Establish uniform policies regarding the I-9
process and compliance, including whether to copy supporting documents; storage of I-9s
; addressing credible reports of suspected unlawful employment and/or fraudulent identity; and retention and purging.
As of 2004, the law also allows employers to electronically complete and store I-9s
With one simple log-in, customers can manage their backgrounds, Form I-9s
and E-Verify all within the same platform.
The myE-Verify application will permit workers to check the biographic information included on their own I-9s
to see whether the E-Verify system would confirm their eligibility.
Have all of your I-9s
ready to have us inspect them.
All companies should have in place an I-9
procedure or compliance manual that is required reading for persons responsible for completing I-9s
on behalf of the company.
For example, under federal law, if an employer fails to properly complete, retain and/or make available for inspection its Form I-9s
(the Federal Employment Eligibility Verification form) as required by law, it may face civil penalties in an amount of not less than $110 and not more than $1,100 for each violation.
In addition to preparing Form I-9s
, the Immigration Reform and Control Act (IRCA), a controversial law c\enacted in 1986, requires employers to enact other policies such as terminating workers if the employer later learns that the employee is undocumented.
This would include: (1) ensuring that I-9s
of every employee are properly and correctly filled-out, (2) reviewing and training employees/managers on compliance policies and issues, and (3) preparing for Immigration and Customs Enforcement (ICE) audits.
ICE audits that reveal large numbers of improperly documented I-9s
for lawful workers get less attention.