As an advocate in business with our clients, Payroll Express strives each day to keep them informed of any payroll related changes or trends.  The Federal Department of Immigration and Customs Enforcement has stepped up their efforts to enforce employee verification requirments from employers.  In 2009, three times as many employers were targeted for employment verification audits than in 2008. 

All signs point to a trend of increased immigration enforcement in the workplace. Traditionally, the government targeted illegal workers, but recently there has been a shift in focus. The government is now cracking down on the employers that hire unauthorized workers. With so much attention on immigration enforcement, and no sign of it letting up, employers need to ensure their employment verification process is iron clad.  The Immigration Reform and Control Act of 1986 (IRCA) prohibits employers from hiring individuals who are not authorized to work in the United States. 

Below are some important guidelines for complying with employment verification requirements:
1.  Supporting documents. All new hires are to complete the I-9 form and supply employment eligibility documentation, such as a driver’s license, social security card, or U.S. passport. Acceptable forms of documentation are listed on the last page of the form. Employers must examine presented documentation and record the document title(s) and number(s) on Section Two of the form.

2.  Photocopies. Although not required by law, it is a good practice to photocopy presented documents. Doing so demonstrates that you were in fact provided with the documents you listed in Section Two of the I-9 form.

3.  The deadline. Section 1 of the I-9 form must be completed the day in which the employee begins their employment with you.  Section 2 must fbe completed within 24 hours of employement.

Payroll Express clients can send in completed I9’s and w4’s of their employees to create a duplicate file storage system in case of an audit.