All U.S. employers must complete and retain a Form I-9 for each individual they hire for employment in the United States.  This is true for organizations with just one employee!

The Form I-9 must be kept by the employer either for three years after the date of hire or for one year after employment is terminated, whichever is later (at this point the document can be destroyed). The form must be available for inspection by authorized U.S. Government officials (e.g., Department of Homeland Security, Department of Labor, Department of Justice).

Simple Solution: Create a binder with two sections:  Section 1: Current employees organized by last name; Section 2: Terminated employees organized by 'destroy' date.  As employees terminate their employment, pull their Form I-9; write the destroy date on the front and file in Section 2.  Check the binder monthly and destroy as needed.

This creates a separate filing area for Form I-9s, making access to them simpler in the event of inspection.  It also provides a system for properly retaining these documents.  

Need a current form? See under Quick Links: Forms  

The One Minute Manager

I just read The One Minute Manager in about one hour. If you are abusy manager, this is a great book!  The One Minute Manager cuts to the chase, giving great tips on how to effectively manage your team to success.  The best part for me (as a busy manager and mom) was that it was a quick read with actual takeaway's that I could immediately put into action.

Did you know....we donate up to 50% of all proceeds from your purchases made via our Amazon Assoicates site to charity?  We typically donate to Hopelink, Juvenile Diabetes Research Foundation, Lake Washington Schools Foundation, and Northshore Schools Foundation.  If you want your charity to benefit, please let us know.

On April 15, 2011, Gov. Chris Gregoire signed a law that requires employers to correct serious workplace safety violations issued by the Department of Labor and Industries, even during an appeals process.  Prior to the new law, employers could postpone fixing the hazardous condition until the appeal process concluded.

Under S.B. 5068 which amends WISHA, employers can be fined for failure to promptly fix hazardous conditions.  Those penalties can range from $500 to $7,000 per day for each day the violation is not corrected.

The new law becomes effective in late July.  Regulations from the Labor Department should be ready in about 9 months.