Form I-9 Reporting & E-Verify: The Essentials For 2019 And Beyond


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Schedule
August 14, 2019 || 01:00 PM EDT / 10:00 AM PDT
Duration
90 Mins
Level
Intermediate
Webinar ID
50074

6 Days Left Register

It’s a new year and with new resolutions—among them, Immigration and Customs Enforcement (ICE) has apparently resolved to continue auditing and inspecting employer compliance.

Correctly completing a Form I-9, that seemingly simple form involves sifting through gray areas and often conflicting instructions that can prove to be a trap for the unwary, and often most well-intentioned employers.  Even seemingly minor “paperwork” violations can land employers in hot water for non-compliance. 

Why Should You Attend?

From the length of one’s hair, to the number and location of visible tattoos, to recognizing gender non-conformity style, to creating a summer dress code, employers are facing an increased need to determine their organization’s culture and policies, as well as following federal and state laws. How does an organization balance employees’ rights to express themselves with the organization’s rights to determine its legitimate business needs while maintaining an inclusive work environment? The pitfalls for employers are many.

More businesses are likely to face these issues especially now that research is confirming these types of biases exist broadly across U. S. workplaces. The potential for organizational errors are plentiful. Organizations expect employees to use sound judgment in their dress and grooming, however, what if the employee’s sense of dress and grooming varies from the organizations? After all, types of self-expression have become more commonplace with society demonstrating more acceptances in people’s choices of self-expression—shouldn’t the workplace reflect this change in social rules too?

This webinar will discuss the laws pertaining to dress code at workplace and how to implement discrimination free dress code.

LEARNING OBJECTIVES:

  • To discuss legal issues surrounding Dress and Appearance in the workplace
  • To list specific elements of a Dress and Appearance policy
  • To explore the role of unconscious bias and stereotypes play in discrimination through dress codes
  • To identify prevention tactics to ensure employees are judged by their performance and not on stereotypes

AREAS COVERED:

  • Guidelines by the EEOC regarding dress at work
  • Body art
  • International dress
  • National Labor Review Board’s take on dress
  • What should be considered in writing your dress code.

Who Will Benefit:

  • Managers
  • Directors
  • Human Resources Generalists
  • Supervisors
  • Office Managers
  • Owners
  • Presidents
  • HR Personnel