I-9 AUDIT: CORRECTING DEFICIENCIES

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1 I-9 AUDIT: CORRECTING DEFICIENCIES Section 1: Check that the following employee information is completed and correct: Employee name? Date of birth? Social security number? (optional, unless using E-Verify) Address? Immigration status is indicated? Immigration status is correctly stated? If employee is permanent resident, alien registration number has been completed? If employee is not a permanent resident, but has work authorization set to expire as of a date certain, that date is indicated? If employee is not a permanent resident, but has work authorization set to expire as of a date certain, alien or admission number is indicated? Employee signed? Employee signature dated? If any of the above information is missing or incorrect, have the employee make the correction and initial and date beside the correction. If marking through incorrect I-9 signed on date of hire? If not, there is no remedy.

2 Preparer/translator signed? Preparer/translator dated? Preparer/translator address provided? If any of the above information is missing or incorrect, have the preparer/translator make the correction and initial and date beside the correction. If marking through incorrect Section 2: Check that the employer verification and review have been properly completed: Appropriate combination of documents provided? One List A? OR One List B and one List C? If insufficient documents were provided, a company representative must review acceptable documents and properly complete EITHER List A or must complete BOTH Lists B and C. Initial and date beside the correction. If marking through incorrect If too many documents were provided (that is, List A is completed together with List B and/or C), there is no remedy. You may draw a single line through the extra, unnecessary document information and initial and date the correction as a sign of good faith. Is it our policy to copy List A/B/C documents? If yes, were all documents copied? If no, did improper copying occur? If documents were not copied and it is the company s policy to maintain copies, try to obtain copies from the employee at this time. If too many documents were copied, there is no remedy. You CANNOT destroy document copies that were retained with the original I-9.

3 List A: Document listed is appropriate List A document? List A: Document identification information and expiration are provided? List A: Document identification information and expiration are correctly stated? List A: Was a receipt for a replacement document accepted? List A: If a receipt was accepted, was replacement presented in 90 days? If replacement document was not presented in a timely manner, there is no remedy. List B: Document listed is appropriate List B document? List B: Document identification information is provided? List B: Document identification information is correctly stated? List C: Document listed is appropriate List C document? List C: Document identification information and expiration date are provided? List C: Document identification information and expiration date are correctly stated? List C: If a receipt was accepted, was replacement presented in 90 days? If replacement document was not presented in a timely manner, there is no remedy.

4 Employer certification signed by employer representative? Employer representative s name printed? Employer representative s title provided? Employer representative s business or organization name provided? Employer representative s address provided? Employer representative dated certification? Employer representative dated certification within 3 days of hire? If not, there is no remedy. Section 3: Check that updating and reverification is complete where required If employee listed expiration date in Section 1, was employment eligibility reverified?

5 If employee listed expiration date in Section 1, was employment eligibility reverified on or before that date? If completed late, there is no remedy. If reverification was required but not completed, a company representative should complete the reverification at this time, using the current date for his or her signature. If applicable, is date of rehire indicated correctly? Appropriate List A or C document listed? Document identifying information and expiration date provided? Document identifying information and expiration date correctly stated? Employer s representative signed? If a new expiration date was provided, was that date flagged for reverification? If completed late, there is no remedy. If reverification was required but not completed, a company representative should complete the reverification at this time (using a new Form I-9 if Section 3 has already been completed), and using the current date for his or her signature.

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