Digital analytics is the advanced use of data from your business and the competition to improve business processes. Careful analysis of data about new hires help to implement strategic steps to improve productivity of new hires and reduce mediocrity. This could include simple surveys such as an online feedback form on the current onboarding methods […]
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 […]
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 […]
The ICE Form I-9 audit usually begins with the Notice of Inspection (which arrives in person along with an administrative subpoena) compelling the employer to produce the I-9 forms and other related documents within 3 business days. Typically, employers must also produce a copy of the payroll, list of current employees, Articles of Incorporation, business […]
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