If you’re in HR and haven’t felt the heat coming off Form I-9s lately, check your pulse—or your email, because the audits are coming in fast and furious! With increased scrutiny from the Department of Homeland Security and Immigration and Customs Enforcement (ICE), Form I-9 compliance has become one of the most critical—and risky—areas of HR. One tiny error can lead to thousands of dollars in fines. And trust me, your team doesn’t want their ‘Oops!’ moment framed next to their Employee of the Month certificate. That’s why my team and I have officially earned the titles: Queens and Kings of the I-9s.
So, what’s the buzz all about? Well, for starters, the revised Form I-9 launched in 2023 with some game-changing updates—yes, game-changing for HR nerds like us! We’re talking about the optional alternative procedure for remote document inspection, the removal of certain columns, clearer instructions, and finally, a more user-friendly format. But don’t be fooled. Easier to fill out doesn’t mean easier to get right. The audits we’re conducting across the country are proving just how many employers are still tripping over the basics—missing signatures, wrong document combinations, expired documents, or no documents at all. Yikes!
And here’s the golden question I keep getting: Can an employee use an expired Permanent Resident Card for their initial Form I-9 certification? What do you think? The answer is: NO. For the purposes of Form I-9, a Permanent Resident Card (Form I-551) must be unexpired to be acceptable as a List A document. An expired green card is not acceptable for initial employment verification—even if the employee insists “I’m still a resident!” You need documentation that’s valid and current. There are some limited exceptions with temporary I-551 stamps or extensions printed on receipts or notices, but a plain expired card? Nope. Not today, my friend.
Here’s the thing—Form I-9 compliance isn’t just about keeping the feds off your back. It’s about protecting your people, your brand, and your bottom line. When your HR team is confident, trained, and audit-ready, you build a stronger, more resilient business. That’s why our I-9 Certificate Programs are not only packed with compliance essentials, but delivered with energy, humor, and real-life scenarios that make the lessons stick. We make I-9s make sense—yes, even Section 2!
We’ve been honored (and exhausted, in a good way) conducting I-9 audits for companies across the country. Some have been small businesses, others large corporations—and no matter the size, the issues are consistent. That’s why we take great pride in empowering HR teams to handle their I-9s like pros. And by the time they’re done with our programs, they’re not just I-9 compliant—they’re I-9 confident.
So, next time someone says, “Forms I-9 are boring,” tell them to call the Queen and Kings of the I-9s. We’ll turn their stress into strength, their errors into expertise, and their sighs into high-fives. This is serious work—but who says serious can’t be fun?
Elga Lejarza
Founder & CEO
LejarzaWorkforceSolutions.com
