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Less than a month after establishing the new Employment Compliance Inspection Center, newly established by the U.S. Immigration and Customs Enforcement (ICE) agency to enhance its capability if of auditing large organizations’ Form I-9 documents, ICE has announced plans to audit the employment eligibility records of approximately 1,000 businesses.
According to a statement by ICE, “The inspections will touch on employers of all sizes and in every state in the nation — no one industry is being targeted nor is any one industry immune from scrutiny.” Additionally, ICE agents will be expanding their audits beyond corporate headquarters, and will include regional offices if there are indications of non-compliance.
Organizations are typically given three business days notice to prepare for an audit by ICE. While the chances of an audit are slim for many organizations, there are six best practices employers should consider to help reduce the burden and chance of penalties if a Form I-9 audit does occur.
|Discover the best practices of a compliant Form I-9 program by downloading:|
The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.
The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization's compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.
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