ICE Announces Record Breaking Fines in 2010

October 06, 2010: Immigration and Customs Enforcement (ICE) releases a Fact Sheet detailing the results of the 2009 change in their enforcement strategy.

“In April 2009, Secretary Napolitano announced changes to ICE’s worksite enforcement strategy – which reduced the need for large-scale immigration enforcement actions where employees were arrested and instead focused on finding evidence to criminally charge employers and to increase the use of tools like I-9 audits, fines and debarment.

• This year, ICE criminally charged a record-breaking 180 owners, employers, managers and/or supervisors – up from 135 in FY 2008 and 114 in FY 2009.
• ICE conducted more than 2,200 I-9 audits – up from more than 1,400 in FY 2009.
• Since January 2009, ICE has imposed approximately $50 million in financial sanctions.
• ICE debarred 97 business and 49 individuals in FY 2010, up from 30 and 53, respectively, in FY 2009.”

We encourage all employers to take action to ensure they are in full compliance with the requirements of the Form I-9.  The problem is you may not know what you don’t know about I-9 compliance.   ICE is auditing “document compliance” – not looking for illegal workers as many employers believe.

The recent Abercrombie & Fitch case is an expensive example of this.  A & F was fined over $1 million for paperwork violations!  There is no evidence they ever employed undocumented workers, they simply had issues with their compliance procedures and paperwork.

It is important to remember that Abercrombie & Fitch is a very large company with a very sophisticated HR department. It may be hard to imagine they could have made such a costly mistake…but the truth is over 80% of all employers have errors and omissions on their I-9s and ICE will impose financial sanctions against them.

Take these steps to insure your company is 100% compliant:

1. Order an independent I-9 audit of your company’s records;
2. Allow I-9 forms to be completed only by personnel who have had expert training;
3. Develop an Employment Eligibility Verification process and policy for company;
4. Store and maintain your Form I-9s according to the privacy and security requirements of the law.

Don’t put your business and your reputation at risk!  Have an expert review your Form I-9 processes – it may be the best business investment you can make.

Form I-9 Fines for Abercrombie & Fitch Top 1 Million

In a press release issued this week, Immigration and Customs Enforcement (ICE) announced it reached a $1,047,110 fine settlement agreement with Abercrombie & Fitch for numerous deficiencies in the company’s electronic Form I-9 system. The settlement was reached as a result of an ICE audit in November 2008 of Abercrombie & Fitch’s retail stores in Michigan.

The Form I-9 audit found problems with the company’s electronic I-9 system, causing ICE to question the integrity and validity of the company’s I-9 forms. ICE reported that the investigation found no evidence the company knowingly hired any undocumented workers yet the negotiated fine settlement totaled over $1,000,000!

Form I-9 Compliance – Know Your Responsibility

Every employer should take note that an ICE investigation is not necessarily about finding undocumented workers…it is about checking the employer’s compliance with the law.  Failure to follow the proper I-9 process will result in large fines – just ask Abercrombie & Fitch.

As in the case of Abercrombie & Fitch, many employers are choosing to use an “in-house” solution or some I-9 application that comes in a “bundle” with various HR on-boarding software systems.  Many of these systems lack important security and audit functionality.  It is important to realize ICE will hold employers accountable for the requirements for record keeping and technical safeguards as laid out in the 2006 interim final regulations, so choosing the right electronic solution can mean the difference between compliance and large penalties.

Although an employer’s intent may be to comply with Form I-9 requirements, the burden is clearly on the employer to insure whatever system is used produces I-9s that are secure, accurate, complete, and accessible in the event of an ICE inspection. If the electronic completion product does not meet the standard as set forth in the Interim Rule, ICE can invalidate the Form I-9’s and fine the employer as though the forms were never completed.

What to look for when shopping for an electronic Form I-9 solution

1.  A system that completes all field as though it were a paper form

• All Section 1 fields
• Employee Attestation
• Employee Electronic Signature
• All Section 2 fields
• All document information including Title, Issuing Auth, Doc #, and Expiration Date
• Employer Attestation including hire date
• Employer Electronic Signature

2.  Choose the right vendor – ask the right questions

• Does the vendor have experienced immigration attorneys on staff to assist in design and updates to the system?
• What guarantee does the vendor contract provide?
• Can the vendor provide client references that will attest to the vendor’s ability to support the product, release accurate timely updates, and keep data secure?

