All U.S. employers are responsible for completion and retention of Form I-9 (Employee Eligibility Verification) for each individual they hire for employment in the United States. This includes citizens and noncitizens.
Employers must verify the employment eligibility and identity documents presented by the employee and record the document information on the Form I-9.
The U.S. Immigration & Customs Enforcement (ICE) regularly conducts inspections of I-9 Forms to ensure that employers’ I-9 forms and supporting documentation meet the compliance rules.
The I-9 Form must be kept by the employer either for three years after the date of hire or for one year after employment is terminated, whichever is later.
The I-9 Form must also be available for inspection by any other U.S. Government agency (e.g., U.S. Department of Labor, Office of Special Counsel).
The Pappas Group gives I-9 training programs to employers of all sizes and conducts immigration compliance seminars for your in-house staff and HR department.
We develop streamlined systems to allow employers to navigate the complex and ever-changing area of employment verification, ensure your compliance with federal immigration law and help you avoid government sanctions and potential criminal referrals.
Our Immigration Compliance Services include:
On Site I-9 Compliance Audits
We review your employee records for compliance with I-9 regulations as well as all other related federal immigration rules such as E-Verify.
Our I-9 Audit services are conducted at your offices to determine:
- Determine if your business has the ability to promptly comply with an audit from Immigration Customs and Enforcement (ICE), Department of Labor (DOL), or the Office of Special Counsel for Immigration Related Unfair Employment Practices;
- Determine if any pattern of I-9 violations exists; and
- Advise your staff on policies and procedures that will allow you to mitigate any discovered violations.
On Site Training
We give on site training to your employees regarding I-9 completion, acceptable documents, mismatch letters, document abuse situations, and how to minimize potential discrimination and EEOC claims.
Creation of I-9 Company Policy
We draft appropriate language and policies for inclusion in your HR manuals which includes standardized intake procedures, retention policies, and tickler systems for re-verification and document retention.
The existence of a written policy in many cases will allow an employer to avoid government sanctions for non-compliance.
Development of an I-9 Compliance Tickler System
We advise you on the development and maintenance of a user-friendly system for tracking employees I-9 documentation to ensure compliance with the federal immigration law for re-verification and document retention.
Development of a Centralized I-9 Record Keeping System
We develop, along with your staff, an efficient centralized and standardized I-9 form recordkeeping process.
Create a Social Security Mismatch Policy
We review your company’s Fraud Policy as it relates to Social Security Mismatch letters and advise you on the same.
Give Advice on Social Security Verification Systems
We evaluate your business and determine which verification system is best for your company.