Our experts assist with every aspect of compliant Form I-9 completion. We travel the nation training public and private employers regarding Form I-9 regulation and procedure, E-Verify usage, and recognizing fraudulent employment documentation. We implement large volume I-9 on-boarding projects during mergers and acquisitions as well as support small business owners who are required to compete on the same level as large employers when it comes to I-9 completion.
About Us
From our humble beginnings working with the poultry industry in Northwest Arkansas, we have grown to assist multiple industries across the nation. We continue to place successful compliance programs in the food production industry along with construction, landscaping, forestry and numerous others.
As our owner encountered more and more HR professionals, they referred to her as the “I-9 Lady.” It happened so often that it became our nationwide brand. The I-9 Lady has developed a strong team of Form I-9 experts who have decades of combined experience working with employers, attorneys, ICE/HSI agents and other government agencies.
We highly recommend the use of a compliant electronic I-9 system.
THIS is the key to your “good faith effort” to comply with the rules and regulations.
Toll free access to a team of I-9, E-Verify, and documentation specialists.
Another key to compliance is training on a regular basis. We offer online and on-site training.
The government encourages employer self-audits. We can train your staff to perform an effective internal audit, and we can audit your results.
Regulations allow employers to create new Forms I-9 under certain circumstances for new employees onboarded during a merger or acquisition. Let our expert team create those new large volumes of Forms I-9 as soon as you close the deal.
WASHINGTON – U.S. Immigration and Customs Enforcement (ICE) today announced another extension of the flexibilities in rules related to Form I-9 compliance that was granted earlier this year. Due to the continued precautions related to COVID-19, the Department of Homeland Security (DHS) will further extend this policy for an additional 30 days. The expiration date for these accommodations is now Sept. 19.
On March 19, due to precautions implemented by employers and employees associated with COVID-19, DHS announced that it would exercise prosecutorial discretion to defer the physical presence requirements associated with the Employment Eligibility Verification (Form I-9) under section 274A of the Immigration and Nationality Act. This policy only applies to employers and workplaces that are operating remotely. If there are employees physically present at a work location, no exceptions are being implemented at this time for in-person verification of identity and employment eligibility documentation for Form I-9, Employment Eligibility Verification. This provision, as explained in the original guidance, was implemented for a total of 60 days and was set to expire on May 19.
Going forward DHS will continue to monitor the ongoing national emergency and provide updated guidance as needed. Employers are required to monitor the DHS and ICE websites for additional updates regarding when the extensions will be terminated, and normal operations will resume.
Due to precautions being implemented by employers and employees related to physical proximity associated with COVID-19, the Department of Homeland Security (DHS) announced today that it will exercise discretion to defer the physical presence requirements associated with Employment Eligibility Verification (Form I-9) under Section 274A of the Immigration and Nationality Act (INA). Employers with employees taking physical proximity precautions due to COVID-19 will not be required to review the employee’s identity and employment authorization documents in the employee’s physical presence. However, employers must inspect the Section 2 documents remotely (e.g., over video link, fax or email, etc.) and obtain, inspect, and retain copies of the documents, within three business days for purposes of completing Section 2. Employers also should enter “COVID-19” as the reason for the physical inspection delay in the Section 2 Additional Information field once physical inspection takes place after normal operations resume. Once the documents have been physically inspected, the employer should add “documents physically examined” with the date of inspection to the Section 2 additional information field on the Form I-9, or to section 3 as appropriate. These provisions may be implemented by employers for a period of 60 days from the date of this notice OR within 3 business days after the termination of the National Emergency, whichever comes first.
