ACA Reporting
ACA Compliance Lessons Learned From Recent Reporting Seasons
Common themes emerge when reflecting on recent ACA reporting seasons that can help employers reduce administrative burdens and improve accuracy.
Employers
Important Update: Changes to New Hire Onboarding and I-9 Verification Processes
Stay compliant with Form I-9 changes! Ensure in-person document inspections for new hires. Act now to protect your business.
Introduction: Discover the recent developments regarding new hire onboarding processes and Form I-9 verification requirements for employers in the United States. With the conclusion of temporary flexibilities due to the COVID-19 pandemic, it is crucial for HR professionals to adapt their practices accordingly. This article highlights the upcoming changes and emphasizes the importance of complying with I-9 documentation verification.
Section 1: Understanding Form I-9 and its Significance
When hiring new employees, employers in the United States must complete Form I-9 to verify their eligibility to work. This essential document ensures compliance with employment-related immigration laws and guarantees that employers hire individuals who are authorized to work in the country. It is imperative for employers to physically review and validate the supporting documents provided by employees as part of this process.
Section 2: Conclusion of COVID-19 Temporary Flexibilities for Form I-9
Temporary flexibilities introduced in response to the COVID-19 pandemic will come to an end on July 31, 2023. U.S. Immigration and Customs Enforcement (ICE) recently announced that employers must conduct in-person physical document inspections for employees whose documents were previously inspected remotely during the temporary flexibilities. This requirement must be fulfilled by August 30, 2023.
Section 3: Transitioning to In-Person Document Inspections
Employers were granted the flexibility to remotely review new hires’ proof of identity and work authorizations in March 2020 by the U.S. Department of Homeland Security. However, this flexibility will expire on July 31, 2023, and employers must ensure that they personally review I-9 supporting documentation for all employees, including those hired during the pandemic. It is essential for employers to update their onboarding processes and prioritize compliance with I-9 documentation verification by August 31, 2023.
Conclusion: HR professionals should be aware of the impending changes to I-9 verification requirements. Employers must adapt their practices to include in-person physical document inspections as the temporary COVID-19 flexibilities expire. Compliance with I-9 documentation verification is critical for avoiding potential employment-related immigration violations.
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This article is for informational purposes only and is not intended as legal, tax, or benefits advice. Readers should not rely on this information for taking (or not taking) any action relating to employment, compliance, or benefits. Always consult with a qualified professional before making decisions based on this content.
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