I-9 FORMS "IRCA"

All employers must verify that employees are either U.S. citizens or authorized to work in the United States. Verification requires that new employees produce specific documents proving their identity and employment eligibility and that both employee and employer complete the Form I-9.

All employers that fail to comply with the documentation requirements or that knowingly hire or continue to employ an unauthorized alien may be subject to substantial penalties of thousands of dollars depending on the nature and number of violations.

BCIS Investigations are conducted by:

• The U.S. Border Patrol.
• The local office of BCIS regulated by the Bureau of Citizenship and Immigration Naturalization Services (BCIS), formerly INS.
• The Department of Labor may also audit IRCA compliance during wage
  and hour audits.

Most BCIS investigations are the result of a “Tip” from an employee or former employee.

$100-$1,000
A simple paperwork violation can result in fines ranging from $100 to $1,000 per violation. Consider this: a single I-9 may contain several violations. An employer with a single illegal worker may have multiple violations in both paperwork and procedures.

$260,000
In 1994, Disneyland paid a fine of $260,000 to INS, even though the Company claimed that they had never knowingly employed undocumented workers. It was largely paperwork violations which accounted for the bulk of the fine.

$1,000’s
Employers have been fined hundreds of thousands of dollars for a few known violations accompanied by a large number of paperwork violations, even when most of the paperwork violations pertained to the employment of U.S. Citizens.

Disbarment
If a federal contractor is found to be in violation of the employment provisions of IRCA, that contractor will be subject to disbarment for a period of one year.

We offer comprehensive help with IRCA and I-9 forms

Do you know what your Obligation is?

Employers MUST complete and sign the I-9 Form
a) for ALL Employers - big and small
Employers MUST request each employee to:
a) document his/her identity
b) document his/her eligibility to work
Employers MUST physically examine each document presented by the employee to:
a) determine if the document is genuine
b) determine that the document identifies the employee
c) verify that the document is one of the documents accepted by the INS

We can help YOU be IRCA informed by:

1. Interviewing your administrative employees to determine the current IRCA practices and compliance.
2. Educating and training administrative employees, if necessary, in the various areas of IRCA compliance
3. Supplying IRCA I-9 forms for all current employees
4. Supplying you with a IRCA I-9 Administration Kit which includes:
   a. I-9 Forms
   b. I-9 Do’s
   c. I-9 Don’ts
5. Supplying you with IRCA I-9 updates when rules and regulations change

Section 274A of the IRC Act does not require employers to file their I-9’s with the government, but employers MUST retain all I-9’s in a separate file for at least three years after the date of hire or for one year from the date that an individual’s employment is terminated — whichever is later.

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Call your Spetner Associates, Inc. Specialist to help YOU control YOUR

IRCA I-9
314-442-0000
Fax 314-442-0050
8630 Delmar Blvd., Suite 100 St. Louis, MO 63124