Herman Legal Group · Immigration services
I-9 Compliance Lawyers for Employers and ICE Inspections
If your business needs an I-9 review or has received an ICE inspection notice, Herman Legal Group can assess the records, deadlines and response plan. Employers need a process that verifies employment eligibility consistently while respecting employee document choice and applicable protections.
Tell us whether the matter is an internal audit, an inspection, a hiring-procedure question or an E-Verify issue. Send the complete government notice promptly and identify the legal employer, locations and personnel responsible for the records.
Richard Herman and your matter
Richard T. Herman, Esq., has more than 30 years of immigration law experience. Herman Legal Group can assess the relevant history, review supporting records and discuss preparation or representation within an agreed engagement. Confirm the attorney responsible, language needs and which stages are included.
If you receive an inspection notice
Preserve the notice and the relevant forms, attachments, electronic records and communications. Identify the exact request and deadline with counsel. Do not destroy, recreate or backdate records in an attempt to make the file appear complete. A preventive audit is different from an active enforcement response.
ICE Form I-9 inspection process
Review the process as well as the forms
An assessment can cover completion practices, missing entries, document handling, reverification, retention and access controls. Identify who completes each step and how the company tracks required action. Confirm the audit population and methodology rather than assume every workforce issue can be resolved by a form review.
Correct errors transparently
Corrections should follow current instructions and preserve an understandable record of what changed, when and by whom. Employees and employers have different responsibilities for their sections. Counsel can help identify a correction plan; discovering an error does not justify inventing a historical verification event.
Avoid discriminatory document practices
Apply verification procedures consistently. Employees choose acceptable documents from the applicable lists; employers should not demand a particular immigration document because of nationality or appearance. Review any request for additional documents and distinguish valid reverification from unnecessary repeated checks.
E-Verify is a separate workflow
E-Verify does not replace Form I-9. Review enrollment terms, case-creation practices, notices and employee response procedures. A mismatch does not by itself establish lack of work authorization. Follow the applicable process and review any proposed adverse action before proceeding.
Build a workable compliance system
Agree on training, responsibility, reminders, retention and escalation for unusual documents or status changes. Acquisition and multi-location situations may need additional review. A compliance engagement should state whether it covers a sample audit, full audit, policy work, training or government-response representation.
Prepare for your consultation
- Complete inspection notice and related government correspondence.
- Relevant Forms I-9, attachments and electronic-system information.
- Hiring, reverification, retention and E-Verify policies.
- Workforce scope, locations, responsible personnel and urgent dates.
Send complete notices and identify any approaching deadline. Ask how to share sensitive records securely. Confirm consultation terms and the written scope of representation; an inquiry does not retain the firm or extend a deadline.
Book a Confidential Consultation
General information only. Eligibility, fees, representation and outcomes depend on the individual matter.