
Desiree Throckmorton, SPHR
Desiree Throckmorton is a seasoned HR compliance professional with over two decades of experience, including significant tenure at a Fortune 500 company. In her current role as a Senior Consultant, she provides expert guidance to enterprise-level clients on critical issues such as Form I-9 compliance, non-discrimination analysis, and best practices for pay equity and transparency. Throughout her career, Desiree has demonstrated exceptional proficiency in conducting internal proactive audits and managing external reactive audits. She has a keen eye for identifying risk areas in recruitment practices and excels in performing adverse impact analyses on employment decisions. Additionally, Desiree has successfully launched comprehensive, enterprise-wide training programs focused on Equal Employment Opportunity and Form I-9 compliance. Desiree holds the SPHR certification and has earned a Bachelor's Degree from California State University and a Master's Degree from Roosevelt University.
Flawed I-9 documents can compromise years of otherwise sound compliance efforts, opening the door to legal exposure and financial penalties. Federal enforcement is intensifying under the Trump administration with recent anti-DEI executive orders and evolving immigration policies. Employers are under increasing pressure to validate identity and work eligibility with precision and consistency. Even a single misstep can result in costly fines, reputational harm, or a full-scale audit.
Desiree Throckmorton, SPHR I-9 Documents: What to Do When Employee Verification Looks Questionable
You’ve finally settled on the right candidate for your position. Next comes the paperwork and new hire onboarding documents that must be completed. One of the most important, and sometimes overlooked steps of the onboarding process, is ensuring your new employee is eligible to work in the U.S. by having them complete a Form I-9, which is a legal requirement for all employers.
Desiree Throckmorton, SPHR What is Employment Verification?
The Form I-9 might seem like just another onboarding form, but it plays a crucial legal role in verifying your employees’ right to work in the United States. With shifting rules and strict documentation standards, staying compliant isn’t always easy.
Desiree Throckmorton, SPHR I-9 Documents: What’s Acceptable and Best Practices
Human Resources professionals juggle a long list of responsibilities from recruiting and onboarding to benefits management and legal compliance, the list goes on. One critical, and often overlooked, piece that relates to compliance is Form I-9 reverification. Though only a few reverifications might be required per year, failing to properly complete reverification can lead to fines, and even legal trouble.
Desiree Throckmorton, SPHR Form I-9 Reverification: What Is It and Who Needs It for Compliance?
If you’re in Human Resources (HR), then you know that onboarding a new hire isn’t just about extending an offer, sending out welcome emails and scheduling IT setups, it’s also about compliance. When it comes to federal hiring regulations, Form I-9 verification sits high on the priority list. But now, with today’s increasingly hybrid and remote work models, one question comes up now more than ever before:
Desiree Throckmorton, SPHR What is Remote I‑9 Verification and How to Do It Right
One of your top priorities as an HR professional is maintaining compliance with various state and federal regulations. A key compliance regulation effecting all employers is making sure that any employee hired onto your payroll is legally eligible to work in the United States. This is where Form I-9, the employment eligibility verification form, comes into play.
Desiree Throckmorton, SPHR What Is an I-9 Authorized Representative?
Verifying proper identity and work authorization documentation for every employee is a crucial HR compliance function - not just for a company’s efficiency, but also for legal compliance. One of the most important tools in this process is the Form I-9 which is used to verify the identity and employment eligibility of employees in the United States.
Desiree Throckmorton, SPHR What Triggers an I-9 Audit? Key Factors You Should Know
Employment eligibility verification is a crucial HR and compliance function. Are Form I-9 and E-Verify one in the same? No.
Desiree Throckmorton, SPHR What is the Difference Between Form I-9 and E-Verify
Government investigations of employers' I-9 compliance have been a key part of both Democratic and Republican administrations' efforts to combat unauthorized immigration. Form I-9, which became mandatory in the United States on November 6, 1986 when the Immigration Reform and Control Act (IRCA) was passed, is one of many crucial documentation processes required of employers in the United States. Form I-9 is intended for employers to verify the identity and employment authorization of individuals hired to work in the United States.
Desiree Throckmorton, SPHR Form I-9 Compliance in the New Administration and the Connection to OFCCP
Ensuring compliance with employment work authorization requirements is a crucial responsibility for employers. A Form I-9 is the official document required by United States law that employers use to verify the identity and employment eligibility of individuals hired to work in the United States.
Desiree Throckmorton, SPHR I-9 Compliance: What Employers Need to Knowcompany news

Mary MaddenMay 13, 2025
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