Employer Compliance with immigration laws doesn’t have to be a road block. Employment eligibility verification and I-9 compliance are required for every employer doing business in the United States. The employment eligibility verification process is more complex than it appears and significant legal issues can arise during the employer’s identity documentation and employment process. Given the risk all employers face against Immigration and Customs Enforcement (ICE), it is important for U.S. employers of any size to protect against the risk of I-9 penalties, fines, and possible criminal charges.
- Fines and Penalties
- ICE Press Releases on Worksite Enforcement
- Large-Scale Enforcement – Press Releases compiled by AILA for year 2019 announcing ICE enforcement activities
Some fines and penalties can be avoided if problems are caught early. Companies save costs by identifying and correcting technical problems with I-9 forms. We have worked with large corporations and privately held businesses to achieve worksite compliance. We assist clients with all of the following:
- Representation for immigration compliance audits
- Form I-9 compliance, training, and internal audits
- Site visits related to visa applications
- Drafting corporate immigration policies
- Assisting companies with immigration considerations in Mergers & Acquisitions
We strive to help clients manage risk and help clients mitigate adverse consequences such as fines and other civil penalties. Lisa Ellis is also a published author of Avoiding I-9 Enforcement by Identifying, Preventing, and Addressing Errors on the I-9 Form, Inside the Minds New Developments in Immigration Enforcement and Compliance: Leading Lawyers on Understanding Changes to Policy, Responding to Investigations, and Developing Up-to Date Compliance Programs, Thompson Reuters Aspatore 2011.
Disclaimer: The information contained on this web page is provided for general information only and should not be construed as legal advice or the formation of an attorney/client relationship.