This due diligence form is a guide for conducting an audit of an employer's I-9 due diligence forms. Employers are required to verify the identity and eligibility for employment of all persons they hire. It is also unlawful for employers to knowingly hire a person who is not authorized to work in the U.S., or continue to employ such a person. Thus, employers are required to complete a Due diligence form I-9 for each new employee. The due diligence team should conduct a thorough examination of an employer's policies and procedures and should subsequently per form a random I-9 audit to identify any serious compliance issues.
South Carolina Procedure for Conducting an I 9 Audit
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To submit I-9 documents, ensure you have all required paperwork completed accurately. Gather employee identification documents and necessary verification forms. Then, you can either present these documents in person or use a secure online platform like US Legal Forms for electronic submission. Following the South Carolina Procedure for Conducting an I-9 Audit will help maintain compliance and streamline your documentation process.
The timeline for conducting an I-9 audit varies by organization but typically takes a few weeks to complete. First, you'll want to plan your audit schedule, allowing time to collect and review I-9 forms thoroughly. The South Carolina Procedure for Conducting an I-9 Audit recommends allocating sufficient time for follow-up actions, such as correcting any identified issues. Overall, efficient organization can streamline the process and minimize disruptions.
Nearly 6,000 employers were I-9 audited in 2018, and some expect that number to shake out closer to 10,000 when the figures come in on 2020. $14 Million in fines were issued in 2019 for Form I-9 violations.
An immigration I-9 audit is when federal immigration officials review, or audit, an employer's I-9 forms to make sure they are accurate, and that all its employees have work authorization.
The range of possible penalties is regularly increased and now stands at: $234 to $2,322 per I-9 form for first offense for substantive violations or uncorrected technical errors. $1,161 to $2,322 for second and subsequent offenses. $473 to $4586 for first offenses for each knowingly employed unauthorized workers.
An I-9 audit can be triggered for a number of reasons, including random samples and reporting by disgruntled employees (or ex-employees). Certain business sectors, for example food production, are especially susceptible to I-9 audits, and "silent raids" by ICE.
If the new hire does not present acceptable identification documents by the end of three business days after the first day of work for pay, you may terminate the employee for failing to complete the I-9 form.
Employers may designate an authorized representative to fill out Forms I-9 on behalf of their company, including personnel officers, foremen, agents or notary public.
Employers must complete and sign Section 2 of Form I-9, Employment Eligibility Verification, within 3 business days of the date of hire of their employee (the hire date means the first day of work for pay). For example, if your employee began work for pay on Monday, you must complete Section 2 by Thursday of that week.
Do we have to pay an employee who terminated employment before completing Form I-9? Yes. An incomplete I-9 form does not affect an employer's ability or obligation to pay an employee. The I-9 form is used to verify eligibility to work in the U.S. and does not affect payroll.
