Name: I-9 at Scale: Building an Enterprise-Grade Compliance Workflow
Uploaded: 2026-05-06T18:30:07.505Z
Duration: 49 min 2 s
Description: I-9 at Scale: Building an Enterprise-Grade Compliance Workflow

Transcript for "I-9 at Scale: Building an Enterprise-Grade Compliance Workflow": Thank you for joining us for our live webinar today, I nine at Scale, Building an Enterprise Grade Compliance Workflow. And we're very excited for you to join us here today. My name is Brian Cassello, and I am a marketing manager here at Mitratech. So what we're gonna do today, just a quick introduction. Most organizations have policies designed for I nine compliance. I nine is the topic today and the challenge is turning those policies into consistent day to day execution. As enforcement increases, even small process gaps can create significant significant exposure. And today, we're gonna dive into that with our host or our presenter, Brian Egan. And so what this session is, real quick, is an educational discussion on I nine compliance and enforcement and modern hiring focused on process consistency, and operational readiness. If you are in the audience and you are an HR, compliance, or legal stakeholder, you're in the right place. And what this session is not is legal advice, an audit, or an assessment, or a product demonstration. So we are here to talk about I nine, the enforcement landscape through '25, and '26, which is defining I nine compliance, at the moment. Number of regulatory changes have happened in March 2026, and we're gonna dive into those today, and, you know, prevent you with a best practice framework, centralized policy, automated tracking, and audit readiness. And, of course, we'll answer some live questions today. So just a couple quick housekeeping announcements before we jump in. The recording will be sent out, after the event. You will receive it via email tomorrow. Please ask questions in the q and a and not the chat tab. We'd love your participation in three simple polls that we will launch during the session today, and we will also launch at the end of the session a brief survey. We'd love your participation in that. And I'd love to introduce our speaker today, Brian Egan, director of employment eligibility compliance here at Mitratech. Tremendous expertise in I nine programming, across complex, multi site organizations focused on helping organizations find and fix exposure before an auditor does and helps compliance teams trans translate policy into consistent defensible day to day execution. And with that, I'm gonna turn the presentation over to Brian. Awesome. Thanks for the introduction, Brian, and, thank you for everybody in attendance today. Glad to have you joining us and very excited to speak a little bit about I nine compliance. As Brian mentioned, the topic is certainly building an enterprise grade compliance workflow, but we're very much looking at this through the lens of those most recent changes, perhaps some speculation as to what comes next, and, kinda going through the history of the current climate and where we are today with I nine regulation. So I think this is, definitely a topic that has been, brought to the forefront of many organizations. Knowing today's climate, seeing what's going on, hearing the stories of, recent enforcement action, a lot this past April. And in light of those changes in March, this is an incredibly important topic. So when we start looking at building this compliance workflow, a big point of today's conversation is kinda shifting that, posture from one that is reactive to one that is proactive. So as we've been kind of looking at this this landscape and the changes, we've seen a lot of concerning reports, from Washington Post. We saw them discussing how specific field offices were required to meet quotas when it came to I nine audits. So this, coupled with other, reports from immigration law firms that are tracking these notice of inspections, we're seeing what is, reported as a 10 x increase in 2025 from those 2024 rates, and that's not going to slow down as we move through 2026. And then most concerning, definitely, what is bringing this focus for a lot of organization is the reclassification as of March. So we saw over 10 what previously were curable errors become immediately finable. So later on today, we will be discussing what those specific errors are, how they pop up, how we can prevent them, and, really make sure that we are buttoned up in the event of an audit. And then with the most recent inflation adjustment to fines, this amount per record or per worker has grown to exceed 28,000. Now these would be in events of, knowingly hiring or continuing to employ someone who's unauthorized to work in The United States. So, typically, these paperwork violations would be more so around, 2,800 per record if it is truly just that paperwork violation. But, nonetheless, a dizzying figure to add up when we start looking at the entire organization across all of your hires. And as we kinda take a step back here, we've seen in the past nine years more changes in regard to the form I nine than we have in the past three. So this is, something that's picking up speed. It really all started back in 2016 when we saw that very noticeable increase of notice inspections. This is where we saw record breaking, record setting, fines levied against organizations or their I nines rather. So I believe one organization, their fines exceeded 95,000,000 around this time period. But this is also where we saw that smart PDF format. We saw IER replacing OSC when it came to anti discrimination guidance. And then, eventually, leading up to, the COVID guidelines in 2019, this is really the area of mass confusion. Right? This is, a time where organizations were confused regarding what version to use, the future of that version, and those COVID guidelines that existed. So a lot of things, that happened with those incremental revisions in that time period and, a lot