The United States Citizenship and Immigration Services ("USCIS") division of the Department of Homeland Security announced on Friday, June 26, 2009, that it was extending the validity of the current and approved Employment Eligibility Verification Form I-9 ("I-9") beyond its present expiration date of June 30, 2009. The current I-9 was last revised in February 2009 and reflects this revision as Rev. 02/02/09 in the lower right hand corner of the document, and the expiration date of 06/30/09 in the upper right hand corner of the document.
Employers have been required to complete the I-9 for every employee hired since November 6, 1986, on a current and approved USCIS Form I-9. An employer that uses an out-of-date I-9 may be subject to civil penalties ranging from $110 to $1,100. So it is important for employers to check the dates that appear on their I-9 Form to ensure use of the current I-9. Click here to obtain the most current I-9.
In announcing the extension, USCIS also announced that it has requested that the Office of Management and Budget ("OMB") approve the continued use of the current version of the I-9. While this request is pending, the current version of the I-9 will not expire. Once the extension is approved by OMB, the USCIS will update the I-9.
Employers should review their I-9 process to ensure that they are using the current and approved I-9. This is also a good time to train employees administering the I-9 process on the proper compliance procedures.
Written by Ron Guerra, member of Jordan Schrader Ramis's Employment Law practice group. Ron can be reached at 503-598-5540
Copyright 2009 Jordan Schrader Ramis PC. All rights reserved.
Tuesday, June 30, 2009
No Need to Panic: USCIS Extends Validity of Current I-9
Tuesday, June 16, 2009
Private Becomes Public Through Social Networking Websites
With an advancing technological world, the Internet has reached new heights – especially with the ability to broadcast one’s personal life for others to view through social networking.
Due to the growth of social networking websites such as Facebook, Myspace, and Twitter, privacy is dwindling; with users continually updating personal information and opinions through their accounts; potentially raising concerns with leaders in the workplace.
Friends, family and acquaintances of an employee can see their personal information, photos, and status updates. Managers can too.
The issue at hand is whether or not employees are representing their company positively. Employees have a right to speak their mind, but can inappropriate behavior online be enough for leadership within an organization to be concerned and possibly take action?
According to a survey by Deloitte LLP, 53 percent of employees believe what they post on Facebook and Twitter is none of their boss’ concern; but most employees do realize what they post can damage their company’s reputation.
Five states (California, Colorado, Connecticut, New York and North Dakota) have already weighed in and created statutes aimed at protecting an employee’s lawful off-duty conduct, and similar legislation is pending in Michigan.
Since the flow of information has only increased and the ability to post personal information and opinions via the Internet is easier every day, employee/employer issues may be more problematic in the future. Employers should draft Internet policies that both respect an employee’s right to protected free speech and still inform employees that their posts about the company and coworkers may constitute insubordination or even harassment.
Social networking is a great tool for improving relationships, staying in contact with others, and even developing a business relationship; but for those who take their opinions and statements to another level, it could create some unintended negative consequences in the workplace.
By Brandon Laws and Molly Kelley
Xenium
