Ensuring Legal Authorization to Work in the U.S.
Employee ICE form I9 Inspection
Notice of Inspection - Employer alert!
Our expertise consists of review of existing employer procedures and training. Our investigators are former ICE, IRS and other agency's experienced in representing employers for USCIS audits.
E Verify LLC is a registered USCIS third party agent! An I-9 immigration raid or worksite enforcement action is a serious event where U.S. Immigration and Customs Enforcement (ICE) inspects a workplace for unauthorized workers and compliance with immigration laws. Employers should be prepared to respond to this situation lawfully and responsibly.
Representation in advance of an ICE inspection can avoid technical and substantive errors and needless penalties.
Contact E Verify for a consultation to review your workplace readiness. Building your defense is what we do best.
Contact support@everifyllc.com or call or text 972-270-9933
UPDATE
Employers are now receiving ICE Notices of Inspection (NOI)
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Our Key Services
E Verify LLC specializes in training employers to verify legal authorization documents to work in the United States. Our expertise consists of review of existing employer procedures and training. Our investigators are former ICE, IRS and other agency's experienced in representing employers for USCIS audits.
Employment Verification
Thorough checks to ensure applicants have the legal right to work in the U.S.
Citizenship Verification
Confirm the legal citizenship status of potential employees.
Document Validation
Verify authenticity of employment authorization documents.
Compliance Support
Guidance on maintaining compliance with employment laws.
Who We Are
Highly qualified and motivated professionals
Our organization consists of experienced former ICE and TSA agents trained in document verification, compliance and ICE investigation procedures. We pride ourselves on providing outstanding customer service in order to mitigate sanctions and penalty while protecting your employee privacy!
Best Practice Employer Notice!
Independent third party Agent E Verify LLC will assist with....
USCIS required documentation to ensure substantive penalty is not assessed.
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I9 Spanish f5a19085-3e27-4a8b-8b5f-2e885157765b
Right To Work penalty avoidance poster.
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Call for your third party review....972-270-9933
Outcomes
Employers who are found to have knowingly hired or continued to employ unauthorized workers under INA § 274A(a)(1)(a) or (a)(2) (8 U.S.C. § 1324a(a)(1)(a) or (a)(2)) will be required to cease the unlawful activity and may be civilly fined and/or criminally prosecuted. Additionally, an employer who is found to have knowingly hired or continued to employ unauthorized workers may be subject to debarment by HSI under 48 C.F.R. § 9.406-2(b)(2).
Upon completing its inspection of an employer’s Form(s) I-9 and any related supporting documentation, HSI will notify the employer of its findings in writing by issuing one of the following notices:
- Notice of Inspection Results: Also known as a "Compliance Letter," this notice is used to notify a business that it is in compliance with applicable employee eligibility verification requirements.
- Notice of Suspect Documents: Advises the employer that, based on a review of the Form(s) I-9 and documentation submitted by relevant employee(s), HSI has determined that the documentation presented by employee(s) do not relate to the employee(s) or are otherwise not valid for employment. This notice also advises the employer of the possible criminal and civil penalties for continuing to employ unauthorized workers. HSI provides the employer and employee(s) an opportunity to provide documentation demonstrating valid U.S. work authorization if they believe the finding is in error.
- Notice of Discrepancies: Advises the employer that, based on a review of the Form(s) I-9 and any related documentation submitted by employee(s), HSI has been unable to determine the employees’ eligibility to work in the U.S. The employer should provide the employee(s) with a copy of the notice, as well as an opportunity to present HSI with additional documentation establishing valid U.S. employment eligibility.
- Notice of Technical or Procedural Failures: Identifies technical or procedural failures found during the inspection of Form(s) I-9 and gives the employer at least ten business days to correct the forms. After this correction period ends, uncorrected technical or procedural failures become substantive violations.
- Warning Notice: Issued when substantive verification violations were identified, but there is an expectation of future compliance by the employer. However, a Warning Notice should not be issued in the following circumstances: instances where: (1) the employer was previously the subject of a Warning Notice or a Notice of Intent to Fine; (2) the employer was notified of technical or procedural failures and failed to correct them within the allotted 10-business day period; (3) the employer had a 100% failure to prepare and present Form(s) I-9; (4) the employer hired unauthorized workers as a result of substantive violations; or, (5) there is any evidence of fraud in the completion of Form I-9 (e.g., backdating) on the part of the employer. Companies that are served a Warning Notice may be subject to a follow-up NOI six months, or later, after a Warning Notice is issued to ensure compliance. A reinspection may be contingent on resources.
- Notice of Intent to Fine (NIF): May be issued for substantive violations, uncorrected technical or procedural failures, knowingly hire violations, and/or continuing to employ violations.
In instances where a NIF is served, charging documents specifying the alleged violations committed by the employer will be provided. Pursuant to 5 U.S.C. §§ 554-557, the employer is entitled to a hearing before an Administrative Law Judge at the Office of the Chief Administrative Hearing Officer (OCAHO). This request must be made within 30 calendar days of receipt of the NIF.
On January 2, 2025, DHS announced new civil penalties for Form I-9 violations, with increased fines on employers for failure to comply with I-9 regulations:
I-9 paperwork violations: increased from $288 to $2,861 per Form I-9 violation;
Knowingly employing unauthorized employees (first offense): increased from $716 to $5,724 per violation;
Knowingly employing unauthorized employees (second offense): increased from $5,724 to $14,308 per violation; and
Knowingly employing unauthorized employees (third or more offense): increase from $8,586 to $28,619 per violation.
E Verify LLC can help Avoid Penalty's
The most common types of notices received from the ICE are as follows:
Notice of Inspection Results – also known as a “compliance letter,” used to notify a business that they were found to be in compliance.
Notice of Suspect Documents – advises the employer that based on a review of the Forms I-9 and documentation submitted by the employee, ICE has determined that an employee is unauthorized to work and advises the employer of the possible criminal and civil penalties for continuing to employ that individual. ICE provides the employer and employee an opportunity to present additional documentation to demonstrate work authorization if they believe the finding is in error.
Notice of Discrepancies – advises the employer that based on a review of the Forms I-9 and documentation submitted by the employee, ICE has been unable to determine their work eligibility. The employer should provide the employee with a copy of the notice, and give the employee an opportunity to present ICE with additional documentation to establish their employment eligibility.
Notice of Technical or Procedural Failures – identifies technical violations identified during the inspection and gives the employer ten business days to correct the forms. After ten business days, uncorrected technical and procedural failures will become substantive violations.
Warning Notice – issued in circumstances where substantive verification violations were identified, but circumstances do not warrant a monetary penalty and there is the expectation of future compliance by the employer.
Notice of Intent to Fine (NIF) – may be issued for substantive, uncorrected technical, knowingly hire and continuing to employ violations.
Get in touch
Telephone: +1 972 2709933
E-mail: support@everifyllc.com
Address: 4355 Interstate 30 Suite 102, Mesquite, 75150, Texas, United States