of action that needed to be taken by employers during it. And then, eventually, we did get some clarity when it came to those temporary COVID guidelines. We did get the new form I nine, the largest overhaul the form I nine has ever seen in its history. And with that, we got that DHS alternative procedure. So really unlocking a lot of options for organizations, but also creating challenges with process change and new options and new procedures, potentially new individuals, preparing section two authorizations or verifications rather. And then as we progress through 2025 and 2026, what we're seeing is, of course, that box for an alien authorized to work was reinstated. It's only valid through 2027. And now for electronic I nine systems, there's this deadline to migrate to that specific sub edition that was released in 2023. So while we can speculate and really guess what may come next when it comes to form revisions, changes in form, what we can really immediately identify is that these changes are becoming more and more frequent. It's clearly evident when we start looking at this timeline of changes. So we need to start focusing on what does turning on a dime look like for us. For large organizations that are pushing volume, that have integrations and systems that all need to be speaking to each other, this can become extremely complex without the right partners, the right vendors, and the right tools to be able to approach it effectively. So making sure that as we look at the changes that have happened in the past, predict the ones in the future, we are adequately preparing our people, our teams, and our systems to approach this. And, of course, when we think about how this primarily impacted teams, their day to days, the new hires' experience being onboarded, it's really all revolving around that remote I nine verification. So, of course, there were the COVID flexibilities that ended in 2023. They gave the deadline to reexamine those specific records, and this is something that became very costly, time consuming, and stressful for a lot of organizations that had to navigate this without the proper tools, procedures, or processes in place. And for a lot of organizations, this was kind of that wake up call, the shift posture, to become more proactive, rather than just taking advantage of some temporary guidelines, really finding a solution and a process that works moving forward. So with the end of that alternative or pardon me, not alternative procedure, but with those COVID temporary, inspection guidelines, we have the DHS alternative procedure. So for those decentralized teams that are hiring across 50 states, many different worksites, perhaps, you know, a lot of worksites without HR teams, this has been become very, very important. Right? So that ability to get on that, Zoom call, that Teams call, or whatever that is to actually carry out that inspection rather than relying on a physical method. So this has also allowed vendors like Mitratech, through our Tracker I nine Pro solution to apply our own team of trained authorized representatives. So these are folks that are trained in the form I nine that are experts in it and that can get on a Zoom call with your employees. That said, your team is certainly able to. And when I say your team, HR team members, I nine managers, whoever's really stepping up and helping that new hire with the process, they can do this themselves. Right? So there there are specific steps that need to be taken into account as they approach this and continuous training to make sure that they are, doing this to the best of their abilities with, as much training and knowledge to the current guidance and regulation that we can provide them. So, of course, we are receiving transmitted copies. This does bring its own challenges. Oftentimes, if, you know, teams are collecting this over email or dragging or dropping or just dumping it into a SharePoint, it's creating a manual stage or step for that individual helping the I nine manager. So, ideally, we want to have some sort of employee document upload feature. Feature. Right? So this can be captured, transmitted, stored, retained accurately, and any sort of correction can be easily communicated and a new document uploaded in its place as needed. And, of course, this does contain a true, virtual inspection like I mentioned earlier. You know, they're getting on that call. It doesn't matter if it's a FaceTime or a Webex or whatever it is, but it does need to be live. We have heard tales of organizations that will just kind of receive the image. They'll make sure everything matches up on what they have, and then really only take action or communicate directly with the new hire in the event of an issue. This is, of course, terribly noncompliant, and we would not want to continue with that. We do need to, of course, carry out a proper section two verification, as it is detailed in DHS guidance. And then when we do this, there is that DHS alternative procedure checkbox. So this needs to be checked. We'll speak to this a little bit more later on when we start looking at those immediately finable, errors that were, changed in March as this is one of them. But making sure that process of checking the box isn't a manual stage or step. You know, if we know everybody at this worksite is going to be going through the DHS alternative procedure for verification, Let's get that automatically checked. You know, let's let's find a way so this can be systematically done and we are not relying on a specific click or an action by an employee. And then, of course, retaining these documents. There is that challenge in just collecting them in the first place. Right? Some systems, they do not allow multiple uploads or they do not clarify what images are required of a specific document, not exactly telling them what to provide in a document, but, you know, if we need that back, if we need the barcode page or whatever that specific back of