1. Notify your employees: Before conducting an I-9 audit, notify your employees that you will be reviewing their I-9 forms. It's important to inform them that the audit is not targeting them personally, but rather it is a routine review of the company's compliance with employment eligibility verification or I 9 Verification services requirements.
2. Organize your I-9 forms: Collect all the I-9 forms for current and former employees, and ensure that they are organized and easily accessible. You can use electronic or physical files for this purpose.
3. Review I-9 forms for completeness: Review each I-9 form to ensure that it is completed accurately and contains all required information. Make sure that the employee has completed Section 1 of the form, and that the employer has completed Section 2 of the form within three days of the employee's start date.
4. Verify employee's identity and employment eligibility: Verify that the employee has presented acceptable documents to prove their identity and employment eligibility, and that the employer has reviewed and verified these documents in Section 2 of the I-9 form. Ensure that the documents presented are genuine and not expired.
5. Correct errors and omissions: If you find any errors or omissions in the I-9 forms, make corrections as needed. For example, if an employee did not provide a middle name in Section 1, you can add it. However, if the employer did not complete Section 2 within three days of the employee's start date, you cannot backdate the form.
6. Keep accurate records: Keep accurate records of the audit, including the names of the employees reviewed, the dates of the review, and any corrections made. Make sure to keep the I-9 forms for the required retention period.
7. Take corrective actions: If you identify any issues during the audit, take corrective actions to ensure compliance with employment eligibility verification requirements. This may include providing additional training to employees responsible for completing I-9 forms, or implementing new procedures to ensure timely completion and accurate verification of I-9 forms.

The Form I-9 is an employment eligibility verification form used in the United States to verify the identity and employment authorization of individuals hired for employment in the U.S. The form is used to confirm that the individual is eligible to work in the U.S. and is required to be completed by both the employee and the employer.

The employer is responsible for verifying the information on the form, including the employee’s identity and employment eligibility by reviewing original documentation and recording the information on the form. The form must be kept on file by the employer for the duration of the employee’s employment and for certain specified periods after the employment ends.

The I-9 form is important because it helps prevent unauthorized employment and protects against hiring individuals who are not authorized to work in the U.S. Failing to properly complete and retain the form can result in civil penalties and fines for the employer. We’ll look at some little-known details concerning the I-9 form verification procedure and how an I-9 notary connects to it.

Unknown Facts About For I-9 Form Verification

· I-9 Forms Do Not Need To Be Notarized

The I-9 forms do not necessarily need to be notarized, but they must be validated. In fact, many people may be confused by the phrasing on the I-9 form, but it isn’t necessary. This is so that we are aware that the I-9 form does not include a notarial certificate. If so, notarization would be necessary.

Additionally, anyone attempting to notarize an I-9 form risks losing their right to practice as a notary public. Therefore, a notary public should constantly be aware of the type of paper they are signing.

· Filling out the I-9 form as an authorized representative

Employers should fill out section 2 of the I-9 form as described above, but they are not entirely compelled to do so because they may be busy in a variety of other ways. They might therefore employ an I-9 verification notary public to act on their behalf if they are unable to fulfill this obligation. The notary will assume these tasks and complete section 2, including components like the employer’s review.

This is so because the I-9 form’s verification is not regarded as a notarial service. Because of this, a notary public has complete discretion over how to handle the I-9 verification form.

However, they should be sure to check the specifications and guidelines established by the state in which they have their notary public certificate when it comes to the obligations of a notary public. While some states, like Oregon, do not permit this, others do.

· The I-9 Form’s Section 2 Should Be the Only Section That Notaries Fill out

Despite being permitted to finish and certify the I-9 form, notary public beaverton oregon only complete section 2. Although the employer must complete sections 2 and 3, a notary public may do so and will be referred to as an Authorized Representative.

However, a notary’s only responsibility is to complete section 2. According to the regulations, only the employer should be covered under section 3. And the I-9 form should be completed in the most professional manner feasible.