Session Highlights: Introduction: Role of Form I-9 in Employment Eligibility Verification Overview of Official I-9 audits and their implications for Employers Understanding Form I-9 Purpose and legal requirements Sections of the form and proper completion Common errors and how to avoid them Recent Trends in I-9 Enforcement Increase in audits and enforcement actions Industries under heightened scrutiny Penalties for non-compliance Conducting Internal I-9 Audits Importance of self-audits Step-by-step guide to performing an internal audit Correcting errors and maintaining accurate records Implementing Effective I-9 Policies and Procedures Developing comprehensive I-9 compliance policies Training HR personnel and hiring managers Utilizing electronic I-9 systems and E-Verify Responding to an Official I-9 Audit Understanding the audit process Employer rights and responsibilities Best practices for interacting with auditors Avoiding Discriminatory Practices Ensuring non-discriminatory verification processes Understanding anti-discrimination provisions related to I-9 Why Attend this Training: Key Takeaways: Comprehensive understanding of Form I-9 requirements Insights into recent enforcement trends and what they mean for your business Practical steps for conducting internal I-9 audits Strategies for developing robust I-9 policies and procedures Guidance on responding to official audits and avoiding common pitfalls

Areas covered in this webinar: Travel pay requirements—What you must pay for and why Best practices for paying travel pay correctly Which employees have to be paid…and when Payroll Compliance and travel pay issues—keeping wage and hour claims at bay What to do when federal and state laws conflict and handling multiple state conflict issues How travel pay affects overtime calculations—travel pay differences for exempt and non-exempt employees Special circumstances that may require travel payment What are per diems When travel payments are taxable Accountable and nonaccountable plans

Areas covered in this webinar: how federal and state wage and hour laws affect termination payments state-by-state review of when and how to pay final paycheck accrued vacation when it must be paid state-by-state review proper handling of deceased employee payments state-by-state review for recouping negative vacation balance and overpayments from the employee’s final paycheck deducting for missing or unreturned tools, company property, or uniforms processing child support, tax levies, and creditor garnishments from the final paycheck a brief discussion of the effects fringe benefits can have on final paychecks including stock options and deferred compensation year end and record retention concerns

Areas covered include, without limitation: Areas covered include, without limitation: Difference between exempt vs non-exempt employees; The salary basis test; The most common exemption categories; The duties test; Job Titles and Descriptions; Job Evaluations, Supervisor and Employee Interviews; 1. Discretion 2. Supervision 3. Authority 4. Case examples: Pharma sales reps; Auto service rep’s - Financial services employees -The New Overtime Rules applicable

Every business needs personnel files, but what should you put in them, and how do Do you document information? What does it mean to document something? The many ways to document At what point do you start documenting? How do you teach managers to document? How do employee-specific records differ from general HR documentation? How are PIPs your most important tool in preventing employee lawsuits? Tips on using electronic communication for documentation How long do you have to keep documentation?

This presentation will cover: What new (or old) criteria is the DOL now using to determine worker status What classifications of workers are permitted under IRS Rules What is the common law rule and how is it used to determine worker status What are the three factors the IRS uses to determine worker status and how to apply them correctly How the FLSA rules differ from the IRS rules and why you must follow both even as the FLSA regs are being updated in 2025 How does the state trump both the IRS and the FLSA on determining independent contractor status with the ABC test for SUI What are the latest agreements or programs being used by the IRS, DOL and the states to “find” misclassified employees Using the Form SS-8 to your advantage to determine worker status Who gets a W-2 and who gets a 1099 and why it should never be the same worker Find out how easily a 1099 audit can be triggered and why the chances of getting one are on the rise What are the penalties for misclassifying an employee as an independent contractor and who assesses them. It is not just the IRS you have to worry about. You found out you have a misclassified employee—now what?