the document is for that, passport or ID or whatever it is. And, of course, restoring those so they can be presented, and they may be subject to everify photo match requirements. And for non everify employers, folks who may not be able to immediately use this DHS alternative procedure, technically, there is no virtual remote option. However, especially during COVID, there were some more creative ways that vendors like us use to approach these issues. So something like a friend and neighbor workflow where the new hires, you know, allowed to choose someone to act as their authorized representative, and then it goes back to HR for review and everify case creation. And we've also done something like a network alliance where people can schedule at a brick and mortar location for physical exam. So those teams that are, you know, managing this decentralized process, they still have tricks up their sleeves. However, more frequently today, these are used as an exception to, an employee perhaps who says I'm uncomfortable with a virtual inspection, and I would like a physical inspection of documents. And then lastly here, it is very important to apply these consistently. A lot of our clients that we've partnered with over the years, they have a corporate population or maybe, you know, their student employees or faculty pass through a different process. As long as we're aligning on a specific worksite, multiple methods can be used, but we want that consistent across worksites. So if we do have a specific method for corporate that changes for our field staff or, you know, folks at a specific retail location, we wanna make sure that's automated and it's a clear, consistent procedure. And when it comes to, you know, finding that solution or pulling together the tools, the people, the processes to make it happen, using a digital form I nine doesn't exactly solve all of the issues, and it can actually create some. So what we have here, these are the the bare minimum. Right? So, of course, the folks who partner with us directly for tracker I nine, they have all these available. But if there is anything that jumps out here, I would certainly recommend, escalating that to your current provider to ensure that these, solutions or these capabilities are present in your application. So, of course, everify photo matching required for list b documents. So this means we need that good document upload. We need to be able to retain that, and we need an everify case created with the associated document. And then when it comes to DNCs, this is, certainly, a very time consuming process for a lot of teams. At worst, you know, without the appropriate tools, these are things that are going unseen, and E Verify case is created, and nothing else is done. Right? So at minimum, we need some sort of alerts, dashboards, reporting to see what's going on with these TNCs. And, ideally, you know, you have an integrated solution with E Verify that you can respond to directly through that platform and track directly through that platform. And then they also clarified the DHS released on their joint fact sheet back in 2023. They clarified with the rise of digital I nine tools that this is your responsibility as the employer. Right? It's not on the, the vendor to make sure of it. So this is something you should certainly escalate. Right? Surface those questions. If, if you're unsure of your solutions capabilities, definitely find out for sure. And then specifically when it comes to those required capabilities, we need something like a unique user ID. We need to be able to produce that unaltered, immutable audit trail. And, of course, DHS required esignatures, employees completing that section one. And as I mentioned earlier, those TNCs and acceptable documents are all included. Alright. And I'm gonna go ahead and hand it over to Brian Costello for this poll. Alrighty. Thank you so much, Brian. And just gonna open the poll now. So we'd love you to answer. Should be on your screen. If you go to the polls tab, which of these represents your biggest I-nine compliance concern right now? Keeping up with, form and regulatory changes, option a. Option b, managing reverification for foreign national employees. Option c, inconsistent execution across departments or locations. Or option d, not knowing where our errors are until it is too late. So go ahead. We're gonna give you a couple more seconds to get those votes in. We'd love to know, where you guys are at in when it comes to biggest I nine compliance concerns right now. So we will give it just a few more and get your votes in. Alright. We're gonna go ahead and close. So closing it out and gonna share the results now. And, biggest I-nine challenges, keeping up with form and regulatory changes, 23%. Managing reverification for foreign nationals, 16, almost 17%. Inconsistent, execution across departments or locations 26%. And our high watermark is not knowing where our errors are until it's too late at 33%. So I'll turn it back over to Brian. Brian, what do you think of those results? It certainly makes sense. And, it it definitely kinda flows into the next topic of discussion here, which are those changes in March. What specific errors, have been moved to immediate fines as opposed to those, technical violations that could have received a ten day cure window. Right? So this is definitely going to be something important. And pardon me, Brian. Would we be able to switch over to awesome. There it is. Fantastic. So what we're looking at here is those specific errors. These are the newly substantive errors. About a month or two ago, we did another webinar. We may have some of, the attendees on today's session who joined for that. And in that call, what we did was we broke down the top five most find errors or most identified errors on the form I nine. And it was, pretty crazy to see, in March, essentially, all of those errors become substantive. So these are typically often innocent, simple