In this 60-minute webinar, immigration attorney Bruce Buchanan, the co-author of I-9 and E-Verify Handbook, will discuss the 5-fold increase in ICE enforcement, through I-9 Inspections, the doubling of ICE penalties to a maximum of $2191 per I-9 form violation, more investigations of document abuse and citizenship status discrimination by IER and higher penalties assessed by IER. Employers must be prepared for ICE inspections and IER investigations by conducting regular internal I-9 audits, correcting errors on I-9 forms, and drafting an effective Immigration Compliance Policy for your organization.
WHY SHOULD YOU ATTEND?
Employers must be aware of the heightened scrutiny they face in immigration compliance. If employers are complacent, they become more vulnerable to penalties assessed by Immigration and Customs Enforcement (ICE) and Immigrant and Employee Rights Section (IER) of the Department of Justice. Thus, employers need to be proactive and conduct internal I-9 audits and draft an immigration compliance policy.
LEARNING OBJECTIVES
Impact of Increased ICE I-9 Inspections and Higher Penalties on Employers
- 5-fold Increase in ICE I-9 Inspections
- Penalties for Many Companies Who Committed I-9 Violations
- $95 Million - Highest Penalty Ever
- Doubling of I-9 Penalties
- Example of Impact of New Penalties
Internal I-9 Audit
- Importance of internal self-audits;
- How to conduct a self-audit
- How to correct the errors on the I-9 form;
- Importance of an Immigration Compliance Policy.
- Key terms that should be in your Immigration Compliance Policy
Anatomy of ICE I-9 Inspection
- Delivery of Notice of Inspection/Subpoena
- HR and Your Immigration Attorney Review I-9 Forms
- Provide I-9 forms and Other Documents to ICE
- After ICE Analysis, ICE will Issue Various Notices
- If Employer Receives Notice of Intent to Fine, How to Contest.
WHO WILL BENEFIT?
- HR Managers
- COOs
- Vice-Presidents
- Presidents
- In-House Counsell
Employers must be aware of the heightened scrutiny they face in immigration compliance. If employers are complacent, they become more vulnerable to penalties assessed by Immigration and Customs Enforcement (ICE) and Immigrant and Employee Rights Section (IER) of the Department of Justice. Thus, employers need to be proactive and conduct internal I-9 audits and draft an immigration compliance policy.
Impact of Increased ICE I-9 Inspections and Higher Penalties on Employers
- 5-fold Increase in ICE I-9 Inspections
- Penalties for Many Companies Who Committed I-9 Violations
- $95 Million - Highest Penalty Ever
- Doubling of I-9 Penalties
- Example of Impact of New Penalties
Internal I-9 Audit
- Importance of internal self-audits;
- How to conduct a self-audit
- How to correct the errors on the I-9 form;
- Importance of an Immigration Compliance Policy.
- Key terms that should be in your Immigration Compliance Policy
Anatomy of ICE I-9 Inspection
- Delivery of Notice of Inspection/Subpoena
- HR and Your Immigration Attorney Review I-9 Forms
- Provide I-9 forms and Other Documents to ICE
- After ICE Analysis, ICE will Issue Various Notices
- If Employer Receives Notice of Intent to Fine, How to Contest.
- HR Managers
- COOs
- Vice-Presidents
- Presidents
- In-House Counsell
Speaker Profile

Bruce E. Buchanan is a founding partner at Sebelist Buchanan Law PLLC with offices in Nashville and Atlanta, where he primarily represents employers in all aspects of immigration law, with a special emphasis on employer immigration compliance, as well as employment/labor law matters. Additionally, he is "Of Counsel" to Siskind Susser concerning employer immigration compliance matters.Mr. Buchanan received his law degree from the Vanderbilt University School of Law in 1982. He served as senior trial specialist for the National Labor Relations Board for 20 years. Mr. Buchanan also served for 12 years as Adjunct Professor at William H. Bowen …
Upcoming Webinars

Six Thinking Hats - Structuring Creative Thinking (Paralle…

Managing International Employee Payroll & Tax Services

2023 EEOC and Employers: Investigating Harassment and Discr…

Being Seen as a Human Resource Strategic Business Partner


Delivering Constructive Criticism - Best Practices

3-Hour Excel Automation Boot Camp: Top Ten Excel Functions …

How to Effectively Conduct Annual Employee Reviews

Self Esteem Matters: An Ethics Based Webinar for Women


Accounting For Non Accountants : Debit, Credits And Financi…

New Ideas and Tools for Effective Performance Management 20…


Effectively Handling CP 2100 letter and B Notices

Supervising a Human Error Free Environment: You can do a Lo…

Basic Accounting and Finance for the Human Resources Profes…

Compliance with Stop Payments vs Unauthorized Transactions

Finally! The New I-9 Form and The Extension of the DHS Remo…

The Most Frequent 483's for Medical Device Companies in 2022

CAPA/Root Cause Analysis: Achieving Compliance with Proper …

Secrets Of Psychology - Why People Do The Things They Do

Remaining Agile in an Ever-Changing Climate

Project Management for administrative professionals

Succession Planning for Sustainable Small and Family Busine…

Calculating Paychecks 2023 - Getting To Gross And Beyond

Human Factors Usability Studies Following ISO 62366 and FDA…


Effective And Defensible Documentation Of Employee Problems…


How to Speak Effectively in a Diverse Workplace

The Triple Whammy of Dealing with FMLA, ADAAA and Workers C…

Excel - Business Intelligence - Creating a Dashboard


Re-Imagine Planning & Budgeting in an Inflation Driven post…

Strategic Interviewing & Selection: Getting the Right Talen…