What Small Businesses can do to Protect Themselves from I-9 Related Penalties
JoTo PR Client and HireBox CEO Patrick Valtin, wrote an article in Entrepreneur titled, Are You in Compliance With the Revised Form I-9? Violations Pose a Threat to Your Business.
Small business owners know that a primary condition for expansion is their ability to attract and select great talent. But what many of them might ignore is that lack of compliance with the federal government employment verification form — the I-9 — could represent a serious threat to their business’ profitability and, worse, its survival.
Valtin lists what small businesses can do to avoid I-9 related penalties. Section 1 of I-9 must be completed by each employee at “the time of hire,” defined as the period of time after the job offer has been accepted and before the end of the employee’s first day of active employment. Section 2 must be completed within three business days of the date of hire. The instruction document and List of Acceptable Documents (page 3 of the Form I-9) should be made available to employees at the time they complete Section 1 of the form.
HireBox is a results-based testing platform utilizing legal quality control to give hiring missions the best outcome. Founded by Patrick Valtin, the job-matching assessments and internal evaluations provide vital information about potential and current employees. The willingness AND ability to contribute to one’s team’s success & happiness is by far the best predictor of an individual’s performance at work. Based on the evaluation of over 25,000 applicants, Patrick Valtin has come to the conclusion that no matter the talent, competencies or experience, the odds of a successful hire are very, very low if THAT universal personnel selection criterion is missing. For more information on HireBox and its successful tools for recruitment, assessment, hiring, onboarding and retention visit www.hirebox.com.
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