Section A: What Is an I-9 Inspection?
An I-9 inspection is a formal review of an employer’s employment eligibility verification records by federal immigration enforcement authorities. The inspection process is used to assess compliance with Form I-9 requirements and to determine whether employers have properly verified the identity and work authorization of their workforce.
For many employers, an I-9 inspection is the first direct interaction with immigration enforcement authorities. While inspections can lead to penalties where violations are identified, the inspection itself is an information-gathering and compliance review process rather than an automatic enforcement action.
The scope of an inspection can vary considerably. Some reviews focus primarily on Forms I-9 and supporting documentation, while others may involve broader examination of hiring practices, recordkeeping procedures and workforce compliance systems. The outcome often depends not only on the records produced but also on the quality of the employer’s overall compliance programme.
1. Purpose of an I-9 Inspection
Federal law requires employers to verify the identity and employment authorization of every employee hired after November 6, 1986. Form I-9 provides the framework for documenting that verification process.
An I-9 inspection allows government investigators to assess whether employers have complied with those obligations. Inspectors review records to identify missing forms, incomplete documentation, late completion issues, retention failures and other compliance deficiencies.
Inspections also play a wider enforcement role. Government agencies use inspection findings to identify patterns of non-compliance, assess workforce verification practices and investigate concerns relating to unauthorized employment where appropriate.
While unauthorized workers often receive the greatest public attention, inspections frequently focus on paperwork compliance and recordkeeping obligations. Employers can therefore face significant scrutiny even where all employees are authorized to work in the United States.
2. Which Agencies Conduct I-9 Inspections?
The primary responsibility for I-9 inspections rests with US Immigration and Customs Enforcement, commonly known as ICE.
Within ICE, Homeland Security Investigations conducts worksite enforcement activities and manages most inspection processes. Investigators issue inspection notices, review employer records and determine whether further enforcement action is appropriate.
Depending on the circumstances, inspection findings may also be shared with other government agencies. Cases involving potential discrimination issues, document fraud or criminal conduct can attract additional scrutiny from other federal authorities.
For most employers, however, the inspection process is managed directly through ICE and Homeland Security Investigations.
3. Why Employers Are Selected for Inspection
Employers are selected for inspection for a variety of reasons.
Some inspections form part of broader government enforcement initiatives targeting particular industries, geographic areas or compliance risks. Industries with large workforces, significant turnover or a history of workforce compliance issues may receive increased attention.
Inspections can also arise following employee complaints, referrals from other government agencies, intelligence gathered during unrelated investigations or previous compliance concerns identified by enforcement authorities.
In some cases, employers are selected without any allegation of wrongdoing. An inspection does not necessarily indicate that investigators believe violations have occurred. It indicates only that the government has decided to review the employer’s compliance with employment eligibility verification requirements.
4. Does an I-9 Inspection Mean Violations Have Been Found?
No. An I-9 inspection does not mean that violations have already been identified.
The purpose of the inspection is to examine records and determine whether compliance issues exist. Investigators generally reach conclusions only after reviewing Forms I-9, supporting documentation and other requested records.
Some inspections result in compliance letters confirming that no significant deficiencies were identified. Others lead to requests for additional information, notices identifying technical deficiencies or enforcement action where more serious violations are found.
Employers should therefore avoid assuming either that penalties are inevitable or that the inspection is merely routine. The inspection process creates an opportunity for investigators to assess workforce compliance in detail, and the records produced during that review often shape the outcome of the case.
NNU Perspective
An I-9 inspection is not evidence that violations have already been found, but it gives ICE access to records that may reveal years of hidden compliance problems. The inspection often becomes a test of the employer’s systems, not just individual forms. Weak onboarding, inconsistent recordkeeping and poor retention practices can all become enforcement issues once records are reviewed.
Section B: Notice of Inspection (NOI)
Most I-9 inspections begin with a Notice of Inspection, commonly referred to as an NOI. This is the formal document used by ICE to notify an employer that it intends to review the organization’s employment eligibility verification records.
For many employers, receiving an NOI is the point at which a compliance issue becomes real. The notice creates strict deadlines, triggers document preservation obligations and begins a process that can ultimately result in compliance findings, financial penalties or further enforcement action.
The steps taken immediately after receiving an NOI can have a significant impact on the inspection. Employers that understand what the notice requires and respond in an organized manner are generally better positioned to manage the inspection process than those that treat it as a routine administrative request.
