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.
The Mecklenburg County, North Carolina Procedure for Conducting an I-9 Audit is an essential process aimed at ensuring compliance with the Immigration Reform and Control Act of 1986 (IRA). This procedure helps employers verify the identity and employment eligibility of their employees through the completion and maintenance of I-9 forms. Mecklenburg County follows the same comprehensive procedures outlined by the U.S. Citizenship and Immigration Services (USCIS) when conducting an I-9 audit. These audits serve as a way to assess an employer's compliance with the IRA and aim to minimize unauthorized employment. The Mecklenburg County Procedure for Conducting an I-9 Audit involves several steps to ensure accuracy and adherence to immigration laws: 1. Internal Review: Employers review their current I-9 records and practices identifying any potential errors, incomplete forms, or outdated documents. This initial review helps employers correct any mistakes or discrepancies before the official audit. 2. Hiring Policies and Procedures: Employers establish clear guidelines and policies for hiring new employees, ensuring that all proper documentation is collected and verified for each individual. This includes completing Section 1 of the I-9 form within three business days of hiring. 3. Employee Verification: Employers must verify an employee's identity and eligibility to work in the United States by examining original and unexpired supporting documents. These documents may include a U.S. passport, permanent resident card, or an employment authorization document, among others. 4. Document Retention: Employers must retain completed I-9 forms for each employee for a specified period. In Mecklenburg County, employers should retain these forms for three years after the hire date or one year after the employee's termination, whichever is later. These forms must be readily available for inspection during an audit. 5. Self-Audit: Employers are encouraged to conduct periodic self-audits to ensure ongoing compliance with I-9 regulations. These internal audits help identify and correct any deficiencies before facing a potential external audit. Different types of Mecklenburg County Procedures for Conducting an I-9 Audit may include targeted audits based on industry focus, size of the company, or even randomized audits to ensure fair enforcement of immigration laws. These variations in auditing procedures aim to address specific compliance concerns while ensuring consistent verification practices. By following the Mecklenburg County Procedure for Conducting an I-9 Audit, employers can safeguard themselves against potential penalties and legal consequences resulting from noncompliance with federal immigration laws. Establishing a thorough and systematic approach to I-9 verification and record-keeping ensures a compliant workforce while promoting fair employment practices and national security.The Mecklenburg County, North Carolina Procedure for Conducting an I-9 Audit is an essential process aimed at ensuring compliance with the Immigration Reform and Control Act of 1986 (IRA). This procedure helps employers verify the identity and employment eligibility of their employees through the completion and maintenance of I-9 forms. Mecklenburg County follows the same comprehensive procedures outlined by the U.S. Citizenship and Immigration Services (USCIS) when conducting an I-9 audit. These audits serve as a way to assess an employer's compliance with the IRA and aim to minimize unauthorized employment. The Mecklenburg County Procedure for Conducting an I-9 Audit involves several steps to ensure accuracy and adherence to immigration laws: 1. Internal Review: Employers review their current I-9 records and practices identifying any potential errors, incomplete forms, or outdated documents. This initial review helps employers correct any mistakes or discrepancies before the official audit. 2. Hiring Policies and Procedures: Employers establish clear guidelines and policies for hiring new employees, ensuring that all proper documentation is collected and verified for each individual. This includes completing Section 1 of the I-9 form within three business days of hiring. 3. Employee Verification: Employers must verify an employee's identity and eligibility to work in the United States by examining original and unexpired supporting documents. These documents may include a U.S. passport, permanent resident card, or an employment authorization document, among others. 4. Document Retention: Employers must retain completed I-9 forms for each employee for a specified period. In Mecklenburg County, employers should retain these forms for three years after the hire date or one year after the employee's termination, whichever is later. These forms must be readily available for inspection during an audit. 5. Self-Audit: Employers are encouraged to conduct periodic self-audits to ensure ongoing compliance with I-9 regulations. These internal audits help identify and correct any deficiencies before facing a potential external audit. Different types of Mecklenburg County Procedures for Conducting an I-9 Audit may include targeted audits based on industry focus, size of the company, or even randomized audits to ensure fair enforcement of immigration laws. These variations in auditing procedures aim to address specific compliance concerns while ensuring consistent verification practices. By following the Mecklenburg County Procedure for Conducting an I-9 Audit, employers can safeguard themselves against potential penalties and legal consequences resulting from noncompliance with federal immigration laws. Establishing a thorough and systematic approach to I-9 verification and record-keeping ensures a compliant workforce while promoting fair employment practices and national security.
