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Now the new I-9 Form has been in place in 2024, it is time to learn how the new changes have made the I-9 form correction process have impacted Employers and professionals on how they make corrections.
As a former external auditor hired by DHS, to review over 7,000 I-9 forms and make corrections, it is critical to review your I-9 forms now as the new I-9 forms have been effective since mid-2023.
As E-Verify continues to make their NextGen program a push for 2024, they predict that the error rate on the I-9 form will be reduced because the errors made by Employers have been most of the reason for the error rate. Since the Next Gen Program is a proposal, we have to wait to see if the error rate changes with the launching of the NextGen Program.
So what should employers do now as they mitigate their I-9 correction process and conduct internal audits? They should conduct their internal/external audits based on the current changes made to the current I-9 form.  DHS has established what the errors are for 2024 and it is easy to be complacent but, audits will be pending soon.
As immigration remains at the center of national attention, Immigration and Customs Enforcement (ICE) is not just stepping up its enforcement efforts at the border they are increasing their efforts by auditing Employers for potential I-9 form violations.
How Do Employers Get Audited?
Generally, ICE enforces an employer’s obligation to verify, and re-verify, the work authorization of all new employees. ICE may enforce this responsibility through random I-9 compliance audits or a narrower investigation based on a lead. 
The lead can be an anonymous tip or facts that form a reasonable suspicion of an employer’s non-compliance. ICE has been concentrating its recent enforcement efforts on investigations, not random audits like previously. 
These investigations have focused on all industries viewed as employing a large percentage of unauthorized workers (e.g., the construction industry, landscaping, manufacturing, or agricultural industry). However, there are still efforts by ICE to continue investigations in the workplace.
This I-9 form preparation, correction, and audit webinar will be a step-by-step process and discussion of all the new guidelines for completing the new I-9 form as well as the ongoing regulations for appropriate methods of correcting this document without incurring fines and penalties.

  • Although the I-9 document appears like a simple document, more than 72% of Employers have I-9 Documents with errors;
  • Learn how the error rate continued after there were changes to the I-9 Form.
  • Learn how the E-Verify NextGen Program will streamline the I-9 form correction process once it is launched in 2024.
  • Learn what the errors are based on the new I-9 changes to the I-9 Form.
  • I-9 documents can be audited by the Department of Homeland Security (DHS) and many DHS investigators know this is a weakness for most Employers
  • Disgruntled employees can turn in Employers for I-9 document violations which will bring DHS to your doorstep!
  • Learn the right way to correct I9 documents now there have been changes and save your company from unnecessary violations.
  • What is the minimal risk Employers have when establishing an I9 document Correction & Storage Process?
  • Learn if outsourcing your internal I-9 Audit can save you time and protect the company from ICE audits
  • How long should I9 documents be retained for active and terminated employees?
  • Why are most HR professionals or those responsible for processing I9 documents still violating the request for documents section?
  • Learn what can you do if you have remote employees when it comes to I9 forms using the DHS extended I-9 Form remote option.
  • Learn about guidelines on how to prepare for an audit from DHS

Anyone can make a claim or complaint and it does not even have to be true. Additionally, now the regulatory agencies are communicating more than ever before. Research has proven that most complaints come from disgruntled employees and others come from audits of targeted industries.

Attend this webinar to understand how to fill I-9 form, how to correct it, and audit it. Learn what the best practices to follow to save your company from unnecessary violations.

  • All Employers
  • Business Owners
  • Company Leadership
  • Professionals responsible for onboarding employees
  • Compliance professionals
  • HR Professionals
  • Managers/Supervisors
  • Employers in all industries

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.

Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.

Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).

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