1. What Is a Notice of Inspection?
A Notice of Inspection is a formal request issued by ICE requiring an employer to produce Forms I-9 and related records for government review.
The notice serves as the official start of the inspection process and identifies the categories of documents that investigators wish to examine. In most cases, the notice is served personally on the employer or an authorized representative, although service methods can vary depending on the circumstances.
An NOI does not mean that violations have already been identified. Rather, it provides investigators with access to the records needed to determine whether compliance deficiencies exist.
Once served, employers should treat the notice as the beginning of a formal enforcement process rather than a routine request for information.
2. The Three Business Day Rule
One of the most important aspects of an NOI is the deadline for responding.
Federal law generally requires employers to produce Forms I-9 and requested supporting records within three business days of receiving the notice. This relatively short timeframe often creates significant pressure, particularly for organizations with large workforces, multiple locations or decentralized recordkeeping systems.
The deadline applies regardless of whether records are maintained electronically or in paper format. Employers should therefore be able to identify, retrieve and produce records promptly if an inspection notice is received.
Because the three-day period passes quickly, organizations that have not previously prepared for an inspection often find themselves conducting urgent record reviews while simultaneously responding to government requests.
3. What Documents Can ICE Request?
Forms I-9 are the primary focus of an inspection, but investigators frequently request additional records.
The exact scope of the request will vary, although commonly requested documents include:
- Current and former employee Forms I-9
- Employee rosters
- Payroll records
- Lists of active employees
- Articles of incorporation or business registration documents
- E-Verify records where applicable
- Supporting documentation relating to workforce verification procedures
These records allow investigators to compare employee populations against I-9 records and assess broader compliance practices across the organization.
Discrepancies between workforce records and Forms I-9 often become a key focus of the inspection.
| Category | Examples |
|---|---|
| Employment verification records | Forms I-9, E-Verify records |
| Workforce records | Employee rosters, payroll reports |
| Business records | Articles of incorporation, business registrations |
| Supporting documents | Policies, procedures, verification records |
4. Immediate Steps After Receiving an NOI
The period immediately following receipt of an NOI is often one of the most important stages of the inspection process.
Employers should first confirm the scope of the request, identify where relevant records are maintained and ensure that responsive documents are preserved. Responsibility for managing communications with investigators should also be clearly assigned.
Many organizations undertake an immediate review of requested records to identify obvious deficiencies, missing forms or retention issues. Any review should be approached carefully, particularly where significant compliance concerns may exist.
Employers should avoid backdating Forms I-9, creating replacement records without explanation or making undocumented corrections after receiving a Notice of Inspection. Actions taken after an inspection begins often receive particular scrutiny from investigators.
Prompt legal advice can help to assess potential risks, coordinate document production and develop an inspection response strategy.
5. Common Employer Mistakes During the NOI Response Period
Several recurring mistakes can increase risk during the inspection process.
One of the most common errors is failing to appreciate the significance of the notice. Employers sometimes assume that producing records is merely an administrative exercise and underestimate the potential consequences of the inspection.
Other common issues include incomplete document production, disorganized records, failure to preserve relevant information and attempting to make corrections without understanding applicable compliance requirements.
Employers can also create problems by delaying action until the deadline approaches. Three business days may appear sufficient on paper, but locating records, assessing potential issues and preparing an organized response can take considerably longer than anticipated.
An NOI is often the first stage of a much broader compliance review. Decisions made during the response period can influence how investigators assess the employer’s compliance practices throughout the remainder of the inspection.
NNU Perspective
The three-business-day deadline after a Notice of Inspection is often where employer risk escalates. Records produced quickly but without review can expose missing forms, payroll mismatches and retention failures that may have been manageable if identified earlier. The first response to an NOI can shape the rest of the inspection.
Section C: What Happens During an I-9 Inspection?
After records have been submitted, investigators begin a detailed review of the employer’s compliance with federal employment eligibility verification requirements. The inspection process often extends well beyond a simple review of Forms I-9 and may involve analysis of workforce data, supporting records and broader hiring practices.
The duration of an inspection varies depending on the size of the workforce, the volume of records under review and the issues identified by investigators. Some inspections conclude relatively quickly, while others develop into lengthy investigations involving multiple requests for information and additional scrutiny of employment practices.
Employers frequently assume that the most difficult stage of the inspection is meeting the three-day production deadline. In reality, the government’s review and assessment of the records often has a greater impact on the eventual outcome.
1. Review of Forms I-9 and Supporting Records
Investigators begin by examining the Forms I-9 produced in response to the Notice of Inspection.
