1. Gather All I-9 Forms on File:
The first step in an I-9 audit is to gather all of the I-9 forms on file for the company, including both new hires and existing employees. This includes ensuring that each employee who has a form completed in the past five years has an updated form on file. Additionally, employers should make sure that all forms are properly signed and dated by both the employer and the employee.
2. Obtain Forms I-9 for Current Employees Who Are Missing I-9s:
If any current employees do not have an I-9 form on file, employers must obtain one as soon as possible. It is important to note that employers cannot backdate an I-9 form – it must be completed within three days of hiring or rehiring a new employee. Employers should also make sure that the information provided on the form is accurate and up to date.
3. Audit Forms I-9 of Current Employees:
Employers should carefully review each employee’s Form I-9 to check for accuracy and completeness. This includes making sure that all required fields are filled out, such as name, date of birth, social security number and other identifying information; verifying that the documents presented by the employee match those listed on their Form I-9; verifying expiration dates, and confirming signatures from both parties (employee and employer).
4. Correct Errors:
Once errors are identified during the audit process, employers must make corrections immediately in order to stay compliant with federal immigration laws. This includes correcting information such as typos or inaccurate dates or addresses; replacing outdated documents with current ones; obtaining missing documents, or submitting evidence that invalidates certain requirements.
5. Terminated Employee I-9 Forms:
For terminated employees, employers must keep their files intact until after completion of their Form W2 – this enables them to access the terminated employee’s records quickly if needed for tax purposes later down the line. Furthermore, if an employer discovers a problem with a terminated employee’s Form I-9 after they have left employment then it is important for them to contact an immigration lawyer immediately in order to ensure compliance with federal regulations related to immigration law enforcement activities or penalties for improper completion of paperwork or discrimination against foreign nationals seeking employment authorization in the U.S.
6. Complete The Audit:
After completing all steps in an i-9 audit checklist employers can now consider themselves prepared for any future audit inquiries from government agencies such as Immigration & Customs Enforcement (ICE). It is important for employers to keep accurate records at all times so they are able to provide documentation when requested by government officials regarding their compliance with immigration laws at any point in time throughout their business operations - whether it be before hiring a new employee or responding to inquiries concerning suspicious activity related to foreign nationals employed by their business entity moving forward into the future.
