Tags |
|
|
Links |
|
|
Digg it UP - Eye On I-9
Three important money areas where developing strategic alliances will serve you well are: Cost Savings, Financial Stability and Buying Parity.Cost SavingsCost savings is an important area for most organizations. I'm not suggesting that you only play the game of business from a defensive position, yet not wasting money is important for any business in an effort to increase net abundance.In manufacturing elements of your product or entire product that could be built in plants (owned by others or in joint venture) with up to date technology, cost savings can be great. Sharing resources, or outsourcing, rather than owning and operating a manufacturing plant, will allow a synergistic partnering agreement allows you conce
The new hire’s information is sent to the DHS database and the system verifies eligibility to work in the United States, verifies that the name and Social Security Number match, verifies the Social Security Number for wage reporting purposes, discourages the use of false documentation and levies penalties for the violation of hiring and/or employment eligibility laws.
What if the result is negative?
If the DHS search returns as a non-verification, the new-hire must be notified that their eligibility status was deemed non-verified and be given the opportunity to contest. If the applicant does not contest in the time allowed, the non-verification will be final. If they do contest, the verification will remain tentative until that time the eligibility is deemed either verified or non-verified under further review.
Who must conform?<
It can happen to anyone. there's a change in the organization and -- suddenly -- you find yourself working for the boss from Hell. Arrogant, demanding, ignorant, bullying and insensitive. Do you leave right away? Do you fight back? Here are some tried and tested ways of coping with impossible bosses -- and coming out on top.1. Find ways to boost your confidenceThis is the single most important indicator of success. Asshole bosses typically work to undermine your self-confidence the whole time. Don't allow this to happen. Recite your strengths back to yourself. Keep notes of accomplishments. Celebrate every success.2. Don't colludeStart looking for the subtle ways you hold yourself back by colludi
In attendance were human resource and senior management professionals, representing catalog and e-Commerce businesses, both large and small.
One of the subjects discussed at our meeting was I-9 Employment Verification.
The new I-9 Employment Verification legislation is on the verge of passing in Congress, so I thought it would be a good time to give the subject a closer look. It’s a process that’s long overdue for establishing viable work eligibility in the U.S. And with some forward thinking on the part of management, and those responsible for human resources, it should be good news for a smooth, compliant transition.
Mandatory employment verification on the horizon.
Direct marketing organizations, like all businesses, have been collecting I-9 information since the original Immigration and Reform Control Act (IRCA) of 1986, which made it illegal for employers to knowingly hire unauthorized workers.
Although your attention may be focused on your hourly workers—typically high turnover individuals working in warehouse, distribution and contact centers—all employees must meet the same scrutiny.
Part of the IRCA created the I-9 document and the verification process employers must follow today in order to avoid sanctions. This verification process consists mainly of a physical review of identification documents (e.g., a social security card and a driver license) to establish both the person’s identity and the individual’s authorization to work in the U.S. In the 20 years since passing of the IRCA, the process has changed very little; however this basic and manual process has inherent issues that can result in applicant fraud and error.
Recently, the topic of immigration, and specifically illegal aliens, has reached a fever pitch. With the coordinated immigration protests across the country on May 1st as one of its high points, the U.S. government has been looking at the employment eligibility issue for some time. It has recently taken steps towards addressing the current challenges.
Step #1
In December 2005, the House took action to minimize illegal immigration by taking the first steps to tighten border controls and stop illegal aliens from obtaining employment in the U.S. The bill includes statutes that require, within two years of the legislation passing, all employers to perform an employment eligibility check directly with the Department of Homeland Security (DHS) for all new employees, or face civil or criminal penalties for hiring illegal workers.
Step #2
In April 2006, the Senate responded to the House bill by sending a bill (S.2612) to the floor called the “Comprehensive Immigration Reform Act of 2006.” If passed, the DHS and the Social Security Administration (SSA) will be required to implement a countrywide I-9 Employment Verification database and process. The bill also establishes steep civil and criminal penalties for noncompliant employers.
What does this mean for you?
You would still be required to obtain a signed I-9 form, backed by supporting documentation, from each new employee. What’s new is that you would be required to also submit the new hire’s information to the DHS verification system within three days of hire. Also, the law provides for reassessment of all employees through the system, regardless of hire date, to ensure eligibility to work in the United States.
How does the DHS I-9 Employment Verification work?
The new hire’s information is sent to the DHS database and the system verifies eligibility to work in the United States, verifies that the name and Social Security Number match, verifies the Social Security Number for wage reporting purposes, discourages the use of false documentation and levies penalties for the violation of hiring and/or employment eligibility laws.
What if the result is negative?
If the DHS search returns as a non-verification, the new-hire must be notified that their eligibility status was deemed non-verified and be given the opportunity to contest. If the applicant does not contest in the time allowed, the non-verification will be final. If they do contest, the verification will remain tentative until that time the eligibility is deemed either verified or non-verified under further review.