The review typically focuses on whether forms were completed correctly, signed by the appropriate parties, completed within required timeframes and retained in accordance with federal regulations.
Investigators also compare Forms I-9 against payroll records, employee rosters and other workforce documentation. The objective is to verify that all employees who require Forms I-9 have corresponding records and that those records have been maintained properly.
Missing forms, incomplete documentation, inconsistent workforce records and retention failures frequently become areas of concern during this stage of the inspection.
2. Identification of Technical and Substantive Violations
Not all compliance deficiencies are treated equally.
Technical violations generally involve errors that may be correctable under applicable procedures. Examples can include certain omissions or clerical errors that do not undermine the fundamental purpose of the verification process.
Substantive violations are treated more seriously. These may include missing Forms I-9, significant omissions, failures to complete required sections or other deficiencies that affect the integrity of the verification process.
The distinction between technical and substantive violations can have a significant effect on enforcement outcomes and potential penalty exposure.
3. Additional Requests for Information
Investigators are not limited to the records initially provided by the employer.
Where questions arise during the inspection, ICE may request additional documents, seek clarification regarding workforce records or ask for information relating to specific employees, hiring practices or verification procedures.
Additional requests often occur where investigators identify inconsistencies between records or require further information to assess potential violations.
Employers should ensure that responses to supplemental requests are accurate, complete and consistent with previously submitted information.
4. Site Visits and Employee Interviews
Some inspections remain document-based throughout the process. Others may involve site visits or direct engagement with employees and management personnel.
Site visits can be used to assess workforce practices, verify information provided during the inspection or investigate concerns arising from the document review.
Investigators may also interview managers, HR personnel or other individuals involved in hiring and employment verification processes. Questions often focus on recordkeeping procedures, onboarding practices and compliance controls.
The extent of any site visit or interview process depends on the nature of the inspection and the issues identified during the government’s review.
5. How Long Does an I-9 Inspection Take?
There is no fixed timeframe for completion of an I-9 inspection.
Relatively straightforward reviews involving smaller workforces may conclude within weeks. Larger inspections or investigations involving extensive records, multiple locations or significant compliance concerns can continue for many months.
The timeline is influenced by the complexity of the records, the responsiveness of the employer, the number of employees under review and the level of follow-up required by investigators.
Employers should therefore view an inspection as a process rather than a single event. The initial Notice of Inspection may be served within minutes, but the consequences of the inspection can continue long after records have been produced and reviewed.
6. What Investigators Are Really Assessing
Although Forms I-9 sit at the centre of the inspection process, investigators are often evaluating something broader than individual forms.
The inspection provides insight into how the organization manages workforce compliance, maintains records, trains personnel and responds to regulatory obligations. Patterns of recurring errors, inconsistent procedures or widespread deficiencies may indicate broader weaknesses within the compliance programme.
For that reason, inspections frequently become an assessment of the employer’s overall compliance culture rather than a simple exercise in checking individual documents. Organizations with strong systems and consistent procedures are generally better positioned to address issues that arise during the review process than employers whose records reveal persistent compliance failures.
NNU Perspective
ICE is rarely looking at Forms I-9 in isolation. Investigators compare records against payroll, employee lists and supporting data to identify gaps between the workforce and the verification file. The biggest problems often appear when internal records tell a different story from the forms produced.
Section D: Possible Outcomes of an I-9 Inspection
An I-9 inspection does not automatically result in penalties. After reviewing the employer’s records and assessing any compliance issues, ICE determines what action, if any, is appropriate based on the findings of the inspection.
The outcome can range from confirmation that no significant deficiencies were identified through to substantial financial penalties and, in more serious cases, further enforcement action. The nature and extent of any violations, the employer’s compliance history and the overall quality of the records reviewed will all influence the government’s response.
| Inspection Outcome | What It Means for Employers |
|---|---|
| Compliance Letter | ICE has completed the inspection and has not identified significant violations requiring further enforcement action. |
| Notice of Technical or Procedural Failures | ICE has identified certain correctable deficiencies and may allow the employer time to remedy them. |
| Notice of Suspect Documents | ICE has concerns about the work authorization documents provided by one or more employees. |
| Notice of Discrepancies | ICE requires further information or clarification before reaching a conclusion on an employee’s work authorization status. |
| Notice of Intent to Fine | ICE alleges I-9 violations and proposes financial penalties against the employer. |
| Criminal Investigation Referral | Serious allegations, such as document fraud or deliberate employment of unauthorized workers, may require further investigation. |
1. Compliance Letter
The most favourable outcome is a compliance letter.
