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Many employers are oblivious to the compounding risk as well as they are quite simply unaware of the I9 documents penalties and fines. Moreover, these employers are under the impression that I9 document violations are low risk because "Who is going to tell?". Well, the speaker of this live webinar is here to tell these employers that anyone can make a claim or complaint and it doesn't even have to be true.
Additionally, now the regulatory agencies are communicating more than ever before. The Department of Labor (DOL) communicates with the Internal Revenue Services (IRS), the DHS communicates with Child Support Services, and a plethora of intricate communication that exists with other concerned department, it isn't hard to imagine news getting out to target employers. However, research has proven that most complaints come from disgruntled employees and others come from audits of target industries.
In October 2017, the DHS and Immigration Control Enforcement (ICE), the enforcement arm of DHS, hired 3 floors of new I-9 Document Auditors in their Tampa Field Office. In 2018, ICE developed its enforcement strategy including auditing organizations that historically hire undocumented individuals (agriculture, retail, landscaping, and construction, just to name a few).
As recent as June 2018, ICE has increased these efforts and actually post their raids on their website. This increase is to accommodate a huge push to conduct I-9 document audits in 2018 -2012 to increase their fines and penalties since they know most employers have errors. Moreover, an I9 document audit is the most effective way for ICE to walk into a company's site to check not only I9 documents but also to audit if illegal immigrants are working in the company. ICE is counting on employer's errors to increase their fiscal budget while they check for undocumented workers.
Margie Faulk, PHR, SHRM-CP is a senior-level human resource professional with over 14 years of HR management and compliance experience. A former compliance officer for a defense contracting technologies firm, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public, and non-profit sectors. She is bilingual (Spanish) fluent and Bi-cultural. Her focus is on multi-state, national, state, and local workplace compliance.
Additionally, she is working on international compliance initiatives like international privacy issues, drafting & implementing policies, reviewing and amending global employment policies, cross-border reductions in force and restructurings, multi-jurisdictional employee investigations, immigration, global diversity programs, expatriate legal issues, and General Data Protection Regulations (GDPR). She has created and presented seminars/webinars for many compliance institutes. These national training providers offer compliance training to professionals, business owners, and companies interested in having their company compliant with workplace and industry regulations. Margie holds Professional Human Resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. She has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).