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Employment Eligibility Verification (I9). Sample comprised of 306 randomly selected HR professionals. Analyzing 306 responses of 2885 emails sent, 2661 emails were received (response rate = 12%). Survey fielded August 2 – August 8 2006; presentation generated on August 10, 2006.

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employment eligibility verification i9
Employment Eligibility Verification (I9)
  • Sample comprised of 306 randomly selected HR professionals.
  • Analyzing 306 responses of 2885 emails sent, 2661 emails were received (response rate = 12%).
  • Survey fielded August 2 – August 8 2006; presentation generated on August 10, 2006.
  • Margin of error is +/- 5%.
does your organization conduct i 9 employment eligibility verification audits
Does your organization conduct I-9 (Employment Eligibility Verification) audits?

Note: Excludes respondents who answered “Don’t know”.

does your organization conduct i 9 employment eligibility verification audits1
Does your organization conduct I-9 (Employment Eligibility Verification) audits?

Note: Excludes respondents who answered “Don’t know”.

slide4

Does your organization have staff (e.g., a compliance officer) specifically dedicated to conducting I-9 (Employment Eligibility Verification) audits?

Note: Excludes respondents who answered “Don’t know”.

slide5

Does your organization have staff (e.g., a compliance officer) specifically dedicated to conducting I-9 (Employment Eligibility Verification) audits?

Note: Excludes respondents who answered “Don’t know”.

slide6
How does your organization respond to false documentation uncovered during I-9 (Employment Eligibility Verification) audits?

Note: Percentage does not total 100% as multiple responses were allowed.

slide7
How does your organization respond to false documentation uncovered during I-9 (Employment Eligibility Verification) audits?
other
Other
  • Procedures conducted at main campus. Do not know this information
  • Not sure how we would know that they were false documentation necessarily.
  • Not permitted to start work until verification is completed.
  • Give to our Employee Relations Director for review to determine action and authority notification.