Our services will allow employer to avoid substantial civil and criminal penalties that may be assessed for I-9 employment eligibility by USCIS
An in-house audit of I-9 files to determine: if your business has the ability to promptly comply with an audit from Immigration Customs and Enforcement, Department of Labor or the Office of Special Counsel for Immigration Related Unfair Employment Practices, US Attorney Office determine if any pattern of I-9 violations exists or probable violations, institute policies to mitigate any discovered violations
Train Human Resource Professionals regarding I-9 forms completion, acceptable documents, mismatch letters, document abuse situations, and how to minimize discrimination liability
Create an I-9 company policy, which would include standardized intake procedures, retention policies, and tickler systems for re-verification and document retention, provide computerized in-house verification system
Develop a tickler system to ensure compliance with the law for re-verification and document retention and develop systemized compliance procedures
Develop the most efficient centralized and standardized I-9 form recordkeeping process for your business, develop off-site file storage system
Create a Social Security Mismatch Policy and review your company's Fraud Policy as it relates to Mismatch letters and new I-9 procedures instituted by USCIS
Advise on all Social Security verification systems and determine which system will be best for your company, including USCIS managed verification procedures
U.S. employers are required by law to verify the employment
authorization of all workers they hire on or after November 6, 1986,
for employment in the United States, regardless of the workers’
immigration status. Employers who hire or continue to employ
individuals knowing that they are not authorized to be employed
in the United States, or who fail to comply with employment
authorization verification requirements, may face civil and, in
some cases, criminal penalties. Form I-9, Employment Eligibility
Verification, must be completed for each newly hired employee,
including U.S. citizens, permanent residents, and temporary foreign
workers, to demonstrate the employer’s compliance with the law
and the employee’s work authorization. Through the Form I-9
verification process, employers ensure that employees possess
proper authorization to work in the United States and that hiring
practices do not unlawfully discriminate based on immigration
status.
Who is responsible for completing the different sections of
Form I-9?
The employee must complete Section 1, Employee Information
and Verification, of Form I-9. The employee must attest that he
or she is a U.S. citizen or national, a lawful permanent resident,
or is otherwise authorized to work for the employer in the United
States. The employee must present documentation to the employer
establishing identity and employment authorization based on the
most current Lists of Acceptable Documents on the I-9 form. The
employer is obligated, after physically examining the documents
presented by the employee, to complete Section 2, Employer Review
and Verification, and Section 3, Updating and Reverification (if
applicable), of the I-9 form.
When should Section 1 of Form I-9 be completed?
Each newly hired employee (an employee who has accepted the
position) should complete and sign Section 1 no later than the first
day of employment, regardless of his or her immigration status.
