Mitigating Risk with I-9 Compliance Software and What Every Employer Should Know
Summary
How Does I-9 Compliance Software Helps Mitigate Risk for Employers? Although manual procedures are still used by some human resource departments today, a growing number of companies are instead choosing to rely on digital tools such as I-9 compliance software. Overall, the switch often gives employers an increased sense of efficiency in onboarding, the confidence of consistency, and a decrease in compliance risks. The Immigration Reform and Control Act of 1986 mandated that employers verify the identities of employees as well as their authorization to legally work in the United States by having them complete the form, and that procedure is still in full effect today. Some of the most challenging areas of I-9 compliance for human resource departments include: • Ensuring there are no blanks on required fields before officially submitting the form, • Completing each section of the form by the appropriate deadline, • Understanding which types of and how many kinds of identification (List A, B, C) are needed, • Knowing how to, in good faith, verify the authenticity of documentation, • Handling Tentative Nonconfirmation returns in which an employee’s E-Verify data does not match records maintained by the federal government, • Addressing an issue before it becomes a compliance issue, • Retaining employee information as instructed by the Form I-9,