I-9 Services:
Fragomen helps companies confront the specific I-9 challenges that arise from their particular business environment. We offer flexible solutions that range from basic document processing to fully outsourced I-9 program management. Fragomen works with each client to develop I-9 workflows that maximize efficiency and minimize compliance risks, while also considering the company's distinct corporate culture. Moreover, we strive to ensure that our solutions easily adapt to our clients' evolving needs, as well as to any changes in the law.
- I-9s Online - web-based completion, signature, storage, maintenance, and administration of I-9s
- Seamless I-9 Program Start-up
- Legal guidance and support during all phases of the I-9 process
- Confirmation of employment eligibility and SSN verification
- Ongoing education and training
- Assistance with "historical" I-9 forms
- Secure physical and electronic document storage
- Assistance with ICE and DOL audits
- Cohesion with immigration programs
I-9s Online
Our advanced, web-based technology fully automates the completion, signature, storage and tracking of I-9 forms – making a totally paperless I-9 process possible. Our customized client I-9 portals are maintained and supported by Fragomen experts, and are continuously updated to reflect the latest developments in USCIS/ICE regulations and procedures.
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Seamless I-9 Program Start-up
Fragomen’s partnership approach involves working with company representatives to understand current I-9 programs, and identify existing concerns, trends or problems before outlining a new, customized I-9 program. Step-by-step transition plans provide a seamless transition to a tailored I-9 solution.
Legal guidance and support during all phases of the I-9 process
Fragomen attorneys and paralegals provide legal counsel and assistance during program planning and implementation, and are available for consultation at any time during the I-9 process.
Confirmation of employment eligibility and SSN verification
Fragomen’s I-9 solution can integrate with the Basic Pilot/SAVE program and DHS databases in order to confirm the work authorization and validity of social security numbers for all new hires.
Ongoing education and training
Fragomen makes training available to ensure that personnel are trained on the most up-to-date I-9 processes and requirements, as well as on the proper use of our technology. Additionally, our clients receive e-mail “I-9 Alerts” for notification regarding changes to relevant laws and regulations that may affect a company’s I-9 policy.
Assistance with “historical” I-9 forms
Conversion of some or all of a company’s existing I-9 data into the I-9 Service Center system all helps to ensure overall company I-9 compliance, greatly reducing potential legal exposure. This can be accomplished in a variety of ways, from simple scanning and storage of historical I-9 forms, to a complete audit of the form, including spotting error trends and facilitating correction.
Secure physical and electronic document storage
Fragomen offers secure and reliable physical storage for all original I-9 forms and supporting documentation, as well as electronic (scanned) copies for easy recall from remote locations.
Assistance with ICE and DOL audits
In the event of an ICE audit, on-site consulting services and legal representation are available. All documentation required by the ICE that is in storage with Fragomen can be pulled, reviewed and expedited to the company within the required timeframe.
Cohesion with immigration programs
Fragomen’s I-9 Service Center functions as a natural adjunct to our U.S. immigration practice. This ensures coordinated and effective overall representation for employee matters, including re-verification and screening of foreign national employees.
“...flexible solutions that range from basic document processing to fully outsourced I-9 program management.”
Did You Know?
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Independently contracted workers are not required to complete an I-9 form with the employer to whom the services are contracted. Any employees of the contractor, however, must be paid by the contractor and not by the employer to whom they are contracted, and they must work under the supervision of the contractor with their own tools or implements.
