Quick Takes is an original video series that reveals an insider's perspective of the latest issues in the background screening industry.
Introducing EmployeeScreenIQ's Electronic I-9 Process (Right to Work Status)
U.S. Employers have historically been overwhelmed by the cumbersome process of I-9 Forms and compliance with I-9 Regulations. Fines for inaccurately completed I-9 Forms range from $300 to $3000 per occurrence. The Immigration Reform and Control Act (IRCA) mandates that U.S. employers authenticate the employment eligibility status of newly hired employees and makes it illegal for employers to knowingly hire or continue to employ unauthorized workers. As a designated agent for the Department of Homeland Security (DHS), EmployeeScreenIQ™ can automate your I-9 process and allow your company to participate in the DHS E-Verify program. (Previously called the SAVE and, or Basic Pilot Program).
Three Step "IQ" Electronic I-9 Process
Features of the "IQ" Electronic I-9 Process
Benefits of the "IQ" Electronic I-9 Process
When can I initiate the I-9 Process?
Every employee must complete an I-9 form within 48 hours of their first day on the job. Part of this process is to provide valid identification at the time of form execution. Often times, these forms are filled out incorrectly and the appropriate ID's are never validated. The employer must keep the form on file for the entire time that an employee is on staff and beyond.
Can this program help with legal non-US citizens?
Yes, this can be used for non-US citizens that have obtained working permits. These permits are granted on a temporary basis, so the system will notify the employer 90 days prior to expiration. At that point, the employee will have to provide documentation to prove that the permit has been extended or must be terminated.
What happens if the system provides a Non-Confirmation of an employee's right to work status?
The system will instruct the employer and provide documentation for resolution. Oftentimes, it can be that the incorrect number was entered into the system and can be resolved right away. The next most common reason is that the SSA or DHS has incorrect information in their system. In this case, the employer sends the employee to the local SSA office for resolution. The third possibility is that someone is in fact, illegal. In any of these scenarios, the employee has eight (8) days to provide resolution. The system provides regular reminders to the employer that they only have xx number of days to resolve the issue. If after eight (8) days the issue has not been resolved by the employee, the employer must terminate their employment.
Why is this done Post-Employment?
Legally, an employer cannot do this before the start date.