Who must conform? Travel Nursing Could Be The Most Fulfilling Thing You Will Ever Do
I love travel nursing. With travel nursing I’m not stuck in one place, and my employment takes me places I wouldn’t be able to travel if I didn’t have a job to take me there. Travel nursing allows me to meet new people, and see new places, and the wonderful thing is that with this nursing job I get to decide how long I stay.
I love travel nursing. I get paid premium wages, excellent benefits, and I even get free quality, company housing with many of my jobs. I never have to pay the rent. I don’t have heating bills, electric bills, or any of the normal household expenses most people have, so travel nursing allows me to make good money, and also save it for the future when I do decided to settle down.
However, I love travel
Direct marketing organizations, like all businesses, have been collecting I-9 information since the original Immigration and Reform Control Act (IRCA) of 1986, which made it illegal for employers to knowingly hire unauthorized workers.
Although your attention may be focused on your hourly workers—typically high turnover individuals working in warehouse, distribution and contact centers—all employees must meet the same scrutiny.
Part of the IRCA created the I-9 document and the verification process employers must follow today in order to avoid sanctions. This verification process consists mainly of a physical review of identification documents (e.g., a social security card and a driver license) to establish both the person’s identity and the individual’s authorization to work in the U.S. In the 20 years since passing of the IRCA, the process has changed very little; however this basic and manual process has inherent issues that can result in applicant fraud and error.
Recently, the topic of immigration, and specifically illegal aliens, has reached a fever pitch. With the coordinated immigration protests across the country on May 1st as one of its high points, the U.S. government has been looking at the employment eligibility issue for some time. It has recently taken steps towards addressing the current challenges.
Step #1
In December 2005, the House took action to minimize illegal immigration by taking the first steps to tighten border controls and stop illegal aliens from obtaining employment in the U.S. The bill includes statutes that require, within two years of the legislation passing, all employers to perform an employment eligibility check directly with the Department of Homeland Security (DHS) for all new employees, or face civil or criminal penalties for hiring illegal workers.
Step #2
In April 2006, the Senate responded to the House bill by sending a bill (S.2612) to the floor called the “Comprehensive Immigration Reform Act of 2006.” If passed, the DHS and the Social Security Administration (SSA) will be required to implement a countrywide I-9 Employment Verification database and process. The bill also establishes steep civil and criminal penalties for noncompliant employers.
What does this mean for you?
You would still be required to obtain a signed I-9 form, backed by supporting documentation, from each new employee. What’s new is that you would be required to also submit the new hire’s information to the DHS verification system within three days of hire. Also, the law provides for reassessment of all employees through the system, regardless of hire date, to ensure eligibility to work in the United States.
How does the DHS I-9 Employment Verification work?
The new hire’s information is sent to the DHS database and the system verifies eligibility to work in the United States, verifies that the name and Social Security Number match, verifies the Social Security Number for wage reporting purposes, discourages the use of false documentation and levies penalties for the violation of hiring and/or employment eligibility laws.
What if the result is negative?
If the DHS search returns as a non-verification, the new-hire must be notified that their eligibility status was deemed non-verified and be given the opportunity to contest. If the applicant does not contest in the time allowed, the non-verification will be final. If they do contest, the verification will remain tentative until that time the eligibility is deemed either verified or non-verified under further review.
Who must conform?<
If you were to ask your employees or your customers what they thought of your business, what do you think they would say? Do you think they would be as positive if they were asked the same question by a stranger who happens to be a potential buyer of your business?Not knowing the kind of reputation your business has can come back to bite you when you decide to sell. Most people interested in buying a small business (or even a large one) will do some investigating into the reputation of your business. Of course they won’t ask you – they’ll ask your employees, your vendors and suppliers, your customers, your competitors, and local community.Maintaining your business’s reputation should be a priority for any busines
Recently, the topic of immigration, and specifically illegal aliens, has reached a fever pitch. With the coordinated immigration protests across the country on May 1st as one of its high points, the U.S. government has been looking at the employment eligibility issue for some time. It has recently taken steps towards addressing the current challenges.
Step #1
In December 2005, the House took action to minimize illegal immigration by taking the first steps to tighten border controls and stop illegal aliens from obtaining employment in the U.S. The bill includes statutes that require, within two years of the legislation passing, all employers to perform an employment eligibility check directly with the Department of Homeland Security (DHS) for all new employees, or face civil or criminal penalties for hiring illegal workers.
Step #2
In April 2006, the Senate responded to the House bill by sending a bill (S.2612) to the floor called the “Comprehensive Immigration Reform Act of 2006.” If passed, the DHS and the Social Security Administration (SSA) will be required to implement a countrywide I-9 Employment Verification database and process. The bill also establishes steep civil and criminal penalties for noncompliant employers.
What does this mean for you?
You would still be required to obtain a signed I-9 form, backed by supporting documentation, from each new employee. What’s new is that you would be required to also submit the new hire’s information to the DHS verification system within three days of hire. Also, the law provides for reassessment of all employees through the system, regardless of hire date, to ensure eligibility to work in the United States.
