Welcome to our I-9 section.

All U.S. businesses, including household employers, are required to verify the employment eligibility for each employee no later than 3 business days after the start of employment.

U.S. law mandates the use of their form I-9 to demonstrate compliance.  These forms are not submitted to the government but rather are retained by the employer who is required to make them immediately available to government officials for inspection.  These inspections are normally undertaken by U.S. Immigration and Customs Enforcement ICE).  ICE is the federal government's largest (and still growing) law enforcement agency.  They are all about enforcement.  They will impose substantial fines simply for paperwork errors.  There are many cases where an ICE audit has yielded no unlawful employment and still the employer is fined tens of thousands or even millions of dollars for paperwork errors.  It is not enough to hire properly, you must document properly.

One of the many complications is the necessity to assure employment eligibility while treading carefully and not engaging in unlawful discrimination.

Our Services

Representation - It is probably not too late to get representation.  Even if you've receive a notice of an ICE inspection or a Notice of Intent to Fine, or if you've been notified of a fine determination, we can help you each step of the way.  Proper legal representation can yield significant fine reductions.

Audit - Self audits undertaken before a notice of inspection are powerful evidence of good faith.  All employers should establish and execute audit protocols. We can perform an audit and assist you with corrections and audit protocols.

Consulting - Don't fall into the Abercrombie & Fitch, they settled their I-9 case for over $1 million after their in-house I-9 system was deemed not compliant with I-9 requirements.  We will help you design, spec and select the proper I-9 software.

Important Links

Form I-9

USCIS Handbook for Employers Warning - large .pdf file

ICE I-9 Fact Sheet