Form-i-9-audits

I-9 and Personnel File Audits

Review I-9s Forms for Active Employees

Make Recommendations for Corrections, If Applicable

Provide Customized Checklist for Organization and Retention of Personnel Files

Why Choose Us

Flexible Support

Outsourced HR

Expertise

Service

Cost Savings

Clients often ask if voluntary, internal I-9 audits are necessary.  The answer to the question is a resounding yes, as penalties for noncompliance range from $110 to $1,100 per violation and can result in criminal charges and up to $16,000 in fines per each undocumented worker.

Employers must complete the I-9 form, which verifies an employee’s identity and authorization to work in the United States, for all new hires (Section 1 of the form must be completed by employees on their first day; employers must complete their section within three business days of new hires’ start). As part of the process, employers must physically examine employees’ documentation from List A or List B and List C of “Listed Acceptable Documents;” however, they may not stipulate which documents an employee can produce or discriminate against individuals on the basis of national origin, citizenship, or immigration status.

Employers need to then retain the form, separate from other personnel documents, for three years after an employee’s date of hire or for one year after separation, whichever is later.

Personnel File Audit

Clients often don’t know which documents they need to collect and retain for employees. Our compliance team inspects clients’ files and provides a customized filing and retention checklist to ensure that required forms are present, correct, and organized in a way that meets clients’ business needs.

Personnel file audit

Contact Us Today for Our I-9 Audits

FAQs

The I-9 Form is a document, issued by U.S. Citizenship and Immigration Services (USCIS), which verifies employees’ identity and authorization to work in the U.S. Employers must complete the I-9 form for all new hires: section 1 of the form must be completed by employees on their first day; employers must complete their section within three business days of new hires’ start and re-verify certain identification as it expires.

Employers need to then retain the form, separate from other personnel documents, for three years after an employee’s date of hire or for one year after separation, whichever is later.

The forms must be available for inspection by authorized U.S. Government officials from the Department of Homeland Security, Department of Labor, or Department of Justice.

While voluntary I-9 audits are not required by law, they are highly recommended. This is because there are many opportunities to be out of compliance (signing in the wrong box, completing late, not completing all sections relating to ID, etc.), and the fines from an ICE (U.S. Immigration and Customs Enforcement) audit range from $110 to $1,100 per violation and can result in criminal charges and up to $16,000 in fines per each undocumented worker.

Penalties for non-compliance can include civil fines, criminal penalties, debarment from government contracts, and back pay to individuals.

Fines are the most common, ranging from $110 to $1,100 per violation and up to $16,000 per each undocumented worker.

Both employees and employers complete sections of the form (employees complete Section 1 of the form; employers complete Sections 2 and 3); however, responsibility for completing and retaining the form falls on the employer.

Employers can provide the I-9 form to candidates as soon as the job offer has been accepted and must have Section 1 completed on the first day of employment and Section 3 completed no later than 3 business days from the first day of employment.

Employers need to retain the form along with copies of supporting documentation, if made, for three years after an employee’s date of hire or for one year after separation, whichever is later.

Personnel files should include employee’s W-4, direct deposit, and emergency contact forms as well as their resume, employment application, signed the offer letter, and job description. Their benefits forms should be stored in a separate binder, as should their I-9s.

No, it’s not; you may store them electronically, but if you do, you need to consider certain criteria. Do you have a secure document management system in place? Do you regularly back it up? Have you assigned the appropriate security roles to users? If you are collecting the original information in paper form, are you securely scanning, and then shredding, paperwork into the database? And finally, can you easily access the information when needed?

"I would like to express my pleasant business experiences with Cristina Amyot of EnformHR. She has provided us with great customer service and a wealth of knowledge when dealing with Human Resource issues. She has conducted in-house training for our staff and our employees learned the right and wrong ways to deal with their fellow team members. After the sessions, our employees remarked about how much information Cristina provide to them. Great company to work with on HR issues and training."

- Kevin O'Connell, President - Air Care of New Jersey Inc.

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The folks at Enform HR are true experts in their field. They are also kind, reliable and eager to please. These are all the essential components of a great partner, which is what they have been to me and my business. They get my highest recommendation.
We hired EnformHR in the 3rd Quarter of 2023 and we are very, very satisfied with the service and value we have received. I run a mid-sized non-profit agency with close to 20 staff and we did not think that we were in the position to hire an HR professional on a part-time basis. What we got was essentially that, and more. Our consultant, Michael, now does our payroll, and is largely responsible for most HR functions that used to make me pull my hair out! I am much less worried now about compliance issues and our I am sure our EPLI provider is much happier too! Recommend highly. Dr. Bob Zlotnick, Atlantic Prevention Resources, Absecon, Mays Landing & Pleasantville, NJ.
I have been working with EnformHR for many years regarding sensitive issues as well as Employee Handbook implementation. I completely trust Cristina and her team when I need clarification with current laws. During this pandemic Cristina has been fast and informative giving us directions on handling employee issues. Thank you EnformHR, you're the Best!
EnformHR has been an exceptional partner for our company (of 155 employees) in the area of human resource management. From the moment we engaged their services, we experienced exceptional professionalism and expertise that exceeded our expectations. EnformHR has helped us revamp our company handbook, revise our employee evaluation forms, and given us timely advice on new employment laws and best practices. They are always very mindful and respectful of our budget.Their team of seasoned experts are knowledgeable, friendly, and always willing to go the extra mile to ensure our needs are met. Moreover, their timely service and attention to detail have resulted in a seamless and efficient process for us. We’ve seen a marked improvement in our HR processes since partnering with EnformHR.Overall, I highly recommend EnformHR as a top-notch human resource consultancy firm. They have delivered on all their promises and exceeded our expectations in every way. If you’re looking for reliable and professional HR services, EnformHR is the way to go!- Garden State Cold Storage, Newark, NJ
Cristina came in to a project with our agency that had been in the works for over 8 months without progression. She quickly, efficiently, accurately and cost effectively got the project across the finish line. I recently wrote on an EnformHR invoice, "WORTH EVERY PENNY!", true story. Highly recommend!
We have used Enform HR for several years, our company XCEL made a strategic decision to outsource our Human Resource Dept. and so glad we did. Cristina and her team are true professionals and have a vast amount of HR experience from guiding XCEL thru employee COVID issues thru complex human resource issues. I would highly recommend them !
EnformHR is a trusted partner to our organization, and has been instrumental in working with us to craft a customized approach to internal investigations and best HR practices. They understand our unique needs, and are a pleasure to work with!
Enform HR is very professional and is a crucial part of organization. They are an excellent source for all of our HR needs.
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