How does the DHS I-9 Employment Verification work?
The new hire’s information is sent to the DHS database and the system verifies eligibility to work in the United States, verifies that the name and Social Security Number match, verifies the Social Security Number for wage reporting purposes, discourages the use of false documentation and levies penalties for the violation of hiring and/or employment eligibility laws.
What if the result is negative?
If the DHS search returns as a non-verification, the new-hire must be notified that their eligibility status was deemed non-verified and be given the opportunity to contest. If the applicant does not contest in the time allowed, the non-verification will be final. If they do contest, the verification will remain tentative until that time the eligibility is deemed either verified or non-verified under further review.
Who must conform?<
The easiest way of making money part time on the net is by joining an affiliate program. Affiliate program's are easy to join, once joined all you have to do is promote the program. You don't even have to deal with any after sales questions or problems as it is all taken care of by the program merchant's.There are hundreds of affiliate programs that claim you can make $1000's of dollars a week using there system, and most of them do turn out to be false claims, while making $1000's of dollars a week is possible it is unlikely that you will do it in your first week or probably not even your first month.If you want to make money part time then you need to pick a program and stick with it, all new business's either in the real world
Step #2
In April 2006, the Senate responded to the House bill by sending a bill (S.2612) to the floor called the “Comprehensive Immigration Reform Act of 2006.” If passed, the DHS and the Social Security Administration (SSA) will be required to implement a countrywide I-9 Employment Verification database and process. The bill also establishes steep civil and criminal penalties for noncompliant employers.
What does this mean for you?
You would still be required to obtain a signed I-9 form, backed by supporting documentation, from each new employee. What’s new is that you would be required to also submit the new hire’s information to the DHS verification system within three days of hire. Also, the law provides for reassessment of all employees through the system, regardless of hire date, to ensure eligibility to work in the United States.
How does the DHS I-9 Employment Verification work?
The new hire’s information is sent to the DHS database and the system verifies eligibility to work in the United States, verifies that the name and Social Security Number match, verifies the Social Security Number for wage reporting purposes, discourages the use of false documentation and levies penalties for the violation of hiring and/or employment eligibility laws.
What if the result is negative?
If the DHS search returns as a non-verification, the new-hire must be notified that their eligibility status was deemed non-verified and be given the opportunity to contest. If the applicant does not contest in the time allowed, the non-verification will be final. If they do contest, the verification will remain tentative until that time the eligibility is deemed either verified or non-verified under further review.
Who must conform?<
In this day and age of fast paced business and advancing technology, we are most times too quick to move onto the next thing before appreciating our own accomplishments. This is a simple yet often overlooked tool for success. Those of us in service businesses, such as coaching and consulting, know how powerful this is in helping our clients recognize their accomplishments, see their strengths, uncover clues as to their next steps, and notice patterns for determining their future direction.So, what about us? Who’s tracking and helping us acknowledge our accomplishments for our self improvement? As business owners, service providers, and solopreneurs where we wear all the hats, this is an important piece of managing and building our busi
The new hire’s information is sent to the DHS database and the system verifies eligibility to work in the United States, verifies that the name and Social Security Number match, verifies the Social Security Number for wage reporting purposes, discourages the use of false documentation and levies penalties for the violation of hiring and/or employment eligibility laws.
What if the result is negative?
If the DHS search returns as a non-verification, the new-hire must be notified that their eligibility status was deemed non-verified and be given the opportunity to contest. If the applicant does not contest in the time allowed, the non-verification will be final. If they do contest, the verification will remain tentative until that time the eligibility is deemed either verified or non-verified under further review.
Who must conform?
Until the new law is passed in Congress, I-9 Employment Verification is currently available in all 50 states on a volunteer basis. If a company decides to participate in the volunteer program, it must screen all new-hires in a search conducted post-hire, within three days of the employee's start date.
While the program is still voluntary until the act is passed, you can count on the fact that the government is serious about illegal immigrants and establishing a program to ensure that work eligibility verification will happen soon. There’s every reason to believe that some version of the “Comprehensive Immigration Reform Act of 2006” will exist and companies should start planning to implement an I-9 verification program in the near future.
For more information on the summarized bill “Comprehensive Immigration Reform Act of 2006,” visit the Library of Congress at
http://thomas.loc.gov/ and search for S.2612.
You may also want to check out the services of independent, third party employment verification and screening providers.
Much of the information contained in this article was provided through the website of The US Department of Labor, Employment Standards Administration: Compliance Assistance—Immigration Reform and Control Act.
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.diggitup.net/article/22689/diggitup-Eye-On-I9.html">Eye On I-9</a>
BB link (for phorums):
[url=http://www.diggitup.net/article/22689/diggitup-Eye-On-I9.html]Eye On I-9[/url]
Related Articles:
Need To Find A Legitimate Online Job?
Understand How Business Opportunities Try to Deceive You
Distribution Leadership - Lead Wolf - Lone Wolf or the Narcissist
Bookmark it:
|