One of your top priorities as an HR professional is maintaining compliance with various state and federal regulations. A key compliance regulation effecting all employers is making sure that any employee hired onto your payroll is legally eligible to work in the United States. This is where Form I-9, the employment eligibility verification form, comes into play.  

Verifying proper identity and work authorization documentation for every employee is a crucial HR compliance function - not just for a company’s efficiency, but also for legal compliance. One of the most important tools in this process is the Form I-9 which is used to verify the identity and employment eligibility of employees in the United States.  

Employment eligibility verification is a crucial HR and compliance function. Are Form I-9 and E-Verify one in the same? No.  

Government investigations of employers' I-9 compliance have been a key part of both Democratic and Republican administrations' efforts to combat unauthorized immigration. Form I-9, which became mandatory in the United States on November 6, 1986 when the Immigration Reform and Control Act (IRCA) was passed, is one of many crucial documentation processes required of employers in the United States. Form I-9 is intended for employers to verify the identity and employment authorization of individuals hired to work in the United States.

In today’s competitive job market, employers seek new ways to attract and retain top talent while also maintaining a fair and inclusive environment. A company’s pay transparency continues to be a fundamental part of that equation.  

Starting January 1, 2025, Illinois will require enhanced pay transparency requirements. These changes align Illinois with a growing trend across the U.S. aimed at promoting pay transparency in hiring practices. Here's a breakdown of what this means for employers.

Maryland's new wage transparency law (SB 525/HB 649) is in force as of October 1, 2024 and requires all public and private employers to include detailed compensation information in all job postings, internal and external. The law covers positions performed at least partially in Maryland, including remote and hybrid roles. There is no minimum employee requirement for coverage under this law. OutSolve offers a helpful Maryland Pay Equity Checklist (see below) to assist you in complying with this new law.

Imagine stumbling upon your current job being advertised online with a juicier paycheck than yours. That's exactly what happened to one woman in New York City last year. She saw a role very similar to hers on LinkedIn, but with a higher salary, and thought, "Why not apply?"