The Social Security Administration (“SSA”) has officially resumed issuing No-Match Letters, which alert employers of mismatches between submitted W-2 information and SSA records. The 2019 letter requests that employers submit corrections to the SSA within 60 days. If an employer receives a No-Match letter, it has a lot to decide: Must the employer respond and if it does, how and when? Should the employer notify its employees? How? What should a manager say to the affected employee? Are you prepared to lose employees? How can you prevent this from happening? How can you protect your business in the future?
Attorney Robert G. Brody will discuss these important issues, as well as provide information on ensuring compliance with IRS Form I-9 requirements, properly making corrections to Form I-9s, and protecting your business from potential audits and raids conducted by Immigrations and Customs Enforcement (ICE).
An introduction to the 2019 Social Security Administration “No-Match” Letter.
Overview of steps to take when receiving a “No-Match” Letter and discussion of best practices including how to minimize the likelihood of an ICE audit and how to prepare for the fallout once your employees learn that an I-9 issue has arisen.
Discussion of ICE audit procedures and penalties related to non-compliance.
Discussion of proper I-9 procedures; both when filling out Form I-9 for new hires and when making necessary corrections to existing I-9s.
Discussion of additional tools available that may help ensure compliance and protect employers from these issues in the future.
Robert G. Brody, Esq., In 1997, Robert G. Brody founded Brody and Associates, LLC, a labor, employment and benefits law firm which represents management. Before founding Brody and Associates, Bob was a Managing Partner for Jackson Lewis, one of the largest management, labor and employment law firms in the United States.
Bob has been in private practice for more than 35 years. He has represented businesses across the United States. He works in all industries and with companies that are leaders in their own industry, as well as with developing companies. As new laws emerge, Brody and Associates anticipates what these laws mean and what steps are needed to maintain compliance. Every month Brody and Associates share these insights among clients and friends with its legal monthly updates. When counsel isn’t enough, Bob has represented clients across the country before civil rights agencies, Wage and Hour Tribunals, States Attorneys General offices, many State Departments of Labor, and of course State and Federal courts.