{"id":5957,"date":"2016-08-25T15:04:01","date_gmt":"2016-08-25T19:04:01","guid":{"rendered":"http:\/\/salehlaw.com\/?p=5957"},"modified":"2016-08-25T15:04:01","modified_gmt":"2016-08-25T19:04:01","slug":"immigration-employment-6-tips-proper-9-compliance","status":"publish","type":"post","link":"https:\/\/salehlaw.com\/es\/immigration-employment-6-tips-proper-9-compliance\/","title":{"rendered":"Inmigraci\u00f3n y empleo: 6 consejos para el correcto cumplimiento de la I-9"},"content":{"rendered":"

Con la presi\u00f3n pol\u00edtica que impulsa a la reforma migratoria a ser el centro de atenci\u00f3n nacional, los empleadores que descuidan un tema legal pueden convertir a una empresa rentable en un pozo financiero de demandas interminables.<\/span><\/p>\n

Estamos hablando del cumplimiento de la I-9.<\/span><\/p>\n

Nunca se ha centrado m\u00e1s el foco de atenci\u00f3n de la inmigraci\u00f3n como lo hace ahora en los empleadores de los Estados Unidos. Los empleadores de los EE. UU. Deben saber qu\u00e9 es un I-9 y c\u00f3mo garantizar que cumplan con todas las obligaciones legales cuando se trata de sus pr\u00e1cticas de contrataci\u00f3n. Por lo tanto, hemos descrito seis consejos pr\u00e1cticos para ayudar a garantizar el cumplimiento legal de todos los requisitos de la I-9.<\/span><\/p>\n

Descripci\u00f3n general del formulario de verificaci\u00f3n de elegibilidad de empleo I-9<\/b><\/p>\n

yo<\/b>En 1986, el Congreso de los Estados Unidos aprob\u00f3 la Ley de Control y Reforma de la Inmigraci\u00f3n que exige que las empresas de los Estados Unidos verifiquen la documentaci\u00f3n legal de todos los trabajadores. La documentaci\u00f3n puede ser en la forma de un pasaporte o la combinaci\u00f3n de una licencia de conducir y una tarjeta de Seguro Social. Los empleados reci\u00e9n contratados tienen varias opciones legales para probar que tienen derechos legales para trabajar dentro de los Estados Unidos.<\/span><\/p>\n

Con el enfoque en la ley de inmigraci\u00f3n en su punto m\u00e1s alto, los empleadores estadounidenses deben seguir estos seis consejos para ayudar a garantizar el cumplimiento de la I-9.<\/span><\/p>\n

Ap\u00f3yate en la M-274<\/b><\/p>\n

M-274 representa el mejor recurso para uso de los empleadores en relaci\u00f3n con el cumplimiento de la I-9. El manual presenta informaci\u00f3n directa que ayuda a los empleadores de los EE. UU. No solo a verificar el estado legal de un posible empleado, sino que tambi\u00e9n proporciona informaci\u00f3n \u00fatil para verificar la documentaci\u00f3n. Este manual, que puede encontrar en l\u00ednea en http:\/\/www.uscis.gov\/files\/form\/m-274.pdf, es especialmente \u00fatil para verificar el estado legal de los empleados potenciales.<\/span><\/p>\n

Fotocopia todo<\/b><\/p>\n

El cumplimiento de la I-9 solo requiere que los empleadores estadounidenses verifiquen la documentaci\u00f3n de los posibles empleados y luego firmen la I-9 para completar el proceso. En ninguna parte de la ley se establece que los empleadores deben probar la legitimidad legal de los empleados al fotocopiar documentos, como pasaportes y licencias de conducir. Dado que existen diferentes escuelas de pensamiento sobre si los empleadores deben retener fotocopias de los documentos junto con el I-9, los empleadores deben comunicarse con su asesor legal para determinar las mejores pr\u00e1cticas para sus respectivas organizaciones.<\/span><\/p>\n

Asegurar todos los documentos I-9<\/b><\/p>\n

Si el gobierno federal emite una auditor\u00eda de Inmigraci\u00f3n y Control de Aduanas (ICE, por sus siglas en ingl\u00e9s) de su negocio, debe proporcionar los documentos que verifiquen la elegibilidad del empleado para el empleo. Esto significa que las empresas de los EE. UU. Deben almacenar electr\u00f3nicamente todos los formularios de cumplimiento de la I-9, as\u00ed como las copias impresas de la documentaci\u00f3n. <\/span><\/p>\n

Cumplimiento Significa Escrutinio<\/b><\/p>\n

Incluso si dirige una peque\u00f1a empresa, corre el riesgo de no cumplir con las leyes de inmigraci\u00f3n de los Estados Unidos al no mantenerse al tanto del cumplimiento de la I-9. Esto significa que los empleadores estadounidenses de todos los tama\u00f1os deben confiar el cumplimiento de la I-9 a un profesional de recursos humanos que comprenda a fondo las normas de cumplimiento de la I-9. El profesional de recursos humanos debe realizar auditor\u00edas internas para garantizar que toda la documentaci\u00f3n requerida por el gobierno federal est\u00e9 disponible.<\/span><\/p>\n

Entrena a tu equipo de recursos humanos<\/b><\/p>\n

Cada miembro de su equipo de recursos humanos debe aprobar un riguroso programa de capacitaci\u00f3n que cubra todos los problemas asociados con el cumplimiento de la I-9. El gerente de recursos humanos debe ser parte de la capacitaci\u00f3n, no el empleado que lleva a cabo la capacitaci\u00f3n. Haga que un experto certificado en cumplimiento de la I-9 del gobierno lleve a cabo la capacitaci\u00f3n.<\/span><\/p>\n

Consulte con un experto legal<\/b><\/p>\n

El cumplimiento de la I-9 nunca debe convertirse en un juego de adivinanzas. Las sanciones econ\u00f3micas son demasiado altas para las conjeturas. Siempre que una empresa estadounidense tenga la menor duda sobre el cumplimiento de la I-9, aseg\u00farese de consultar con un experto legal para garantizar la legalidad adecuada. Si tiene una pregunta sobre el cumplimiento de la I-9, no dude en ponerse en contacto con el equipo de abogados de inmigraci\u00f3n de Saleh & Associates.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

Con la presi\u00f3n pol\u00edtica que impulsa a la reforma migratoria a ser el centro de atenci\u00f3n nacional, los empleadores que descuidan un tema legal pueden convertir a una empresa rentable en un pozo financiero de demandas interminables. Estamos hablando del cumplimiento de la I-9. Nunca se ha centrado m\u00e1s el foco de atenci\u00f3n de la inmigraci\u00f3n como lo hace ahora en los empleadores de los Estados Unidos. Los empleadores de los Estados Unidos necesitan saber qu\u00e9 [...]<\/p>","protected":false},"author":6,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[9],"tags":[],"class_list":["post-5957","post","type-post","status-publish","format-standard","hentry","category-immigration-information"],"yoast_head":"\nImmigration and Employment: 6 Tips for Proper I-9 Compliance<\/title>\n<meta name=\"description\" content=\"With political pressure pushing immigration reform into the national spotlight, employers that neglect one legal issue can turn a profitable company into\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/salehlaw.com\/es\/immigration-employment-6-tips-proper-9-compliance\/\" \/>\n<meta property=\"og:locale\" content=\"es_ES\" \/>\n<meta property=\"og:type\" 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