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Avoid Penalties from Common I-9 Errors

Jul 19, 2014

Operating a restaurant involves dealing with customers and employees. As you work on satisfying your clientele and bringing in new customers, it’s important to never overlook the administrative legal duties when it comes to employment. Substantial fines and penalties can arise from employers improperly handling and managing the I-9, the form which verifies an individual is eligible to work in the United States.

 

Unfortunately, many restaurateurs fail to properly comply with the rules for the I-9 as outlined by the U.S. Citizenship and Immigration Services. Luckily, there are common mistakes that can be easily prevented so that you’re prepared if your restaurant is audited!

– Unsure on Who is Supposed to Complete an I-9 Form?: Any employee hired (working for pay or compensation) on or after Nov. 6, 1986 must complete the I-9. This applies to those in the United States.

– Improper Storing of I-9 Forms for Terminated Employees: The rules state that the employer must store a terminated employee’s I-9 form for up to three years or one year after they are terminated, whichever is the later date.

– Employer and/or Employee Do Not Complete Sections on Time: An employee must complete Section 1 of the I-9 form no later than the first day of work for pay. The employer must complete Section 2 no later than the third business day that the employee starts work for pay.

 

Read more here: 7 common I-9 errors and how to avoid them and if you need help with compliance and any other HR, hiring or recruiting practices, contact Synergy.