i-9 Compliance Document – Startup founders must comply with all U.S. Regulations and Employment laws.
At BetaBulls we get questions about i-9 compliance document and startup employment laws a lot! We aren’t lawyers nor do we work only with startups but as one of the top software development teams in the country we work with large organizations and startups alike – much of our leadership is in i-9 compliance automation software. In this short handy read we answer some of the most common employment questions from entrepreneur co-founders all over the country.
BetaBulls technology powers i-9 compliance automation processes.Do I need to fill out Form 1-9 for my first employee?
If you’re startup is picking up momentum and now you are facing time management challenges or any other skill set gaps – maybe is time to hire! Obviously you must have some of the basic legal requirements like having an EIN, bank account, insurances, etc. When you find the perfect employee for your new company, one that takes pride in what they do and pride in what you are all working towards the goal. Once you find that perfect match, make sure to complete all the right paper work including the i-9 form, but make sure to verify their identity and their employment status.
Federal law requires employers to verify an employee’s eligibility to work in the United States. All large organizations who receive and process hundreds or thousands of job applications per day use software that allows their eVerify and al I-9 Compliance document – fully automated (yes, BetaBulls helps some of them). Anyway, within three days of hiring your perfect match, as an employer you must complete Form I-9, which is the employment eligibility verification form. This compliance regulation requires all startup employers to examine documents and ensure that they confirm the employee’s citizenship or eligibility to work in the U.S. Employers can only request documentation specified on the I-9 form.
Employers do not need to submit the I-9 form with the federal government. But are required to keep them on file for three years after the date of hire or one year after the date of the employee’s termination, whichever is later.
Employers can use information taken from the Form I-9 compliance document to electronically verify the employment eligibility of newly hired employees by registering with E-Verify.
Can I or Should I Ask for any other employment i-9 verification documents?
This answer does not require any longwinded answer. As an employer you can get in a world of trouble for assuming, judging, asking personal questions before, during, and after interviews, and of course you can get in trouble for asking for supplemental documents that in your ‘opinion’ can also prove their eligibility. Here’s a quick list of the most commonly, accessible documents.
- Documents that Establish.
- Employment Eligibility.
- U.S. Passport (unexpired or expired)
- Driver’s license or ID card issued by.
- U.S. Social card issued by the.
- Permanent Resident Card or Alien.
- ID card issued by federal, state or.
- Certification of Birth Abroad.
For additional employment verification documents click here.
Don’t ask for documents not listed and approved!! EVER!
As a startup, can we authorize I-9 Forms for new out-of-state employees without flying each individual in?
While there are company’s that provide such service – Lookout Services.net (i-9 compliance automation service provider). Here is the growth hack part of this situation and the solution. As an employer you can hire a dedicated notary public, as contractor, and have the notary complete the verification process. Authorizing and verifying that the ID’s information across all forms and images of the person match. The form itself does not need to be notarized however. As the startup or company employer HR rep you contact the notary to schedule an appointment. The notary inspects the ID cards, and completes Section 2, signing as an authorized representative of the hiring organization, not signing as a notary. The employer’s address is used in Section 2 on the form.
Beware that we aren’t a legal employment firm. Our guides and answers are based on our experience working with startups and larger organizations as well helping them develop fully automated and up to date software solutions for employment eligibility verification. We strongly recommend that you confirm our suggestions, ideas and general thoughts with a professional expert in the respective field.