{"id":685,"date":"2019-07-17T21:00:28","date_gmt":"2019-07-17T15:30:28","guid":{"rendered":"https:\/\/www.complianceprime.com\/blog\/?p=685"},"modified":"2024-03-23T13:26:02","modified_gmt":"2024-03-23T07:56:02","slug":"penalties-for-i-9-violations","status":"publish","type":"post","link":"https:\/\/www.complianceprime.com\/blog\/2019\/07\/17\/penalties-for-i-9-violations\/","title":{"rendered":"Penalties for I-9 Violations"},"content":{"rendered":"

Form I-9 is the employee’s verification and authorization form that allows employers to employ them for work. As per the <\/span>Immigration Reform and Control Act of 1986<\/span> (IRCA), employers must verify the identification of the employees and check the form I-9 for the authorization of the holder for working in the U.S. This regulation was introduced to keep a check on the unauthorized employment of the employees in the U.S. and prevent employers from employing workers with an illegal background.<\/span><\/p>\n

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Employers have certain duties towards the immigration law in the U.S. The form should be issued to immigrants and citizens who are looking for the U.S. jobs which needs extra layer of employment security. <\/span>Form I-9<\/span><\/a> is issued to the immigrants who have successfully completed the eligibility criteria and have accurately obtained the form authorization. The I-9 provides a pathway to continue working in the U.S. with sanctioned authority. It also ensures the employers that the workforce he appointed will attract a penalty.<\/span><\/p>\n

Some of the guidelines for employers in IRCA 1986 in connection with violations of form I-9 are mentioned here:<\/span><\/p>\n