outsolve insights

This article is the third in an OutSolve research series for HR professionals that provides an analysis of the Trump Administration’s proposed changes to I-9 employment eligibility verification and other issues related to having foreign nationals in your workforce. While recognizing that specific policy details are still emerging, this series draws on historical precedents, administration statements, and expert analysis to offer insights and provide practical guidance to HR leaders. 

OutSolve commissioned independent research on the state of immigration enforcement and the effect it may have on HR professionals. The information in these articles is provided for general education purposes.    

OutSolve commissioned independent research on the state of immigration enforcement and the effect it may have on HR professionals. The information in these articles is provided for general education purposes.   

Imagine an ICE agent walks into your workplace and hands you a Notice of Inspection (NOI) for a Form I-9 audit. What do you do? 

The anxiety of an I-9 audit by Immigration and Customs Enforcement (ICE) can cause business owners and HR professionals sleepless nights, especially as the current administration intensifies its focus on immigration reform. These audits ensure that employers are complying with the Immigration Reform and Control Act (IRCA) by verifying the identity and employment eligibility of their employees. It involves checking the Employment Eligibility Verification forms (Form I-9) to confirm that all employees are legally authorized to work in the United States and that a Form I-9 is on file for all employees hired after Nov. 6, 1986. 

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.  

Employment eligibility verification is a crucial HR and compliance function. Are Form I-9 and E-Verify one in the same? No.  

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.

HR compliance is more complex than ever and staying informed is essential to mitigating risk for your organization. Whether you’re tackling pay transparency laws, HR policy shifts, or I-9 enforcement, OutSolve’s expert-led webinars will help you navigate these challenges with confidence.