A compliance letter indicates that the inspection has been completed and that ICE did not identify significant violations requiring further enforcement action. While minor observations or recommendations may sometimes be raised, the inspection concludes without penalties or formal compliance findings.
Although compliance letters receive less attention than enforcement actions, they demonstrate the value of effective recordkeeping systems, consistent verification procedures and regular compliance reviews.
2. Notice of Technical or Procedural Failures
Where investigators identify certain correctable deficiencies, ICE may issue a Notice of Technical or Procedural Failures.
The notice identifies the relevant issues and generally provides an opportunity for the employer to correct eligible deficiencies within a specified period.
Examples may include certain missing information, clerical errors or procedural omissions that qualify for correction under applicable regulations.
Failure to correct identified deficiencies within the permitted timeframe can result in those issues being treated as substantive violations, potentially increasing enforcement exposure.
3. Notice of Suspect Documents
A Notice of Suspect Documents indicates that ICE has concerns regarding the work authorization of one or more employees.
The notice generally advises the employer that certain individuals may not be authorized to work in the United States and outlines the government’s concerns regarding the documentation reviewed during the inspection.
Employers receiving this type of notice often face difficult decisions regarding workforce management, employment obligations and compliance risks.
Because these situations can create significant legal and operational challenges, employers frequently seek legal advice before taking action.
4. Notice of Discrepancies
In some cases, investigators identify inconsistencies or discrepancies that require further clarification rather than immediate enforcement action.
A Notice of Discrepancies typically informs the employer that information reviewed during the inspection does not fully support a conclusion regarding an employee’s work authorization status.
Additional documentation, explanations or follow-up enquiries may be required before investigators determine how the matter should proceed.
These notices should not be ignored, as unresolved discrepancies can lead to additional scrutiny and further enforcement activity.
5. Notice of Intent to Fine
Where ICE concludes that substantive violations have occurred, the agency may issue a Notice of Intent to Fine.
An NIF sets out the alleged violations, the government’s penalty calculations and the proposed financial sanctions. Common reasons for an NIF include missing Forms I-9, significant recordkeeping failures, substantive completion errors and violations relating to unauthorized employment.
Importantly, an NIF is not the same as a final penalty order. Employers generally have opportunities to challenge findings, present mitigating evidence, negotiate settlements and pursue available administrative procedures.
For many employers, the NIF stage becomes the most significant legal phase of the inspection process.
6. Criminal Investigations and Further Enforcement Action
Although less common, some inspections uncover issues that extend beyond civil compliance violations.
Evidence of document fraud, deliberate employment of unauthorized workers, false statements or other serious misconduct may lead to additional investigations and potential criminal enforcement action.
Criminal cases typically involve a higher evidential threshold and are reserved for more serious circumstances than routine paperwork violations.
Most employers will never encounter this stage of enforcement. However, the possibility illustrates why inspections should be treated as formal government investigations rather than administrative exercises.
The outcome of an inspection is often influenced by factors that extend beyond the specific violations identified. Recordkeeping practices, workforce verification procedures, responsiveness during the inspection and the overall quality of the employer’s compliance programme can all affect how investigators assess the organization and determine the appropriate enforcement response.
NNU Perspective
The outcome of an I-9 inspection is not limited to a fine or no fine. ICE may issue technical notices, suspect document notices, discrepancy notices or a Notice of Intent to Fine, each requiring a different legal and operational response. Treating every notice the same can increase liability and create avoidable workforce disruption.
Section E: How Employers Can Prepare for an I-9 Inspection
The most effective way to manage an I-9 inspection is to prepare before one occurs. Once a Notice of Inspection has been served, employers face strict deadlines and limited opportunities to address long-standing compliance issues.
Preparation is not simply about maintaining completed Forms I-9. It involves ensuring that verification procedures, recordkeeping practices and compliance controls operate consistently across the organization. Employers that invest in preparation are generally able to respond more efficiently to government requests and reduce the risk of significant enforcement findings.
An inspection may arrive with little warning. A well-prepared organization is therefore one that assumes records could be requested at any time.
1. Conduct Internal I-9 Audits
Regular internal audits remain one of the most effective methods of identifying compliance risks before government investigators do.
Audits allow employers to review existing records, identify missing forms, assess retention practices and detect recurring errors that may otherwise remain unnoticed.
The process can also reveal weaknesses in onboarding procedures, reverification practices and document management systems. Addressing those issues before an inspection takes place is generally far easier than responding after deficiencies have been identified by ICE.
