Form I-9 and Hiring Temporary Employees


Hiring temporary employees or outsourcing some of your work saves a business owner big in benefits and salaries. He gets the work done with less being paid out. But the major thing the business owner saves is hassles with the government. The business owner begins with the Form I-9, which tells him that his temporary employees or work at home personnel are legitimate and legal to work in the United States. I-9 compliance keeps the business owner out of the soup and save him money in fines and penalties.

I-9 compliance is nothing more than making sure the forms are filled out correctly and submitted timely, three days of the date of hire. Immigration and Customs Enforcement is cracking down on companies carrying rolls containing large amounts of temporary personnel as well as seasonal workers. Making sure employees are legal to work in the U. S. is the purview of the Department of Homeland Security so businesses have to make sure both entities are satisfied with the records.

One big problem any employer has but has not the time to worry about is the veracity of his temporary employees or his telecommuters. If his temporary employees or seasonal workers work on site, the business owner doesn’t have a problem. But what if a work at home employee is not American working under a pen name or a cover name? While it is true everyone needs a job, some may obtain one using less than honest means, which puts the business owner in danger of being made to pay some stiff fines.

The Form I-9 and E-Verify were formulated for just such a reason. Supposing the employee hasn’t a social security number or driver license or other documentation needed to file the Form I-9, companies have to tell the worker to show the receipt where they’ve filed for the correct paperwork within three days. makes it easy to avoid compliance issues, fines up to $11,000 per I-9 form that has errors and jail time when dealing with ICE.


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