errors that will now receive immediate fines with no available cure window. So what we're looking at here is missing, other last name used, missing physical address. These are very simple errors that could be done just by smart forms and questionnaires to be able to identify what is a required response. And then moving over to the right here, missing and incorrect to SSN. So this is where these issues do become a little bit more complex since, of course, you know, when we have a US citizen, this is very basic field validation. Any digital form I nine tool should be able to do this where, you know, if this is a Social Security number that could never have been issued, we should not be accepting that. And if there's too many digits being punched in, you know, we need to, notify the new hire that this is just a noncompliant entry based on, the basic field validation. That said, there are going to be those edge cases, those outliers of individuals who have perhaps applied for a Social Security number and do not yet have it. And now we need to track, and we need to document, and we need to be able to have visibility to that record and make sure it doesn't just kind of fall into a black hole and disappear on us at the end of the day. And then, of course, the incomplete box four, and this this kinda goes along with that alternative procedure box. These are just going to be areas where even if we miss them, right, if there's no response, it's going to receive an immediate fine. So this you know, looking at that poll response, this is the importance. Right? All these simple things that, you know, if you did have a tool for audit, if you did have a system, right, you get the the list of these technical violations. It's something that can be corrected. Now there's no window. So we need to be able to look into these records with appropriate audit procedures, conducting those self audits to be able to identify them, take action ahead of any sort of true audit. And then completing the list here, we do have incomplete section two document recording. So this is the importance of carrying out a proper throughout section two verification, entering in all those numbers correctly, actually having that meeting to make sure that, you know, the person providing the document is the person in the document and everything recorded is correct. So, of course, what I would recommend, what we would recommend as far as best practice typically carried out by these teams would be just continuous auditing. Right? If your solution does have, things like I nine everify comparison, Right? If we can run that consistently, if we can make sure that our I nine records align with our employee roster, it's incredibly important, because what we see is missing section two, missing I nines entirely, or oftentimes the chief culprit of these violations, and now they are immediate fines. Alright. So progressing forward here, just to kinda speak briefly to what we're seeing as far as those, fines being levied against I nines. As I mentioned earlier, most of them are going to fall into that, bucket of substantive, paperwork violations. Right? So these are most frequent. These are just a keystroke error, a simple box missed that should have been checked, anything like that. And then when we get into knowingly hire, this is this is kind of, willful, negligence. This is, you know, perhaps something may have been going on at one of our locations, but we didn't really look into it too closely. Situations where, you know, you're employing an unauthorized individual, or knowingly continuing to, these escalate rather quickly. And in these situations, what we're seeing is if there's one, there's probably more. And when we get up to that third third plus offense, these are reaching $28,000 plus in fines each. There is some action taken, against an organization this past April. You can certainly look it up, but I believe they found around 13, unauthorized workers, and the fines were excess of, multiple millions. So definitely, something we wanna make sure that we are doing the most to prevent and have visibility into before it is too late. And I'm gonna hand it back on over to you, Brian, for our next poll. Alright. Super. So let me just get the poll slide up here, and I'll go ahead and launch the poll. You'll find it in your tab, to the right. Alright. And so the question is, if I served your organization a notice of inspection tomorrow, how confident are you that you could produce every I nine within three business days? So option a, very confident. We have a single electronic system of record. Somewhat confident but it would take significant effort to pull this altogether. Not confident our records are decentralized or inconsistent. Honestly, we don't know and option e, reverification failures. So we got some folks putting in some votes, and we're just gonna give you a few more seconds to tally your response. And, okay, we're gonna go ahead and close that out. And I'm gonna share the results in the middle section. So if I served your organization a notice of inspection tomorrow, how confident could you do it in three business days? 37% said almost 40% said confident. Very confident. Somewhat confident, 48%. Not confident, almost, just a little over 10%. Honestly, we don't know, zero. And reverification failures, 3.45%. So thank you for sharing your feedback on that question. And with that, I'll turn it back to Brian. Awesome. Well, yeah, thank you for responding to that poll. I I definitely, see some confident folks, and we love to see that. Certainly, I guess the first step in that is figuring out the plan. Right? And and based on those responses, it seems like a lot of folks have a plan. It's really just kind of planning the plan and making sure that that stays up to date and, the good training is included for all the folks involved with that. We'll be speaking to that here in a moment as well. But when we kind of look at specific challenges