Greetings!
This issue of the Pipeline provides information for ALL employers related to I-9 compliance and reinforces its importance. Verifying employment eligibility must be a critical element of your hiring process within the specified 3-business day time period. The Federal government has increased their investigation and enforcement efforts throughout the Country. Contact us if you would like a third party review of these and other employment related documents.
November 2nd is Election Day! Please, regardless of your political affiliation or preferences, exercise your right (perhaps obligation) to vote.
From all of us at RGL Consultants, we wish you a happy Thanksgiving holiday!
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 I-9 Compliance is Truly Important
The U. S. Department of Justice, Immigration and Naturalization Service, specifies that within 3 business days of employment, employers are required to complete an Employment Eligibility Verification (I-9) Form.
ICE (Immigration and Customs Enforcement) announced a settlement at the end of September with clothing retailer Abercrombie & Fitch requiring the Company to pay a $1,047,110 fine as a result of a "routine" Form I-9 Notice of Inspection (NOI) to their retail stores in the State of Michigan. The resulting inspection revealed "technology-related deficiencies" in the employment authorization verification system. Even though ICE uncovered no knowing hires of unauthorized aliens, the Company still must suffer a $1 million + fine.
This fine highlights the fact that in addition to the significant loss of productivity an immigration-related investigation may bring, employers face potential penalties for immigration-related violations (all of which may be the result of an investigation that begins with a NOI):
- Fines of up to $1,100 for each I-9 Form violation;
- Fines of up to $16,000 for each unauthorized employee or for each unfair practice offense, including refusal to accept documents listed on the I-9 Form;
- Fines of up to $6,500 for various prohibited activities related to document fraud;
- Prisons sentences of up to 10 years for criminal violations.
Given the potential for significant penalties, employers must implement an effective compliance system and ensure that I-9's are completed on all employees and that they are completed accurately.
As a point of information, of the HR Function Audits which RGL Consultants has conducted, we have yet to find an employer who has achieved 100% compliance with this requirement. Inaccurate and incomplete paperwork has been found in every instance. For additional information regarding such audits, please see the archieved September, 2010 Pipeline article on "Auditing Your Human Resources Function" available on our website; www.rglconsultants.com.
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 A Quick Look at Feedback...
Performance feedback should never be reserved just for the annual evaluation meeting to discuss employee progress and behavior. It should be constant and on-going. The goal is to provide employees with effective performance feedback, which in turn, can be a powerful motivational tool and the basis for individual development.
It is important to understand how feedback should be delivered to achieve optimum results.
The FAST technique will help deliver personalized, motivating, and valuable feedback to employees.
Frequent - Frequent feedback is important so that employees can reflect on their performance and make necessary corrections to meet and/or exceed performance standards. Feedback should be given in a private setting so that dialogue may be unencumbered.
Accurate - Employees expect accurate information about their performance. Performance assessments should be based on supervisory observations and factual information, not on other's perceptions or hearsay.
Specific - Feedback should be substantiated with examples of specific behaviors and performance data. General feedback, such as "You're doing a great job," is ambiguous and does not specifically indicate strengths or weaknesses. A more specific comment such as, "You did a great job on conducting the client satisfaction survey," provides more guidance to the employee on what she is doing well.
Timely - Feedback is more effective and motivational when it is given relatively close to the time the behavior occurs. Timely feedback keeps situations fresh in employees' minds. Feedback that is postponed may no longer be as relevant, thus losing its impact. Remaining focused on present situations and their relevance to future performance will help employees feel empowered and will encourage them to improve their performance.
As a manager, keep your eyes and ears open for opportunities to praise or provide corrective recommendations to your employees Feedback is a valuable tool for individual productivity and the overall performance of the organziation.
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We encourage you to forward this Newsletter to colleagues or others whom you feel would be interested in receiving the RGL Pipeline
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This may surprise many of you -
According to a study by Tower Watson, the top drivers for talent retention, in order of importance, are:
- An inspirational manager,
- Opportunities for advancement,
- A "good employer" Company reputation, and
- Salary.
Look for more on Talent Management in the December issue of the Pipeline!
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