Category Archives: Paperless hiring

Don’t Get Frozen By ICE


Ensuring all I-9 forms are compliant when onboarding a new hire can be an excruciating task.  However, maintaining compliance is necessary, otherwise it can lead to hefty fines.  According to the Associated Press, the U.S. Immigration and Customs Enforcement (ICE) fines have skyrocketed to over $10 million.  ICE also issued over 3,000 Notices of Inspection (NOI) in FY 2012.

What industries does ICE target?  Primarily restaurants, retail, and hospitality due to high turnover rates, hourly workforce wages, and hiring a large number of immigrants, as well as high school diploma or below – educated employees.  If I-9 forms are not completed accurately, it may result in a fine of $110 to $1,100 per employee, depending on the percentage of non-compliant or missing forms. ICE also has the right to increase or decrease fines based on employer size, good faith of employer, and violation type.

Here are just a few examples of businesses that have been fined by ICE these past few years.  In California, a small Mexican restaurant, La Hacienda Mexican Cafe was fined more than $22,400 for not completing I-9 forms for 24 of their employees.  In Maryland, Tandoori Nights who maintains around 39 employees, faced a hefty fine of $90,508 based on 10 non-compliant forms.  In Colorado, Empire Dairy received a fine of $49,500 based on 62 non-compliant forms, with a total of 76 employees.

As you can see, these fines can be detrimental to your business.  So, how do you avoid fines?  Here are 8 ways to reduce your risk of I-9 non-compliance.

  1. Make sure all employees complete the form I-9.
  2. Review and make sure all sections of the form have been completed properly.
  3. Ensure section 1 is completed by employee no later than the first day of employment.
  4. Complete section 2 within three business days thereafter.
  5. Examine documents provided by employee validating their identity, and record the information on the form I-9.
  6. Use E-Verify to ensure legal workforce.
  7. File and retain form I-9 for three years from the date of hire or one year from the date of termination, whichever is later.
  8. Use a secure, online onboarding system such as GoHire, which ensures completion of form I-9, provides the option of E-Verify, and stores all forms virtually.

Being compliant is important and should be taken seriously.  Paperless onboarding your employees with a system like GoHire provides the security of form I-9 completions and proper storage of forms so that maintaining compliance is stress-free.  Take the next step at ensuring compliance so you don’t get frozen by ICE.  Go paperless and onboard online with GoHire!

Disclaimer: The content of this post does not constitute direct legal advice and is designed for informational purposes only. Information provided through this website should never replace the need for involving informed counsel on your employment and immigration issues.  To learn more about I-9 compliance, go to

Jodi Sabol | Marketing Consultant | Red Book Connect


Are You Keeping Your Employees Safe?

ID Theft

Did you know there are approximately 50 million victims of identity theft each year?  Recently in Colorado, a sophisticated ID theft ring broke into various stores and stole employees’ records from safes and filing cabinets including copies of blank checks, driver’s licenses, and social security numbers.  Storing hard copies of your employees’ information, even if locked in a filing cabinet or safe, can be extremely risky.  Safeguarding your employees’ information is important and good business.

Below are 5 key principles that the Federal Trade Commission recommends when securing highly sensitive information.

1. Take Stock – Assess and keep inventory of all sensitive information you have for each employee by type and location.  Ensure it is in a secure area at all times and only a minimum number of people have access to it.  Keep track of who has access to the sensitive data at all times.

2. Scale Down – Keep only the information that you need and only as long as needed.  Dispose of any unnecessary sensitive information.  Also, only use social security numbers as necessary.  It isn’t essential to use social security numbers as an employee identification number.

3. Lock It – If you do have hard copies of sensitive information, ensure to lock them in a secure location, such as locked safe or filing cabinet in a locked up room.  Limit employee access to the locked location, and keep track of who has a key and the number of keys.  Ensure that keys are kept with employee at all times.  Also, make sure not to leave employee information out in a public area unattended.  Please note that even with all these safety precautions, it can be easy for a professional thief to break open a filing cabinet or safe.

