Would Your I-9 Forms Pass an ICE Inspection?

Ask yourself these questions. If you answer “no” to any, you would not pass an Immigration Customs and Enforcement (ICE) inspection.

Inspection1. Have you been using the new I-9 form (dated 3.8.13)?
As of May 7, 2013, only the 3.8.13 version of the I-9 Employment Eligibility Verification Form may be used.

2. Do you keep separate I-9 files for current employees and terminated employees?
I-9s for current employees must be kept separate from terminated employees. Additionally, I-9s for current employees cannot be kept in employee personnel files.

3. Do you regularly conduct self audits?
Correctable errors can, and should, be corrected during regular self audits. Any correction made should be initialed, dated, and noted, “per self audit.”

Errors on I-9s can carry penalties of up to $1,100 per violation, and in some cases, criminal penalties. Audits are on the rise. Consider this: there were only 250 audits in 2007. In 2011, ICE conducted 2,496 I-9 audits resulting in 221 employers criminally arrested and more than $10.4 million in fines. In 2012, these increased to more than 3,000 audits and $13 million in fines. Odds of getting audited are increasing, are you ready?

Read more on what you can do to prepare for an I-9 audit here.

Click here to read more about the latest I-9 form.

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Rethink Your Stress

Are you stressed? Work, kids, responsibilities, and life in general can seem to all add up to major stress. You may even stress about being stressed. You’re certainly not alone. This worry can interfere with your life and affect your health. What if it’s not the stress that is really bad for you but the way you think about stress? According to a new research study, science suggests that how we think about stress actually determines how harmful it is to our health.

Click here to read the full article on Inc.com.

Biting nail

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New Form I-9 Released

On March 8, 2013, U.S. Citizenship and Immigration Services (USCIS) published a revised Employment Eligibility Verification, Form I-9. Employers are to begin using the new Form I-9 immediately.  However, realizing that some employers may need additional time to incorporate the new forms into their hiring process, USCIS is allowing a 60-day grace period. The deadline for making the switch to the revised Form I-9’s is May 7, 2013, until then employers may continue to use previously valid Forms I-9 (Rev. 08/07/09Y and 02/02/09N).

Some improvements to the Form I-9 include new data fields (email address, phone number and foreign passport in section 1), a revised format that now makes the I-9 two pages and clearer instructions for completion.

You may get the new form through the USCIS website’s I-9 Central page.  You may also call the USCIS National Customer Service Center at 1-800-375-5283.


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Want to be a better leader? HR Administrative support company shares helpful article!

Sheakley has a long history of building our own employees into great leaders within our company. So it comes to no surprise that we want to help employers become stronger leaders as well. We are sharing an article, found on Inc.com, that provides 4 everyday ways of doing so.

Hopefully this provides a refresher on strong leadership.

Click here to read the full article on Inc.com.

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National Payroll Firm shares How to Help Your Employees to be Fearless

A recent survey reveals employees are afraid at work. Yes, even yours. Here’s what you can do about it.

Unless you work in the reptile house or a risky construction site, it’s unlikely you give much thought to whether your employees are afraid. They’re just typing away behind their computer screens, after all. But according to a recent survey, many of them are.

They’re afraid of making a mistake. They’re afraid of angry customers. And they’re afraid of fighting with their manager. That’s according to a recent survey from staffing agency Robert Half International, which found:

28% of respondents said their biggest fear is making a mistake
18% said they are scared of difficult clients
15% said they are afraid of conflicts with a manager
13% reported being afraid of speaking in front of a group
Another 13% said conflicts with co-workers are their biggest fear
Just 3% said they have no fears

To continue reading the full story, click here.

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3 Characteristics of Amazing Presentations



First, make sure you have something to say. Then, follow these basic rules.

Courtesy of tedxsomerville/Flickr


I recently attended a TEDGlobal conference. It was (as the veterans say) my ‘first’ TED and, while I was nervous about my own talk, I was thrilled to hear everyone else’s. Apart from some genuinely provocative ideas which have stuck with me ever since, this was an opportunity to watch some wonderful presentations and reflect on what makes a great talk.

