FORM I-9 & E-Verify Test. FORM I-9 & E-Verify Test. 1 P a g e INSTRUCTIONS:

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1 FORM I-9 & E-Verify Test INSTRUCTIONS: All answers can be found by reviewing the documentation on myadvantage: Once the test is complete, please return the signed test to: via and cc your next level supervisor. A score below 80% will require additional training and a re-test. FORM I-9 & E-Verify Test QUESTIONS: 1. If an employee comes into the branch that has to complete the electronic Form I-9 and the branch does not have a kiosk or extra terminal, what is the best practice to have the employee fulfill the requirement? A. Send the employee home and call them once a computer is available. B. Have the employee sit beside your work station and complete Section 1 as a preparer by accessing I-9Express and selecting New I-9 as this is acceptable if the employee is physically present. C. Do their Form I-9 another day when the office is not as busy. D. Skip the Form I-9; you need to get this employee to the job site ASAP. 2. If the legal name (per the provided List A or List C document) contains a suffix such as Jr., Sr. or III, this must also be displayed in Section 1 and Section 2 of the Form I-9? (True or False) 3. If the employee is willing to provide a List A, B & C document, are you able to accept all three items as extra proof of work authorization and identity?. More is better when it comes to verifying work authorization and identity of an employee.. This is seen as discrimination. Only accept what is required. 4. What name is required to be used for an employee in Section 1 and 2? A. List B documentation (identity document). B. Write in Section 2 whatever name the employee has provided in Section 1 to ensure the names match. C. The name used in Section 1 and 2 must match the work authorization document (List A or List C document). D. A nickname can be used on the Form I If the branch manager is the person who witnesses the employee s document(s) during the Form I-9 process and becomes busy is it acceptable for the branch manager to delegate the completion Section 2 of the employee s Form I-9 to be completed by one of the branch s recruiters? A. Yes, this is acceptable because both internal staff members work for the Advantage Resourcing America. B. No this is not an acceptable practice. Whomever views the document(s) must also be the one who completes Section 2. By signing Section 2, you are attesting to penalty of perjury. 1 P a g e

2 C. It s preferred that the one who viewed the documents is the one who completes Section 2, but during a federal government audit, they will at least be satisfied that the I-9 was completed in it s entirely. 6. As of 5/1/2014, what is Advantage Resourcing America s policy on retaining completed Form I-9 s and copy of documents? A. You must store the copy of the completed Form I-9 and copy of document(s) in a locked filling cabinet dedicated solely to I-9 s. B. You do not need to store any hardcopy of document(s). They should only be uploaded into I-9 Express. C. Only the copy of document(s) must be stored in a locked filling cabinet dedicated solely to I-9 s after uploading the document(s) to the tool. D. Copy of document(s) should be the only hardcopies stored, but you can retain the completed Form I- 9 and E-verify confirmation page for extra validation that the Form I-9 and E-verify was completed correctly. 7. What is acceptable to supply to our clients when proof that a Form I-9 and E-verify were completed on an employee is requested? A. A completed Form I-9 for each requested employee B. E-verify Confirmation page for each requested employee C. Form I-9 Attestation to be filled out for each requested employee and reviewed by a member of the HR Compliance Team. D. Either A or B 8. When completing a Form I-9, what is the preferred method for Advantage Resourcing America? A. Paper Form I-9 B. Electric Form I-9 through I-9 Express C. Either a paper Form I-9 or electronic I-9. As long as you know how to properly complete a Form I-9, it doesn t matter. 9. Your new employee has just finished Section 1 of the Form I-9. You hand them the List of Acceptable Documents and ask them to either provide you with a List A or List B &C document(s). The associate hands you a Permanent Resident Card (Form I-551), Driver s License and Social Security Card with no restrictions. What is your next step? A. You accept and make a copy of all three documents but only list the Permanent Resident Card in Section 1. B. Since the employee gave you more than what is required, you decide to accept the DL and SSC and then return the Permanent Resident Card back to the employee. C. You return the documents to the employee and ask them to only provide you with a List A document or a List B and C documents. 10. If we are audited by the United States Immigration and Customs Enforcement (ICE) and found to be noncompliant, what is the range of fines we could potentially accrue? A. $110 to $1,100 per technical violation and $375- $16K per violation if we are found to be knowingly employing unauthorized workers B. $75 to $15K per any type of violation C. $5 to $2K per any type of violation 2 P a g e

3 11. When is a receipt for the Form I-9 document acceptable? A. A receipt is acceptable for any document that is outlined on the List of Acceptable Documents. B. A receipt is acceptable if it is for a work authorization renewal document. C. A receipt is acceptable if it is for a lost, stolen or replacement document. D. Both B and C 12. An identity document for the Form I-9/E-verify that does not have a photograph on the face of the document is considered an acceptable document. (True or False) 13. The new employee will complete Section 1 of the Form I-9 by logging into Who is responsible for completing Section 2 of the Form I-9? A. The person who witnessed the document(s) and has access to I-9 Express. B. Anyone in the branch. C. The client can fill out Section Is it acceptable to pre-screen applicants in I-9 Express before a contingent offer of employment at Advantage Resourcing America has been given? A. No B. Yes C. Depends on the situation. If we suspect that the applicant could possibly receive an unauthorized E- verify status, then we can for the sake of time. 16. The new employee receives a either a DHS or SSA Tentative Non-Confirmation (TNC). What is the correct process for resolving? A. The employee will either contest or no contest the TNC. If contested, they will sign the Further Action Notice, the case will be referred to either SSA or DHS, you will give them the Referral Date Confirmation Letter to take to DHS or SSA and the employee will have 8 federal days after the TNC is referred to resolve their E-verify case. We keep a copy of the signed TNC notice; upload it to the Employee Detail page of I-9 Express. The employee may continue working during the TNC Process. If the employee decides to select no contest the TNC, we must have them signed the Further Action Notice, terminate their employment with Advantage Resourcing- America immediately and inactivate them in the applicant tracking system. The Further Action Notice must be signed and retained in I-9 Express case for associates who select contest or no contest. B. The employee may continue working during the TNC Process. C. If the employee decides to no contest the TNC, we must terminate their employment with Advantage Resourcing- America immediately and inactivate them in the applicant tracking system. D. all of the above 3 P a g e