While electronic I-9 systems have many features and options, selecting the right solution demands careful planning and appropriate due diligence.  And as always, Buyer Beware! – price should not be the only consideration when selecting the appropriate vendor for your electronic Form I-9 completion and storage.

Is Work Stressing You Out?

Are you Stressed at Work? Are you overwhelmed with your workload? Employees Share their coping strategies and ways to find some down time in a busy day.

Take a break with a coffee break with a colleague – seek out co-workers who are a positive influence.

Leave work on time – at least 3 days a week – Sure long hours are sometimes expected, but not everyday…

Take a Lunch break and get out of the office. Try to eat with a colleague, mentor, or business contact at least 1 time per week.  Just think of that – 50 contacts per year.

Have an organized office.
Take 10-15 mindutes at the end of the day to make your to-do list for tomorrow.

Block out an hour of uninterrupted work time everyday. No emails, no interruptions from co-workers. Time to work on that plan, report, memo or speadsheet. Maximize  your productivity.



For additional career and employment information as well as job and candidate search strategies, visit CareerWomen.com, DiversitySearch.com, MBACareers.com, and CareerExposure.com.


--- Source: The Career Exposure Network™

Can Government Make Form I-9 Compliance Any Harder?

As if the I-9 process wasn’t complex enough, recent changes are making it even more complicated for employers to remain compliant with the employment eligibility verification requirements of the United States.  From confusion concerning the “3-day rule” to invalid Puerto Rican birth certificates, to changes in E-Verify…how can an employer keep up?

At first glance, the Form I-9 seems pretty straight forward.  The employee fills in some information, then the employer fills in some information, everybody signs and dates and Viola!  It’s finished.

Well, hold on a minute – what if the employee is a minor under 16?  Are there special rules?  What if the employee has temporary protected status and her work authorization document is expired – what then?  What if the new hire lost his Social Security card, can I still hire him?  This U.S. Passport is expired.  Is it an acceptable List A document?  We fill out forms in Spanish for our Spanish speaking employees – so what?  Is a Union member card a List B or a List C document?  Does it matter?  What about a Carry Permit and a Library card?  HOW DID THIS GET SO HARD?

Why is the Form I-9 Such a Big Deal?

The bottom line is, it is every employer’s responsibility to verify both the identity and work eligibility of every person they hire by correctly completing a Form I-9. Many states as well as most Federal government contracts now require the use of E-Verify.

Immigration and Customs Enforcement (ICE) is actively investigating thousands of businesses across the country to examine their Form I-9 documents and procedures to insure they are fulfilling their responsibility to the law.  Unfortunately, more times than not, businesses are suffering significant civil penalties for non-compliance and in many cases are facing accusations of discriminatory hiring practices brought forth by the Department of Justice.

What if I Know My Employees are U.S. Citizens?

Employers need to be crystal clear that this aggressive enforcement is NOT about looking for illegal workers!  ICE investigations are focused on compliance with the requirements of the Form I-9.  An employer will be held responsible for mistakes on I-9 forms and fined between $110 -$1100 per mistake, even if they have never hired an undocumented worker.

The US Citizenship and Immigration Service IMAGE program has published a list of Best Practices for employers to help them learn to comply with the requirements of the law.  On the list of Best Practices is to order an independent 3^rd party audit of your company’s I-9s to identify and repair areas of non-compliance.  This is the best step a company can take to ensure they are 100% compliant with Form I-9 requirements.

The experts at I-9 Okay have audited thousands of Forms I-9 and have assisted many employers in developing best practices to protect their business from the enforcement tactics of ICE.  Don’t wait until ICE knocks on your door.  Call I-9 Okay today at 866-580-9390 to schedule a free 30 minute consultation to examine your company’s practices.

Internships benefit both sides of the business equation…

Internships benefit both sides of the business equation, stressed JillXan Donnelly of The Career Exposure Network. "Employers have the opportunity to evaluate potential new hires and determine if the candidate is a good fit for the organization," Donnelly said. "At the same time, interns can use the experience to make great contacts, challenge their thinking outside of the classroom and evaluate a company."

Strategies for Managing Stress at Work

Is work stressing you out? You aren't alone.  According to a CareerWomen.com survey, more than 80 percent of working women are stressed out as a result of work related issues. Women that responded to the poll revealed that most of their stress was a result of ineffective co-workers, too many unproductive meetings, and difficult client or office situations.

