By January 5, 2025, employers using E-Verify must download and save records for cases updated on or before December 31, 2014. After this date, USCIS will permanently dispose of those records. If your business enrolled in E-Verify before 2015, it’s essential to act now to ensure compliance and avoid issues during audits or system transitions.
As the new fiscal year begins on October 1, 2024, employers with H-1B cap employees must ensure they are meeting compliance obligations. Here are the top five steps employers should take to stay compliant with U.S. immigration and employment regulations.
Update I-9 for Employees Transitioning from Student...Many U.S. employers, particularly in manufacturing, have likely heard of E-Verify. But what exactly is it, and do you need to use it for your business? Let’s break down what E-Verify is and how it could impact manufacturers.
What Is E-Verify?E-Verify is an...
In the intricate world of healthcare, where patient care is paramount, administrative compliance is essential. Among these responsibilities, Form I-9 compliance is critical, ensuring that employees are eligible to work in the United States and supporting the operational integrity of healthcare facilities.
The Critical Nature of I-9...
Employment documentation often presents a challenge for HR professionals and business owners, with the I-9 form standing out as particularly perplexing due to its evolving requirements. A common query among employers is the duration for which I-9 forms must be retained to ensure regulatory compliance and avoid potential penalties. Let’s explore the...
The U.S. Department of Labor's (DOL) recent revision of the criteria for classifying workers as independent contractors or employees under the federal Fair Labor Standards Act (FLSA) marks a significant shift in the regulatory landscape. This change, effective March 11, 2024, rescinds the employer-friendly test established during the Trump administration, replacing it...
The United States Department of Labor (DOL) has enacted new standards for defining independent contractor status under the Fair Labor Standards Act (FLSA), effective March 11, 2024. These changes signify a notable shift from the previous administration's guidelines, critically impacting the preparation of I-9 FORMS for workforce management in the U.S.
Heads up, everyone! Effective November 1, the only acceptable version of the Form I-9, Employment Eligibility Verification, will be the edition dated 08/01/2023. It's crucial that we all transition promptly.
Curious about what's changed? Click on the Summary of Changes Fact Sheet for a comprehensive update on...
