Electronic Form I-9 and E-Verify: A Perfect Pair

Although E-Verify and Form I-9 are separate programs, they’re a perfect pair. Many companies use E-Verify to cross-check social security numbers to ensure employment eligibility, but are at risk of costly government audit of Form I-9. Aurico can help.

We frequently hear concerns about Form I-9 ranging from incorrect completion, decentralized completion challenges, manual paperwork processing and storage issues. Then there’s E-Verify. Companies use this Internet-based system for government contracts, to comply with state requirements or to simply verify that their workforce is authorized to work in the US. 
E-Verify is closely linked to Form I-9 and exists to strengthen the Form I-9 employment eligibility verification process that all employers must follow. While participation in E-Verify is voluntary, completion of Form I-9 is required of all employers.

While Form I-9 requires employers to collect information, there is no way to verify that the information employees provide is valid or that the documents presented are genuine. E-Verify protects employers in this situation.

By adding E-Verify to the existing Form I-9 employment eligibility verification process, a company can benefit from the peace of mind of knowing that it maintains a legal workforce.
Form I-9 must be kept by the employer either for three years after the date of hire, or for one year after employment is terminated, whichever is later. The form must be available for inspection by authorized U.S. Government officials.

E-Verify must be completed within three business days after an employee has been hired and after offer acceptance and Form I-9 completion. In fiscal year 2011, 98.3% of employees were automatically confirmed while 1.7% received initial system mismatches.

Although E-Verify and Form I-9 are two separate programs, they’re a perfect pair. Many companies use E-Verify to cross-check social security numbers to ensure employment eligibility, but are at risk of costly government audit of Form I-9. As a result, companies of all sizes are looking to Aurico to provide a platform to electronically capture Form I-9 information to ensure it is input correctly, stored digitally and easily accessible.

Learn more about electronic I-9 and E-Verify services provided by Aurico: http://www.aurico.com/Aurico_Services/ElectronicI-9_E-Verify.asp

Sources:
www.uscis.gov

Ethics Hotline

Your employees, suppliers and stakeholders are the eyes and ears of your organization and your first line of defense for spotting unethical or illegal activities. Aurico’s IntegrityLine is a confidential hotline service that provides an expert, easy, direct and anonymous link between those who suspect unethical or illegal activity and your leadership team.

Early detection is critical—fraud, discrimination and other behaviors that are criminal or inconsistent with company policy typically get worse if left unchecked.

Experienced interviewers are available round the clock, in 175 languages and countries to document, investigate and resolve issues and ensure the success of your organization.

Learn more: http://www.aurico.com/Aurico_Services/Ethics_Hotline.asp

FROM THE BLOOPER BOOK

Getting let go from a job is no laughing matter, except when the reasons why are this off-the-wall. Here are some real responses people have given to why they’ve been asked to leave, along with other reasons why they headed for the nearest exit.

Have you ever been discharged or asked to resign from any position?  (checked yes)

If yes, describe in full: “Would NOT except Doctor excuss from my mommy.”

Have you ever been discharged or asked to resign from any position?  (checked yes)

If yes, describe in full: “I called in sick but never changed my voicemail to say I was out of the office - fired that day. Voicemail is serious business.”

Reason for leaving: “Time to Leave”
Reason for leaving: “Impending Weather”
Reason for leaving: “It didn't fit. I didn't fit. Something didn't fit.”

EEOC Issues Updated Guidance

It has been talked about by the HR community for months, and now it has arrived. The New EEOC Guidance was approved by The Equal Employment Opportunity Commission by a 4-1 vote. This month Aurico’s compliance corner in Nuggets features the new EEOC Guidance that provides clarity and examples to the previous Guidance. It is important to note that Title VII, which is the law, has not changed and that the Guidance is not law, but a guide for employers to consider when drafting policies and procedures. The new Guidance provides specific examples of cases and best practices. Aurico encourages our readers to review the following article from Littler Mendelson P.C.

EEOC Issues Updated Criminal Record Guidance that Highlights Important Strategic and Practical Considerations for Employers

(Authors: Rod Fliegel, Barry Hartstein and Jennifer Mora)
http://www.littler.com/publication-press/publication/eeoc-issues-updated-criminal-record-guidance-highlights-important-stra

Massachusetts Expands New CORI Reform

The Criminal Offender Record Information (CORI) law was completely revamped by St.2010, c.256, s.2-37. Most substantive changes, such as limits to CORI given to employers and others, are effective in May 2012; restrictions on CORI questions on job applications became effective in November 2010.

Sequence of Events:
CORI Reform Bill was signed into law by Governor Patrick on August 6, 2010. Two effective dates:

• November 4, 2010
• May 25, 2012

NOVEMBER 2010 REFORMS – BAN THE BOX

• Amended the Massachusetts Fair Employment Practices Act – M.G.L. c. 151B
• Prohibits an employer from asking about an applicant’s criminal history on an “initial written application.” (In line with EEOC Guidance.) Includes charges, arrests and convictions
  

MAY 2012 REFORMS – OVERVIEW-5 MAJOR CHANGES

• Information Available on a CORI Report
• Maintaining a CORI Policy
• Must provide with any pre-adverse action or before talking to a candidate
• Requirements for Requesting and Maintaining CORI Records
• Must register for i-Cori

IMPERMISSIBLE INQUIRIES

• Employers are still prohibited–at any time—from asking, either on a written form or in person, about:
  • Arrests that do not result in convictions
  • First convictions for certain misdemeanors (drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace)
  • Sealed records
  • Prior arrests, court appearances and adjudications related to juvenile offenses
  • Misdemeanor convictions where the conviction or any prison sentence ended five or more years ago – unless the applicant has been convicted of another offense within the last five years.

Click Here for further information on CORI
Click Here for a Link to a Sample CORI Policy

Aurico featured in Daily Herald article

Read about Aurico in the new Daily Herald article titled "Small businesses returning to jobs marketplace" posted on 5/7/2012. Learn the difference between hiring a new employee and hiring the 'A' player. Continue to full article