Here are my top observations:

1. Stories always work.

Human beings remember things that matter. So lots of charts, slides, and numbers may be important, but they’re hard to retain. Memorable speeches build a connection between the speaker and the audience and stories–especially personal ones–are what make that connection last. Researcher Mina Bissell’s narrative about what led her to think differently about the structure of cancer took an abstract idea and made it real.

2. Images are meaningless–with one exception.

I saw a lot of slides and most of them I can’t even remember. But the few that I do I’ll remember forever. One of the best was journalist Andrew Blum’s picture of the physical reality of the Internet: a bunch of divers laying cables across the sea bed. Every time anyone mentions the cloud now, I know it isn’t a cloud, and it isn’t in the sky; it’s wires under our feet.

3. Enthusiasm isn’t everything.

I heard a number of very eager speakers whose content evaporated a few moments after they stopped talking. I even remember what they looked like and the fancy fonts in their slides, but not what they said. Information really does matter and however evangelical the delivery, substance beats style every time.

When you’re doing corporate presentations, the same rules apply. Stories–the right stories–take facts out of the abstract and make them engaging and memorable. Images only work when they say something. And bouncy salesmanship evaporates faster than perfume. Even the biggest presentations are, at heart, great conversations.

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Obamacare is Here to Stay. Now What?

| Inc.magazine

Now that repeal is off the table, you need to get with the program, like it or not. Here are three things you have to do.

 Health care activists offer free health screenings in Los Angeles David McNew/Stringer/Getty


Health care activists offer free health screenings in Los Angeles

The Affordable Care Act withstood many trials on its way toward becoming reality, from epic congressional battles, to a pivotal Supreme Court ruling, to–finally–yesterday’s Presidential election.

Obama’s reelection means his health care reform act has dodged its last bullet, and the age of universal mandates, penalty taxes and tax credits will almost certainly go into effect, although probably not exactly as scheduled on January 1, 2014. What do you need to do to get your business ready?

Inc. put the question to healthcare policy expert Henry J. Aaron, a senior fellow at Washington think tank Brookings Institution. Aaron offered three key ideas for entrepreneurs facing the enormous changes scheduled for healthcare during Obama’s second term.

Weigh the Costs

The key decision you will face is whether to sponsor a healthcare plan, if you don’t already have one, or to drop a policy you may have and leave employees to buy insurance on the exchanges themselves. The pros and cons of either route will depend on the size of your payroll, both in people and dollars. Do you have 50 or fewer employees? Then you aren’t subject to penalties for not providing an employee plan. On the flip side, helping employees pay for insurance affords tax advantages. If you have fewer than 25 full-timers on your payroll and their average pay is less than $50,000, the law affords you a tax credit of up to 35% for providing insurance today, rising to 50% in 2014.

“There’s a calculation to be done,” says Aaron, if your employees are below the threshold (which tops out at 400% of the poverty line) for getting a federal subsidy to buy insurance on their own. In such a case, it might make sense to drop insurance and add the savings to your employee’s cash compensation. The question you should ask, Aaron says, is, “If my employees are going to be eligible for subsidies, why should I leave that money on the table?”

If you have more than over 50 on staff, it’s a different story. If just one employee qualifies for insurance subsidies, and you don’t provide insurance, that means tax penalties.

Check Your State’s Approach

In theory, you should be able to buy insurance for your employees on the new health-insurance exchanges. However, states differ in how they plan to administer the exchanges. “If you’re running a small business, what prospects you face depend sensitively on where you’re doing business,” says Aaron.  Some states, like Vermont, will take an active role, making sure that a broad range of insurance plans will be available on the exchange. Many others leave it to the federal government to run the exchange for individuals and will leave employer-sponsored plans alone.

The complexities are likely to create a mini-boom in the services of insurance brokers. Aaron suggest that you are likely to find them even more necessary than they are now in navigating the explosion in new options and rules.

Take Your Time

Enrollment in the new healthcare exchanges won’t begin until October 2013 at the earliest. Legal requirements–and the accompanying fees for disobeying them–won’t take effect until January 2014. Washington red tape probably could push those dates out even further into the future. “It’s a complicated bill, and it’s not drafted in a way to facilitate implementation,” says Aaron. “Delays could become inevitable and necessary.” That might suit many business owners just fine.

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