that these changes in regulation to those, you know, those March technical violations becoming substantive, we are seeing specific risk across, key industries that we expect to be targeted in these audits. So these industries, based on some some shared, qualities across their employee population and challenges they may see, typically will lie within tech, health care, higher ed, and this comes with that high foreign national density. So if we are managing a population of h one b's, j's, anybody who does require that, reverification or eventual reexamination of documents, supporting documents for the section two, we need to be maintaining that. So we need to be able to have visibility into any sort of upcoming expiration and know when, action should be taken on our end ultimately and have a tool to be able to make that change to the I nine. So I did see a number of questions in the chat regarding paper I nines. This is of course, paper I nines are still being used frequently when it comes to making corrections and changes to these documents. There's, of course, a documented wet ink process to follow. You don't exactly need to create a new I nine in every single instance. Sometimes a new I nine is required and is the best method. But I would certainly encourage you to look at the specific wet ink, guidelines for making those corrections if you are still operating, on paper forms. So when we use those paper forms, this does create a challenge with the reverification tracking because we've collected that information. We've put it on a form. And if that's the only place where this, information regarding the expiration of a document or work authorization is stored, we need to somehow manually key that into an Excel spreadsheet or a reminder tickler system or a calendar event. And that action alone is, a potential risk of errors. You know, a keystroke could cause a missed reverification ultimately. So we wanna be doing our best to have this related to the actual record, make sure that we are using a true date that we need to collect these notifications on or have these notifications delivered. And when we look at, especially tech health care, higher ed, but even retail, manufacturing, construction, almost every industry using this decentralized hiring modeler has to deal with decentralized hiring at many different sites, locations across all 50 states. This is where inconsistencies can start. And when we have inconsistencies at scale, this is, the cause of widespread issues. Right? Not one offs that can be, diagnosed on a single paper form with someone who may have just not read through everything thoroughly, these are oftentimes issues across entire worksites, subsets of the employee population, and things of that nature. So definitely important as we approach decentralized hiring and making sure that we are consistent across the board. And we have automation to make sure that this procedure, the standard procedure for a specific worksite is carried out effectively. And there isn't any specific, manual action being put on, say, a hiring manager or recruiter to ensure a specific process is followed. And then, of course, with high turnover, so especially in retail or, you know, perhaps, you know, you're you're a university that has a summer camp and one of your student employees has come back twice in a row. You know, if we're doing a rehire or if we are creating a new I nine, Both could be viable, but the problem really stems from, you know, a consistent process that can be automated and a procedure that is automated. Right? So it doesn't come down to guesswork. We don't want any, room for allegations of discrimination if this is being handled by different people in different ways. We wanna make this as consistent as possible. So you do have that procedure for how those rehires are being handled. But, of course, best practice is to process it as a supplement b section three. Alright. And so I definitely am glad we worked this slide into things. A lot of organizations are shifted to digital at this point. They've gone through migrations. Perhaps they've worked with a vendor like us to, migrate and remediate, correct those old I nine records, but many are still on paper. So digital doesn't always solve the problem, but it can eliminate some. When it comes to the paper risks, it could be those one offs. Right? So it's kinda like a needle in the haystack situation where it's a very laborious process to find the error, and then it's tough to make the correction with that specific wetting process. So reverification trackings, as I mentioned earlier, become an issue and improper corrections themselves. So there is this documented way of, you know, making the correct, action, notating this in appropriate manner on the form I nine. So even if you are trying to do, the best in using those good faith efforts, if it's not documented correctly, it still could result in a fine. And just this past April or pardon me, April 2025, we saw a Denver based organization that, was audited. They had a 100% error rate across paper I nines. And as we've worked with organizations to ingest and remediate records over the years, we've identified an error rate in the mid seventies. So if you do have paper I nines, it is best to make them digital. You know, find a vendor like us with a remediation engine that can identify specific errors in them and, suggest amendments or new I nine or whatever the appropriate fix is. Now when we have digital systems, and especially systems that are not purpose built, perhaps this is an add on to an applicant tracking system or onboarding or your HRIS. They work for a lot of smaller organizations, but, typically, there's a tipping point. And we need to make sure that those basic capabilities and requirements as detailed by the DHS are upheld in this application. So certainly surface it, you know, with your, rep if you do have a vendor similar to this where it's kind of this add on