Will they or won’t they? That is the question employers and HR professionals have been asking themselves over and over since Form I-9 orders were initially extended in May. The drama saga has stretched on for months and has all the makings of a bad romantic comedy (including last-second plot twists and cringe-worthy mishaps). So, […]
Form I-9 orders were originally set to expire in May, then postponed to June, and are now set to expire July 18th. In each instance, the government extended the temporary guidance at the last minute. The provision in question is the requirement to examine all new hires’ documents to determine if a person is legally […]
Hiring is going through rapid changes because of the coronavirus outbreak. Many of these changes impact background checks and drug testing. It may be challenging for human resources professionals to keep track of all these modifications in this chaotic environment. EBI is committed to helping you navigate these new challenges. On Thursday, April 9 at 2:00 pm EST / 11 am PT the EBI Trusted Advisor Program is hosting a 30-minute webinar to discuss updates to screening procedures and drug testing during COVID-19. The webinar features Curt Schwall, Vice President of Compliance & Regulatory Affairs at EBI, and Larry Henry and Denelda Richardson, attorneys at Rhodes Hieronymus. The webinar will be moderated by Jennifer Gladstone, Editor-in-Chief of EBI’s Screening News Network. We hope you can join us for this important webinar. But if you’re swamped, we understand. So, here’s a breakdown of what we’ll be discussing.
Talent acquisition and retention has changed a lot in just a few short weeks because of the coronavirus outbreak. Many of these changes impact background screening. We’re doing our best to keep you informed about important recruiting, hiring, and human resources issues relating to COVID-19 which may affect how and why you screen. Just this week, we’ve shared these posts on our COVID-19 HR Resources page:What Businesses of All Sizes Need to Know About COVID-19 Should You Stop Hiring During a Pandemic? Three Ways to Streamline Heathcare Screening During COVID-19 Video: COVID-19 Impact on Form I-9EBI is committed to helping you navigate hiring challenges. Here are five screening tips to help you make the most of this new temporary hiring environment.
What do the healthcare, technology, and manufacturing industries have in common right now? They are hiring thousands of workers to meet a sharp spike in demand because of the COVID-19 crisis. Many of these positions are remote – or WFH (work from home). But do remote workers need to be screened as thoroughly as employees who report to the office? Or is now the time to relax your background check requirements to get people into WFH positions faster? Here are some do’s and don’ts to safely and swiftly onboard new remote employees.
No matter where you look in the news, there are stories about the economic impact the coronavirus pandemic is having on businesses. From micro-businesses to enterprise organizations, COVID-19 has, in many cases, completely altered their outlook for the rest of the year. Hiring is one of the biggest concerns businesses are facing. Should they continue posting jobs and creating positions if they don’t know what the economic future holds? Is it responsible to keep hiring for certain positions when you’ve had to layoff other workers? Should employers hit pause on all hiring – even for candidates who’ve already started the onboarding process? EBI has these tips for businesses trying to navigate this unprecedented challenge.
Business of all sizes are struggling with how to respond to COVID-19. Nearly every aspect of business operation is being affected by this pandemic. The fields of human resources and talent acquisition are experiencing chaotic changes. Some businesses have been forced to halt hiring completely, while others are ramping up recruiting to meet increased demands. Despite where they stand in this challenging business environment, the one thing they have in common is questions about how to handle the background check process.
A new year brings a new set of business goals. Maybe you’re looking to improve your integrated workflows. Or streamline onboarding time? Or improve your candidate experience? Whatever your goals are, you need a support team who listens to your needs, understands your challenges, shares your ambitions, and most importantly, advocates for your success.
Topics like medical marijuana, Ban the Box, and Artificial Intelligence (AI) are sure to grab a lot of headlines in 2020, but are they really the HR trends to which you need to pay attention? Not according to the data. We surveyed hundreds of HR professionals, recruiters, and generalists who use screening following the SHRM Annual Conference about what trends you’re watching in 2020. Here’s what’s on your radars.
For such a short form, the I-9 can cause some real headaches for employers. In fact, it takes a 70-page handbook to explain how to fill out just two pages! A mistake like forgetting to sign one of the sections or missing a deadline might seem like a minor detail, but it can cause a lot of problems and cost you a lot of money.
The federal government requires all new hires to present documentation that proves they can legally work in the United States. For citizens that could be a passport, a driver’s license or Social Security card. Non-citizens have to show documents that prove they are in the country legally and that they have permission to work. The Form I-9 has to be filled out properly and stored in case Immigration and Customs Enforcement agents (ICE) show up at your business to conduct an audit—which is getting more and more likely these days. Since 2009 I-9 audits have gone up nearly 2,000%. And considering an average of 68% of the forms have errors, this is an issue employers really need to focus on. HR managers can easily get the Form I-9 filled out and filed away for local employees, but what about I-9 for remote employees?
All employers are required to complete and store a Form I-9 for each new employee hired to work in the United States. Although this Employment Eligibility Verification Form is mandated and enforced by the federal government, it remains the responsibility of the employer to ensure that the entire Form I-9 is properly completed and signed within 3 business days of the first day of work. Despite the form appearing simple on its face, our partners at I-9 Advantage tell us they receive countless questions about the Form I-9 and the rules surrounding its completion. The Screening News Network sat down with Corporate Immigration Counsel, Sathab Abbo, to shed some light on the questions they hear most. Here is the conclusion of our 3-part I-9 FAQ discussion:
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