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 40 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
Contact a member of our team today to ensure the I-9 compliance of your business.