The Form I-9 Employment Eligibility Verification

There is no excuse for ignoring your responsibility to the Form I-9, Employment Eligibility Verification. Every employer is responsible for completing the Form I-9 timely and accurately, updating the form when required, and retaining the form in accordance with the law.

The law requires every employer to complete the Form I-9 on the first day the employee starts to work. The I-9 requires the employee to attest, under penalty of felony perjury, they are authorized to work in the U.S. The employer then must examine documents provided by the employee to verify the new hire's identity and work eligibility.

An ICE document inspection is a full audit of your company's I-9 forms and documents. Everything matters! It is not enough to have a Form I-9 on file for all employees. The form must be complete and accurate or you will pay significant fines. The more employees you have, the higher your risk.I9 compliance

  • Statistically, over 80% of employers audited by ICE will pay civil money penalties for errors and omissions on the Forms I-9.
  • 75% of employers know their Form I-9s are not complete and correct.
  • Violations for simple clerical errors, omissions, and "honest mistakes" could bankrupt your company.
  • Immigration and Customs Enforcement (ICE) is aggressively targeting employers across the country to enforce Form I-9 compliance.

ICE considers an independent I-9 audit a "Best Practice"
in an employer's effort to achieve Form I-9 compliance.


Protect Your Business - Be Proactive

checkmark Identify costly errors BEFORE ICE VISITS. Schedule an independent I-9 Audit today.
checkmark Improve efficiency and eliminate costly I-9 errors with targeted Training for the Form I-9.
checkmark Use 3rd Party Verification to be certain your sub-contractors comply with Form I-9 requirements.
checkmark Define your on-boarding processes with a customized, employment eligibility I-9 Compliance Plan.
checkmark Use E-Verify for Federal contracts and to confirm work authorization for new hires.




Disclaimer: The information provided in this website is not legal advice and should not be interpreted as legal advice. This website is intended to provide a basic understanding of this information in summary form. This information may not be comprehensive, is subject to change, and may not apply to all individual circumstances. Any information received here should be confirmed with the appropriate government agencies or with an attorney, particularly as it relates to your individual circumstances. Your use of this website indicates your agreement to be bound by our Terms of Use. No client relationship is created by the provided content.

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