service. We wanna make sure that it is compliant with all of those requirements. And if you're unsure of, you know, what that audit trail would look like, what what an audit response would look like, figure that out. You know, it's it's crucial, especially nowadays when we are looking back at these records and taking efforts to correct them. Since we don't have that cure window, having a plan is incredibly important. Alright. And now I won't be reading through every last one of these. Even reading them out, it's a lot of numbers, a lot of dates, a lot of windows for automatic extension, specific documents. Every immigration law firm I've ever worked with, they have systems in place for tracking everything related to their specific foreign national, their case. And for HR teams to go without that same support or some sort of similar system be able to track and receive notifications and, reports and visibility and have dashboards, it would be incredibly tough. So, you know, in worst case scenarios, these are being overlooked. And others, they're incorrectly processed, but it is incredibly, incredibly important to be able to have that tickler system, have a notification alert, and everybody completely aware of what access or, action is needed. Pardon me. Alright. So when we truly approach, you know, taking those first steps to, build out this appropriate process, this compliant process, and ensuring we are buttoned up and prepared for, you know, fingers crossed it never happens, but a notice of inspection. The first step, what we found to be highly successful, is applying that program owner. You know, having one key person who is owning the I nine process that is aware of every specific worksite's method of section two verification. They're doing self audits. You know, they're they're able to easily recall information and pull data from these records as needed is very, very valuable. And this will tie into, you know eventually, if there is a notice of inspection, who is notifying counsel, who is, you know, working with this auditing agency to make sure that everything is transmitted correctly. And then, ideally, what we have here is one system of record. So all of our partners, Tracker I nine users, the record stored in our system, we do have an audit response team. So, typically, in these situations, we say, you know, go through your own procedure, notify counsel, make sure they know, follow, the procedures you have in place. But as soon as possible, please let us know because this audit response team will work to tune over all the required records, subject to the audit, any associated audit trail, audit notes, any documents associated with the record. You verify every single thing as it relates to that specific record will be provided. So having everything in one place, having everything corrected, audited, put through remediation engine like ours, and put in one area for easy audit response is very, very valuable. And then this next stage here, step three is automated reverification. So we've already spoke to those reverifications and the importance of being able to be notified, know when that specific action is taken, or is required to be taken. I think this also goes hand in hand with things like remote section one amendments. Right? Especially if we are going through, self audits and we are identifying issues, How we approach this with a decentralized hiring hiring model or folks scattered all across the 50 states, you know, is very important. You know? Do we have a method for doing a section one amendment entirely remote done by the employee, not the employer? But also really any type of amendment, continuous management of the record to keep it hygienic throughout its entire life cycle. And then when you use, verifiers within your organization, if there is going to be, you know, a team you're building out for, virtual inspection of I nine records, making sure that they do have the appropriate training tools. You don't want training to be, you know, from one source of truth within your organization. You want this built into a system. You want this updated, maintained, and consistently provided and documented. So definitely helps that good faith effort in the event of an audit where we can clearly point to, hey. This is the training that has been provided consistently across the board, for all of those individuals who are verifying those sec section twos. And lastly, this is, incredibly important with the changes in March. We are continuously doing those self audits. So, making sure that whether it is going through paper records, I hope that's not the case, but if it is going through paper records or finding a way to, you know, digitize these paper records and then have easy audit tools, it's going to be incredibly important because these fines, they're instant, no cure window. We need to prepare today. So if you do have a digital system, this is going to be important to make sure that we are able to conduct self audits easily. What does your amending process look like with your current system? How does that look like to do thousands or, you know, tens of thousands of corrections? What does an audit note process look like? So definitely important to start, you know, thinking about how these specific self audits would be carried out across your organization, what tools you have currently available so we can take that proactive posture and ultimately avoid having to, you know, pay some crazy fines or scramble in the event of an audit. And now, of course, we are a bit biased at Mitratech. Tracker I nine is our I nine compliance solution. And while you will be able to go to other vendors and find the required capabilities, set forward by the DHS, No other vendor would be able to share the same claim to fame that we do that over twenty years of creating I nine records, millions of I nine records being created, and thousands of audits to our clients, we've never received a single fine on any