Electronic security is probably the most secure way of storing employee information due to the difficulty of trying to break into one’s secured data on a computer.  However, there are still a few precautions you need to take when storing data electronically.  Make sure you keep your login and password information secured.  Don’t give out your password unless necessary.  Also, don’t leave sensitive information on your computer screen unattended.  Most importantly, ensure that all sensitive data is kept on a secured server, and run up-to-date anti-virus and anti-spyware programs on your computers.  Lastly, do not scan and email employee information.  It is best to use a secured online system to complete and store employee’s sensitive information.

4. Pitch It – Shred, shred, shred!  If you have hard copied sensitive information that you want to get rid of, make sure to shred or burn it so that it can’t be read or reconstructed.  If you want to dispose of sensitive information on your computer, use software to securely erase data, usually called wipe utility programs.  This will overwrite the entire hard drive so files cannot be recovered.  Deleting files using your keyboard or mouse does not completely wipeout the files and can potentially be recovered.

5. Plan Ahead – Have a plan in place in case identity theft occurs.  If filing cabinets or safes have been stolen or tempered with, contact the authorities and alert your employees immediately.  If you have sensitive information on a computer and it has been compromised, disconnect the computer immediately from your network.  If an incident does occur, you should consult your attorney.

It is extremely important to protect your employees from identity theft.  GoHire’s onboarding system can help you protect your employees by storing their personal information in a secure, virtual environment.  GoHire provides standard forms with sensitive information such as the I-9, W-4, and Direct Deposit Enrollment for new hires to complete and sign all online so there is no paper trail.

For more information regarding the Federal Trade Commission’s guide to protecting sensitive information for your business, please go to

If you would like more information about Red Book Connect’s solution, GoHire, please visit our website at

Jodi Sabol | Marketing Consultant | Red Book Connect

The Paperless Advantage

hiring paperless photo


Hiring new employees can be complex and time-consuming.  Best practices can help, but you need a new employee as quickly as possible.  You need the paperless advantage.


Understanding the Problem

When hiring a new employee, you wade through applications and resumes.  You interview a few candidates who seem like they’d fit the needs of your restaurant.  You make an offer.  Now, you have to get your new employee onboard.  It’s a tedious, paper-consuming process that takes hours away from your many other duties.  It doesn’t have to be that way.

Best Practices

A variety of “best practices” can help you streamline your hiring. Forbes’ Gauri Sharma offers up these suggestions:

  • Network to identify possible employees.
  • Look for the traits that make your employees successful.
  • Test how candidates respond to a simulated day-to-day task.
  • Pay attention to candidates’ communications skills.
  • Inform candidates about the current challenges your restaurant is facing.
  • Select members of your team to help you vet prospective employees.
  • Create a hiring agenda to streamline the hiring process.
  • Always check the candidates’ references before making an offer.
  • Be upfront with “leap-of-faith candidates,” so they know what you expect of them.

Inc.’s Christine Lagorio-Chafkin says, “Even if you don’t have an HR department, having solid human-resources policies is essential from day one.”  You need company policies and procedures.  You need face-time with new hires.  You need to provide thorough instructions to get them up to speed. Of course, when you’re a busy manager running a restaurant you want to place new staff as quickly as possible.  Best practices are probably the last thing on your mind.  What you really need is a solution.

The Red Book Connect Solution

Red Book Connect offers real, cloud-based solutions to your management problems, including hiring and onboarding, which gives you the paperless advantage and so much more! Our solution empowers you to:

  • Post your advertisement to hundreds of job boards with one click,
  • Create a branded career-site for your restaurant,
  • Rank applicants based on specific criteria,
  • Comply with HR laws and regulations,
  • Screen the backgrounds of applicants,
  • Fill out tax forms online and more.

By using Red Book Connect’s solution, you can:

  • Make better informed hiring decisions,
  • Hire more qualified applicants,
  • Reduce hiring costs by as much as 60%,
  • Automate tedious, time-consuming tasks, and
  • Organize and simplify your hiring processes.

If you want to see for yourself what our hiring solution can do, you need to watch this quick testimonial.  Then, request a free demo!  If you really want to streamline your hiring process, ask about the three-in-one solution.