Thursday, April 14, 2011

Following Rules and Laws Undermines Inefficiencies

The Final Rule has been issued regarding the Employment Eligibility Verfication Form, most often referred to as the I-9 Form.

The USCIS has adopted without change, an interim rule to improve the integrity of the Employment Eligibility Verification Form I-9, that was in effect since April 3, 2009.

Highlights of the Interim Rule Adopted by the Final Rule:
1. Prohibiting employers from accepting expired documents
2. Revising the list of acceptable documents by removing outdated documents and making technical amendments
3. Adding documentation applicable to certain citizens of the Federated States of Micronesia and the Republic of the Marshall Islands.

To read the details of the Interim Rule dated April 3rd, 2009, please click the link below;

USA: Revised I-9 Guideline Takes Effect Today - April 3rd 2009

Please click on the link to read the revised I-9 Employer Handbook 

Review the actual  documentation guide of the I-9 Form on pages 51, 52, and 53 of the I-9 Employer Handbook, it illustrated the different legitimate documentations that are valid and acceptable for US Employment Eligibility. The current version of the Form I-9 (Rev. 08/07/2009) is the Form that employers must use when performing the Employment Eligibility Verification of any New Hire.

A good business practice in managing Human Capital is to have all hiring managers and everyone involved in the "hiring and on-boarding process" to get trained and coached with the different concepts and appropriate documentation for I-9 compliance and management.  In that way, the risks of hiring the wrong individual will be minimized and avoid additional burden to the organization.

Oftentimes, Start-ups and small organizations miss the value of this aspect during hiring - I - 9 Eligibility Verification.  It is often looked at as a bureaucratic impediment to their  fast pace environment. However, when they see the benefit of having employees who passed the Eligibility Verification - this will keep their Human Capital Assets and organization into higher level of competency.  Risks were strategically diminished in that area.

If your organization does not have a Human Capital Management Department, hire an experienced  External HR Business Partner / Consultant, who will assist you in the execution of this 'On-Boarding Process' in that way the compliance and management of the I-9  will be executed properly.  An external HR Business Partner can help you in navigating the many areas of your Human Resources and People Management.

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