The Successful HIre Seminar has begun. With two locations under our belt, we are encouraged by the response of our attendees. Some have come to learn about EEOC compliance part of the background check. Others to see, just how our Electronic I-9 system actually works and to ask questions about I-9 audits. Drug Testing and how to implement a Drug-Free Workplace has been another big pull to the Successful HIre seminar as well. It’s a common thing for employers out there, even today, to not have a drug-free workplace in place. This may shock you! It has shocked some of our attendees. But it’s true. We see it everyday. Other topics also include HR Strategies and Development. This category is mainly focused on NATSB’s HR training courses. Our lead instructor, Dan Oblinger, briefly walks attendees through a few of our courses. Many attendees have already booked Dan to come onsite for training this fall. Our Successful Hire seminar is extending into the workplace of our attendees. The Successful Hire seminar was designed to help human resource professionals: maintain compliance in doing background checks; know the implications of not having a full drug-free workplace program; save time by implementing an electronic I-9 system with auditing; continue learning through NATSB training courses. Come to the Successful Hire seminar and learn more about these different topics and ask questions about the human resources industry. We look forward to having you at the Successful Hire seminar in one of the following cities. So come see us in Topeka, Salina, Manhattan, Lawrence, Emporia, Hutchinson or Wichita.
The newly revised Form I-9 has finally arrived. This updated version of the Form I-9 was made available online through the USCIS website on March 8 and can now be accessed here. This version replaces the previous form employers are most familiar with, which will become invalid starting May 7, 2013. The new form is an improvement from the outdated version with a few key changes.
The new I-9 is equip with a more clear set of instructions for employers on how to complete the form, as well as a revised layout now expanding the document from five pages to nine. USCIS strongly encourages employers to copy page 7-8 together as a double sided sheet to avoid separating the two papers. They’ve also included sections for employees to provide e-mail addresses and telephone numbers, although it is not mandatory.
It is still required that employers provide employees with a list of acceptable documents for identification as well as instructions to assist them in completing the forms.
The filing and storage procedures for the I-9 remain the same. Before making any changes to your hiring practice, review the new handbook (M-274) which has been renamed to The name as “Guidance for Completing Form I-9.”
Lastly, when you’re starting the I-9 process, don’t t forget to verify there’s a revision date of March 8, 2013 at the bottom right hand corner. By May 7th, this will be the only acceptable form. Filling out the I-9 can be tricky. If you want to make sure you’re remaining compliant, or want to learn more about the I-9 changes visit NATSB here and we’ll make sure you’re taken care of.