For many organizations, periodic audits form the foundation of an effective compliance programme.
2. Review Record Retention Practices
A properly completed Form I-9 provides little protection if it cannot be produced during an inspection.
Employers should periodically review how records are stored, who has responsibility for maintaining them and whether retention periods are being applied correctly.
Particular attention should be given to former employee records, electronic storage systems and document destruction procedures. Problems often arise when records have been misplaced, deleted or retained inconsistently across different business locations.
A clear and consistent retention process can significantly reduce inspection-related risk.
3. Establish an Inspection Response Plan
Many employers spend valuable time determining how to respond after a Notice of Inspection has already arrived.
An inspection response plan allows organizations to identify responsibilities in advance, establish communication procedures and ensure key records can be located quickly.
The plan should address who will coordinate responses, who will communicate with investigators, where records are maintained and how document production will be managed.
Preparation in these areas can help reduce disruption during the critical first days of an inspection.
4. Train HR Personnel and Hiring Managers
A significant proportion of I-9 violations originate from inconsistent practices rather than deliberate non-compliance.
Training should cover verification requirements, completion deadlines, reverification obligations, record retention rules and anti-discrimination considerations. Managers responsible for hiring should understand not only how to complete forms correctly but also why compliance procedures exist.
Regular training helps create consistency across the organization and reduces the likelihood of recurring errors appearing throughout the workforce.
As enforcement actions frequently reveal the same mistakes repeated across multiple employee records, training remains a key component of risk reduction.
5. Obtain Legal Support Before Problems Escalate
Employers often seek legal advice after receiving a Notice of Inspection or when significant deficiencies have already been identified.
Earlier involvement can provide greater flexibility. Compliance reviews conducted before an inspection may identify risk areas, support remediation efforts and help employers develop more effective response procedures.
Legal advisers can also assist with inspection preparation, audit programmes, record reviews and workforce compliance strategies.
An I-9 inspection should not be viewed solely as a document review exercise. It is an assessment of the organization’s compliance systems, recordkeeping practices and workforce verification procedures. Employers that prepare in advance are generally better positioned to manage government scrutiny, address compliance concerns and reduce the risk of enforcement action.
NNU Perspective
The safest time to identify I-9 problems is before ICE requests the records. Internal audits can uncover missing forms, repeated completion errors and retention failures while employers still have greater control over remediation. Waiting until an inspection begins leaves less room to correct issues and more risk that the government will define the narrative.
Summary
An I-9 inspection is one of the most significant workforce compliance events an employer can face. While the process often begins with a Notice of Inspection and a three-business-day deadline, the consequences can extend far beyond the initial document request.
ICE inspections regularly uncover missing forms, recordkeeping deficiencies, retention failures and other compliance issues that have accumulated over many years. Depending on the findings, employers may receive a compliance letter, corrective notices, a Notice of Intent to Fine or other enforcement action.
The strongest defence is preparation before an inspection occurs. Regular internal audits, effective record retention practices, consistent hiring procedures and workforce compliance training can help identify risks before they become enforcement issues.
Employers should view an I-9 inspection as an assessment of their overall compliance programme rather than a review of individual forms. The quality of an organization’s systems, records and response strategy can significantly influence the outcome of the inspection and any resulting enforcement action.
Need Assistance?
An I-9 inspection can expose significant compliance risks, particularly where workforce verification records have not been reviewed for several years. Early legal advice can help employers assess potential exposure, manage communications with investigators and develop an effective response strategy.
NNU Immigration advises employers on Notices of Inspection, ICE audits, I-9 compliance reviews, internal audits and enforcement matters. For advice on an I-9 inspection or workforce compliance concerns, contact NNU Immigration to arrange a fixed-fee telephone consultation with one of our US immigration attorneys.
I-9 Inspection FAQs
What is an I-9 inspection?
An I-9 inspection is a formal review conducted by ICE to assess whether an employer has complied with federal employment eligibility verification requirements. Investigators examine Forms I-9 and related records to identify compliance issues and determine whether further enforcement action is appropriate.
What is a Notice of Inspection?
A Notice of Inspection, or NOI, is the document used by ICE to notify an employer that it intends to review the organization’s Form I-9 records. The notice formally begins the inspection process and outlines the records that must be produced.
How long do employers have to respond to an NOI?
Employers generally have three business days to provide Forms I-9 and requested supporting records after receiving a Notice of Inspection. The deadline is short, which is why advance preparation is important.
