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Form I-9 auditing and E-Verify


We are performing an audit of our Form I-9s and have discovered that we will need some employees to complete new forms due to errors when they were originally filled out (doing so as a good faith effort). However, since they were hired we have begun participating in the E-Verify Program. Should these new I-9s be entered in E-verify, since they are being collected after we started the program, or should they not be entered since you are only supposed to run new hires after starting E-verify. Our confusion lies in whether or not I-9s should be e-verified for new hires post implementation, or should they be e-verified for I-9s collected post implementation.

On a similar note, when old employees need to be re-verified, do we process this through e-verify? Or no, since they were hired prior to e-verify implementation.

Thank you!

Unless you are a federal contractor, you are not permitted to use the E-verify system to verify the employment eligibility of existing employees. Use the E-verify system only for new employees hired after your E-verify implementation date. Updates and reverifications, such as for expired documents, etc., should be completed on the appropriate section of the Form I-9.

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This entry was posted on Monday, April 9th, 2012 at 11:01 am and is filed under
Hiring and Staffing, Human Resources Management, Labor Laws.
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