For such a short form, the I-9 can cause some real headaches for employers. In fact, it takes a 70-page handbook to explain how to fill out just two pages! A mistake like forgetting to sign one of the sections or missing a deadline might seem like a minor detail, but it can cause a lot of problems and cost you a lot of money.

The federal government requires all new hires to present documentation that proves they can legally work in the United States. For citizens that could be a passport, a driver’s license or Social Security card. Non-citizens have to show documents that prove they are in the country legally and that they have permission to work. The Form I-9 has to be filled out properly and stored in case Immigration and Customs Enforcement agents (ICE) show up at your business to conduct an audit—which is getting more and more likely these days. Since 2009 I-9 audits have gone up nearly 2,000%. And considering an average of 68% of the forms have errors, this is an issue employers really need to focus on. HR managers can easily get the Form I-9 filled out and filed away for local employees, but what about I-9 for remote employees?

All employers are required to complete and store a Form I-9 for each new employee hired to work in the United States. Although this Employment Eligibility Verification Form is mandated and enforced by the federal government, it remains the responsibility of the employer to ensure that the entire Form I-9 is properly completed and signed within 3 business days of the first day of work.   Despite the form appearing simple on its face, our partners at I-9 Advantage tell us they receive countless questions about the Form I-9 and the rules surrounding its completion. The Screening News Network sat down with Corporate Immigration Counsel, Sathab Abbo, to shed some light on the questions they hear most. Here is the conclusion of our 3-part I-9 FAQ discussion: