Top Three I-9 Compliance Considerations for Staffing Firms
Although the Form I-9 has been in existence for many years, it can still be a source of confusion for Staffing organizations. And, now more than ever, Staffing firms are faced with an ever-increasing number of regulations and requirements, on top of properly documenting the work eligibility status of all employees.
Even with the best intentions, employers can experience difficulty managing the deceptively simple I-9 form. Between having a dispersed workforce, high turnover rates, and the complexity of Staffing firms not always knowing when an employee’s first assignment will take place, it’s a true challenge for new hire paperwork to be completed accurately and on-time.
If you are in HR, you know there’s no shortage of best practices aimed at mitigating employment risks, but many times these lists are daunting, and let’s face it – HR professionals in Staffing are already busting at the seams to manage a myriad of other compliance and business issues. So, we’ve narrowed it down to the top three basic steps staffing firms can take as part of a good faith effort toward complying with Form I-9 requirements.
Download our Guide of the Top Three I-9 Compliance Considerations for Staffing Firms.
Recommended For You
Mandatory E-Verify Type System Proposed for Agriculture On December 11, 2019, the House of Representatives approved H.R. 5038, the Farm […]
HR representatives and hiring managers have long struggled to complete Section 2 of the Form I-9 on-time and correctly. That’s […]
What should employers do with an employee’s Form I-9 after the employee leaves the company? It’s a best practice that […]
The reverification of Form I-9s can be a daunting task for any employer. It’s a complex requirement with many rules […]