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Greetings!

Happy Spring to everyone!  With the flowers in bloom, people are diving into Spring -- and possibly new ventures everywhere.  Personally, I have used the last several weeks to re-certify myself as a:

  

Senior Professional in Human Resources (SPHR). 

 

This required becoming updated on all recent HR policy changes and laws, and demonstrating mastery of the following topics:

 

  • Business Management and Strategy 
  • Workforce Planning and Employment
  • Training & Organizational Development 
  • Compensation and Benefits 
  • Employee and Labor Relations 
  • Risk Management
  •  
    Armed with this knowledge, I am ready to continue to serve you and your organization in these important HR areas. Let me know how I can help you today. 
      

    Our main topic in this month's newsletter focuses on the new Form I-9 used to verify the identity and employment eligibility of new hires.  This new form must be used starting May 7th so read on to learn about how it may impact you, and to obtain a link to the new form.  NOTE:  This applies to ALL employers with 2+ employees - so please be sure to check out this information to stay compliant with the law.   

     

    Here's wishing you a Spring time of beautiful blooms and a blossoming business as well.

      
    Best,

    Amy Polefrone, President
    HR Strategy Group, LLC
    410-505-8723

     

    Time to Upgrade to the New Form I-9

     
    By Rachelle Walker | Director, Internal Operations | Prime Solutions,LLC | Apr. 29, 2013

      

    Background

    The U.S. Department of Citizenship and Immigration Services (USCIS) requires employers to verify the identity and employment authorization eligibility of new hires. Employers must fill out USCIS Form I-9 to satisfy this requirement. On March 8, 2013, the USCIS released a new version of this form, along with instructions requiring employers to begin using the new form immediately.

      

    Implementation

    Employers must begin using the updated Form I-9 immediately for all new hires. A 60-day transitional period is available for employers that need some time to incorporate the new form into their hiring processes. As a result, all employers must use the updated form for new hires by May 7, 2013.

      

    The USCIS has specifically mentioned that there is no need for employers to replace all Forms I-9 for current employees. The USCIS has also warned employers that unnecessary verifications associated with replacing existing forms could result in discriminatory actions that violate the Immigration and Nationality Act (INA).

      

    However, employers should use Section 3 of the new Form I-9 (and attach it to the already existing form I-9) if they are re-verifying an employee's documents. Re-verification should take place only when the documents an employee presented as proof of his or her eligibility or authorization for employment are about to expire. Read the instructions attached to Form I-9 carefully to determine when re-verification is necessary.

      

    Employers rehiring individuals, even within the three-year period allowed by Section 3 of Form I-9, should fill out a new Form I-9 for their rehired employees.

     

    Summary of Changes

    Employers will find that, while the form's format and layout has changed considerably, the nature of the data required to complete it is substantially similar. The changes made by the USCIS have transformed the previous one-page form into a two-page form that allows for additional data fields to include email addresses, telephone numbers and foreign passport numbers.

     

    The USCIS also simplified, clarified and expanded the instructions that accompany the updated form.

     

    Employer I-9 Requirements

    With this new release, the USCIS reiterated that employers are required to maintain a completed Form I-9 for each employee for as long as employers and employees maintain a working relationship and for either three years after the date of hire or one year after employment ends, whichever is later.

     

    Employers also have an obligation to make Forms I-9 available for inspection by any authorized government institution. Employers that fail to comply with their Form I-9 obligations may be sanctioned with civil, and in some cases criminal, penalties.

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    background check

    Spot Check 

     

      

    Link to the new

    Form I-9 is here.

      

     

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    HR Strategy Group would like to introduce an additional resource now available to all of our clients who is dedicated to providing PayScale support.   Karin Campbell, SPHR, is available to address your compensation questions and will provide you with a free demo, in person or via the phone, of the PayScale system.  She will help you understand what is appropriate to pay in your market area as well as support you in defining your compensation when responding to proposals.  Contact Karin now with your compensation questions.
      
     
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    Amy Polefrone, President

    HR Strategy Group, LLC
    410-505-8723