4 17. Per Advantage Resourcing s policy, when is the Form I-9 and E-verify required to be completed? A. Within 3 business days of the start date of work for pay. B. When they are filling out the application. C. On or before the start date of work for pay and as long as a conditional offer of employment has been given. D. Whenever you get around to completing it. It s more important to get the employee to the client site. 18. You receive a Final Non-Confirmation (FNC) E-verify status for an employee. What do you do? A. Let the employee continue working. B. Contact your HR Compliance Team to confirm the FNC is truly accurate with the information that was provided. If confirmed, then immediately terminate the employee s employment with Advantage Resourcing because they are not authorized to work per DHS or SSA. You will close the case as terminated and inactivate the employee in the applicant tracking system. C. Run the I-9 through E-verify again with the same information provided. 19. Is it acceptable to share your username and password to I-9 Express? A. Yes, with any internal staff member. B. Yes, but with only fellow teammates in your branch. C. Only in time of immediate need for a Form I-9 to be completed by the first day of work. D. Never 20. Can we accept a Social Security Card that has restrictions such as Valid to work only with DHS authorization? A. No, we cannot accept a Social Security Card that has any listed restrictions on the face of the card. B. Yes, we can accept any type of a Social Security Card. 21. Is it acceptable to upload a blurry copy of the associate s document(s) into I-9 Express? A. Yes. As long as the copy of document(s) is in the tool, that is all that is needed. B. No, we must have a clear copy of the document(s) uploaded to the tool in the case where we need to refer to the information on the document(s) to possibly correct any technical errors on the Form I Which of the below are true statements about E-verify compliance? A. E-verify is used to check a newly hired employee s identity and eligibility to work in the United States. B. A company can lose their rights to participate with E-verify if found not compliant per federal government guidelines. C. As a participant of E-verify, Advantage Resourcing- America must complete a Form I-9 and E-verify for each new hire. We cannot be selective on who we do a Form I-9 and E-verify for. This would be considered discrimination. D. All of the above. 23. Section 2 signers are expected by the federal government to be document experts when viewing a new employee s proof of identity and work authorization document(s)? What is required to be uploaded to each employee s I-9 Express file? 4 P a g e

5 A. Clear copy of document(s) that were presented for Section 2 of the Form I-9. B. If a paper I-9 was used, we will need to upload the fully completed paper Form I-9. C. We do not need to upload anything in I-9 Express. D. Both A and B. 25. Which of the below is a true statement in regards to work authorizations that expire? A. Work Authorization s that will expire within 180 days are listed in the Reverification Due folder in I-9 Express and need to be resolved by the branch. B. We must personally view the renewed work authorization document, make a copy of the document(s) and upload it into I-9 Express. We then fill out Section 3 of their I-9 in I-9 Express. The copy of the renewed work authorization document must be retained in a locked filing drawer dedicated solely to I-9 s. C. If an employee s work authorization expires on 04/16/2014, on 4/17/2014 (not before) the employee must be ended from their assignment until a renewed work authorization document is personally presented to complete a new I-9 & E-verify case. D. All of the above. 26. Each branch/location must clearly display both the English and Spanish version of the E-verify Participation and E-verify Right to Work posters. A. False B. True 27. Each I-9 Express user is required to view the Quick Search Box in I-9 Express on a daily basis for expiring work authorizations, receipts and notices from DHS or SSA as well as the status of any unresolved I-9/E-verify cases. 28. What is the difference between a Social Security Card Receipt and Social Security Card Printout? A. A receipt is an acceptable document for the Form I-9 and states on the form that it is a receipt while a printout states that This printout does not verify your right to work in the United States and cannot be accepted for I-9 verification purposes. B. A printout is an acceptable document for the form I-9 and should be used in lieu of a SSC card while a receipt is not an acceptable document for the I-9 verification process. C. There is no difference between the two forms and both are acceptable documents. 29. Is it acceptable at any time to have a client/customer complete Section 2 of the Form I-9? A. Yes, the client is an acceptable designated agent. B. No, per federal guidelines a client/customer employee should not be considered a designated agent due to co-employment laws. 30. Is it required for a notary to utilize a stamp or seal in Section 2 of the Form I-9? A. Yes, we need the notary stamp or seal on the Form I-9. B. No, the notary is seen as a trusted designated agent for the company and should not stamp or seal the form I-9. 5 P a g e

6 Signature: Printed Name: Date Completed: Branch or division name: Supervisor Please return to Rachel Linton: 6 P a g e