What documents can ICE request during an I-9 inspection?
ICE commonly requests Forms I-9, payroll records, employee rosters, lists of current employees, E-Verify records and certain business records. Additional documentation may also be requested depending on the circumstances of the inspection.
Does an I-9 inspection mean ICE believes violations have occurred?
No. An inspection does not automatically mean that violations have been identified. The purpose of the inspection is to review records and determine whether compliance deficiencies exist.
Can employers correct I-9 mistakes during an inspection?
Some technical or procedural deficiencies may be correctable under applicable rules. The ability to make corrections depends on the nature of the issue and the stage of the inspection process.
What happens after ICE reviews the records?
Following its review, ICE may issue a compliance letter, a notice identifying technical deficiencies, a Notice of Suspect Documents, a Notice of Intent to Fine or other enforcement-related notices depending on its findings.
Can an I-9 inspection lead to penalties?
Yes. Where substantive violations are identified, ICE may seek financial penalties. Penalties can arise from missing Forms I-9, recordkeeping failures, completion errors and violations involving unauthorized employment.
What is a Notice of Intent to Fine?
A Notice of Intent to Fine, often called an NIF, is a formal notice setting out alleged violations and proposed penalties. Employers generally have opportunities to challenge findings, negotiate settlements or pursue available administrative procedures.
How can employers prepare for an I-9 inspection?
Regular internal audits, effective record retention procedures, staff training and documented inspection response plans can help reduce compliance risks and improve readiness if ICE issues a Notice of Inspection.
Should employers seek legal advice after receiving a Notice of Inspection?
Many employers seek legal advice at an early stage to assess potential risks, review records, manage communications with investigators and develop an inspection response strategy. Early intervention often provides greater flexibility than waiting until violations have been identified.
Glossary
| Term | Meaning |
|---|---|
| Form I-9 | The federal form used by employers to verify an employee’s identity and authorization to work in the United States. |
| I-9 Inspection | A formal review of an employer’s employment eligibility verification records conducted by ICE. |
| Notice of Inspection (NOI) | The document issued by ICE requiring an employer to produce Forms I-9 and related records for review. |
| ICE | US Immigration and Customs Enforcement, the federal agency responsible for worksite enforcement and I-9 inspections. |
| Homeland Security Investigations (HSI) | The investigative division of ICE that conducts I-9 inspections and other worksite enforcement activities. |
| Technical Violation | A correctable Form I-9 deficiency that may be remedied within a specified period if permitted under federal regulations. |
| Substantive Violation | A more serious Form I-9 deficiency, such as a missing form or significant omission, that can result in penalties. |
| Notice of Technical or Procedural Failures | A notice identifying correctable Form I-9 deficiencies and providing an opportunity for remediation. |
| Notice of Suspect Documents | A notice indicating that ICE has concerns regarding the work authorization of one or more employees. |
| Notice of Discrepancies | A notice advising that information reviewed by ICE does not fully support a determination regarding an employee’s work authorization status. |
| Notice of Intent to Fine (NIF) | A formal enforcement notice setting out alleged violations and proposed financial penalties. |
| E-Verify | An electronic system that allows participating employers to confirm employment eligibility using information from Form I-9. |
| Internal I-9 Audit | A review of an employer’s Forms I-9 and compliance procedures to identify errors, missing records and potential enforcement risks. |
| Worksite Enforcement | Government activities aimed at ensuring employers comply with immigration-related employment verification requirements. |
Resource URL USCIS I-9 Central https://www.uscis.gov/i-9-central Form I-9 https://www.uscis.gov/i-9 USCIS Handbook for Employers (M-274) https://www.uscis.gov/i-9-central/form-i-9-resources/handbook-for-employers-m-274 ICE Worksite Enforcement https://www.ice.gov/investigate/worksite-enforcement ICE Form I-9 Inspection Overview https://www.ice.gov/factsheets/i9-inspection ICE Image and Record Comparison Tools Fact Sheet https://www.ice.gov/doclib/factsheets/i9-inspection-factsheet.pdf DOJ Immigrant and Employee Rights Section https://www.justice.gov/crt/immigrant-and-employee-rights-section Electronic Code of Federal Regulations, Form I-9 Requirements https://www.ecfr.gov/current/title-8/chapter-I/subchapter-B/part-274a Office of the Chief Administrative Hearing Officer (OCAHO) https://www.justice.gov/eoir/office-of-the-chief-administrative-hearing-officer-decisions
