentional, small technical mistakes can result in serious consequences. Some of the penalties for noncompliance include:

  • $100 to $1,100 in fines for employers who fail to property complete, retain, or make I-9 Forms available for inspection
  • $250 to $11,000 in fines for employers who knowingly hire or knowingly continue to employ unauthorized workers
  • $3,000 in fines or six months imprisonment for employers who engage in a pattern of knowingly hiring unauthorized workers

Protect your employees with an experienced immigration lawyer!

Regardless of the number of workers you currently employ, the best way to confirm you are in compliance with all I-9 regulations is by retaining David F. Vedder, P.A. In the event the Department of Homeland Security conducts an audit and/or finds that your hiring practices are in violation, we can assist in vigorously defending your business. Early, good faith actions taken by the employer are the key to a successful defense and can lead to the dismissal of charges or a settlement agreement well below the original fine amount proposed by the government.

Immigration law is our sole practice and we approach each case with meticulous attention to detail. With your best interests in mind, rest assured that our team is prepared to offer the dedicated advocacy you need. We don’t merely take on cases – we proudly represent the concerns of unique individuals.

Contact a member of our team today to ensure the I-9 compliance of your business.

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