"Stress has a debilitating effect on productivity," said JillXan Donnelly, president of CareerWomen.com. "With reduced staffs, higher expectations, and slim margins, we are finding increased burnout and a decrease in job satisfaction. As a result, stress-coping strategies are a requirement for every working woman who wants to make a meaningful contribution to her company."

Women from across the U.S. responded with their tips on dealing with workplace stress.

• De-clutter your office: An unorganized office can make you feel more stressed.
• Seize the weekend: Use your downtime to recharge, exercise, and connect with family and friends.
• More water, less caffeine: Keeping hydrated improves your sense of well-being and helps you to relax.
• Get more sleep: Being well-rested helps with coping. Try to get the recommended 7-8 hours of sleep per night.
• Talk about your stress: Find a friend that can lend supportive, advice, or just a sympathetic ear. Sometimes just knowing someone understands is helpful.
  

For additional career and employment information as well as job and candidate search strategies, visit CareerWomen.com, DiversitySearch.com, MBACareers.com, and CareerExposure.com.


--- Source: The Career Exposure Network™

Start planning for your Summer 2011 Internship Now

Even though summer 2010 is coming to an ending,  it's never to early to start planning for next year!

MBA 1st year students : It's never to early to plan for your Summer Internship.
Start looking fall semester to line up that important summer 2011 internship.  Some companies seek commitments from interns months in advance.
In fact, MBACareers.com is featuring an Internship Opportunity with Nestles Purina PetCare - and they are seeking to line up commitments by Decemeber 2010. To see the job opportunity, click here:
http://mbacareers.com/displayEmployerJob.do?action=Display&job_id=78975


For additional career and employment information as well view & apply to jobs with some of the best employers,  visit MBACareers.com

Internship Advice from recent Interns

 
"Definitely do it! In today's job market, it's not enough to just have a degree. Most employers are looking for people with a degree and relevant experience."
(MBA male respondent)
 
"Do it. Starting pay is generally higher after graduation because of the applicable work experience."
(MBA male respondent)
 
"I would highly recommend interning with a government agency. The flexibility and learning potential is so great and the benefits are well worth the experience. They are applicable to both the public and private sector."
(MBA female respondent)
 
"It was an invaluable experience. I was offered a job, but I declined the offer. The company I interned with had a very strong reputation in the industry and, on paper, it seemed like a "dream job," but I learned that I didn't like the corporate culture. I went with a smaller company and I like it much better. I did get some good experience and good references out of the internship." (MBA female respondent)
 

For additional career and employment information as well as job and candidate search strategies, visit MBACareers.com.

--- Source:  MBACareers.com  /  The Career Exposure Network™

Top Internship Benefits….

    * Earn salary to offset educational expenses
    * Opportunity to earn academic credit
    * Participate in meaningful work assignments relative to their academic area
    * Opportunities to apply business school concepts to work assignments
    * Exposure to public service careers
    * Develop a network of professional contacts for future opportunities


 --Source: U.S. Department of Labor, MBA Internship Program

Career Advice: What do you Know Now that you Wish you had Known when you chose your Career Path?

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What do you know now that you wish you had known when you chose your career/profession?  
We ask the viewers of The Career Exposure Network to let us know and our QuickPoll respondents gave some great career advice.
Here's what they said:

•    Formal business acumen is important

•    Have excellent financial management skills, as your backbone. Critical thinking is essential. Also, get your MBA.

•    Learn to lead, and observe and absorb the professional skill that aren't taught in college.

•    Develop a network of professionals in all fields. Recognize the skills you have are transferable.

•    Education is very important. Society seems to be very informal these day and the anything goes attitude is pervasive in the college culture, but strong business skills are a must for achieving future success.

•    Learn that you aren't selling out if you work hard and act/dress/conduct yourself professionally.

•    I was naive and thought that once I chose a career that was it. My advice--be flexible, look out for opportunity, even change leading to new work. Change is a constant in the workplace. You have to constantly be broadening your horizons. If you want to succeed, you have to look for opportunities; they won't just fall in you lap.

•    Importance of Strong communication skills -- I know how to speak with a purpose. I have learned the importance of formulating my thoughts before letting them go, even in a hurried moment, I take the time to think about my comments and what they could imply if spoken in the wrong tone.

•    Smaller office environments enable greater learning potential on the job. You tend to do more than just your designated assignment, which quickly builds you a diverse and strong skill set for future endeavors.


For additional career and employment information as well as job and candidate search strategies, visit CareerWomen.com, DiversitySearch.com, MBACareers.com, and CareerExposure.com.




--- Source: The Career Exposure Network™

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