of those I nine records. So when it comes to, you know, be it any vendor or us, we wanna make sure that we are always support supporting the current version and the required version of the form. So if, for instance, your vendor is not currently providing a present version or have plans to, ask them their timeline on that. Understand their product road map for incorporating that new form version to make sure that it is, within a compliant time frame. And then when we approach more complex enterprise workflows and, you know, perhaps looking at some of our retail clients like Ulta Beauty, you know, there's potentially thousands of individuals at specific retail locations that are carrying out these verifications. A lot of folks in retail. Right? We have individuals who are on-site capable of doing the section two, but the management of them and the training of them can become a task in and of itself. So being able to have, access roles via SSO for a digital system or training even if it is just a paper form I nine is absolutely crucial. And then, of course, reverification alerts and being able to do this through the system. Actually, carry out the reverification is very important. So thinking about how that process would truly flow for you and how that would flow at high volume is important. And then making sure you have that flexibility. So earlier, we mentioned that we want consistency across specific worksites, but different worksites may have different requirements. So having a process, having people, having a plan in place for approaching, you know, how we may need to approach section two verifications is very important. And when you say partner with someone like us for I nine compliance, you know, making sure that there are physical methods for the people who say, I'm uncomfortable with virtual inspection or teams to carry out virtual inspections is something that can put you in a lot better position and ideally avoid any sort of fines, in the event of an audit. So, of course, making sure those, capabilities like an audit trailer available, esignature is working, and native E Verify integration. So we have heard reports of certain E Verify integrations, not ours, not exactly jiving well with systems. And this is resulting in an increase in t and c's, a lot of issues for teams that shouldn't necessarily be triggered. So if this is something you're seeing and it's worth kind of reevaluating, we're always glad to discuss a bit further. And we're gonna go ahead and move move on over to our self assessment, and I'm going to pass back to Brian. Okay. Thank you, Brian. And so it's always good to be able to pressure test your current approach. So could you explain your I nine process to counsel or an auditor tomorrow? Are escalations handled consistently every time? How dependent is compliance on an individual employee? Is your vendor support model aligned with your hiring volume? And do you have clear visibility into automation in your I nine workflow? These are all questions that you can, today, ask yourself and review, so that you know, how robust your workflow is. And, what these questions will surface, is understanding operational complexity, identifying where structure may need reinforcement, and gaining clarity before an audit or an outside factor creates pressure on your workflow. So if you're interested in finding out how your I nine process compares, we can offer folks to join today a, best practice walkthrough with Tracker I nine ing designed to help you clearly articulate your I nine verification process, identify where your gaps or inconsistencies may be creating exposure, and evaluate where your process could be improved, automated, or managed. So you can connect with a Mitratech team member, someone like Brian Egan, and they can help you evaluate your I nine process and identify areas where you could, improve. And so with that, I'm gonna open up another poll. And if you are interested, in, an I nine, best practice walk through, you can just answer this poll and we will contact you to schedule a meeting. So I'm gonna go ahead and open that, and you'll see that in your poll tab on the right. And so would a best practice walk through with Tracker I nine be valuable for your team? You got a lot of opportunities to answer yes here. Yes. I want help clearly articulating our current I nine verification process. Yes. I'd need to identify where the gaps or inconsistencies may be creating exposure. Yes. I wanna evaluate with our process, where it could be improved, automated, or managed. So those are your options. And, of course, you could answer d and say, no. Not at this time. And there's nothing wrong with that because we are all about thought leadership here at Mitratech, and we wanna share our, understanding of the marketplace and where I nine is going. So, really happy for everyone to join us and learn more about I nine and where exposure is created and how you can rectify that. So I'll leave this open for just a little bit longer. In the meantime, you'll notice that I have put in the chat several times the register for our next webinar on June 24, 1PM. Remote Hiring, Getting the DHS Alternative Procedure Right. Brian will be leading that session, again. So if you enjoyed this session, you should enjoy that as well. And, I'm gonna close out the poll. Thank you, and thank you for advancing that slide. So feel free to click on that link and register. Even if you're not gonna be available, if you're gonna be on vacation, come June 24, just register and you'll get the recording, just like today when we send out the recording after this session that you'll receive tomorrow. And so with that, I believe we're gonna thank everybody for joining us today. This was I nine at scale, your building an enterprise grade compliance workflow. So thank you for joining us today. Much appreciated. We hope you learned a lot. And with that, we're gonna wish everyone a good day, and have a good one.