Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations. It can be seen as a communication tool that reinforces and rewards the most important outcomes people create for your business. […]
A sound onboarding process is key to getting hires assimilated into his/her position and the organization and accelerate productivity. This directly aids in lowering disengagement and boosting retention creating a workforce that is engaged and committed. According to a survey submitted by MIT Sloan Management Review, in the United States more than 25 percent of […]
When a new hire joins an organization, there are a list of forms they should fill to be compliant with federal and state laws. It is mandatory for all employee to complete these forms to be enrolled as an employee, to be on payroll, and receive employee benefits. Register as an Employer with the […]
The new hire onboarding process comes with managing multiple documents that must comply with state and federal regulatory requirements. Organizations that have multiple state work locations need to comply with different state regulations. Our compliant, state specific and streamlined onboarding solution ensures reduced risk of audits and compliance issues for employers and the new hire […]
E-Verify is a web-based system that allows enrolled employers to confirm the eligibility of their employees to work in the United States. E-Verify employers verify the identity and employment eligibility of newly hired employees by electronically matching information provided by employees on the Form I-9, Employment Eligibility Verification, against records available to the Social Security […]
E-Verify is a web-based system that allows enrolled employers to confirm the eligibility of their employees to work in the United States. E-Verify employers verify the identity and employment eligibility of newly hired employees by electronically matching information provided by employees on the Form I-9, Employment Eligibility Verification, against records available to the Social Security Administration (SSA) and […]
An employer is cautioned against obtaining new Forms I-9 from its existing employees (absent acquisition or merger) without regard to whether a particular Form I-9 is deficient or without reason to believe that systematic deficiencies in the employer’s employment eligibility verification process call the integrity of all previously completed Forms I-9 into question. Without sufficient […]
Below steps provides instructions on the procedure for correcting Form I-9 errors or omissions. If the employee is no longer working for the employer, the employer should attach to the existing form a signed and dated statement identifying the error or omission and explaining why corrections could not be made (e.g., because the employee no […]
While not required by law, an employer may conduct an internal audit of Forms I-9 to ensure ongoing compliance with the employer sanctions provision of the INA. An employer may choose to review all Forms I-9 or a sample of Forms I-9 selected based on neutral and non-discriminatory criteria. If a subset of Forms I-9 […]
While an I-9 Self Audit is not mandated by law, it is employed by organizations as a best practice to help manage I-9 compliance. The purpose is to find I-9s that are incomplete, missing or have unresolved issues. With just 3 days notice before an inspection, it is advised companies correct all issues by conducting […]
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