Yes, electronic I-9s are the preferred method for this important new hire form, offering benefits like streamlined processing, timely completion, reduced complexity, enhanced accuracy, and better organization.

Employers may face issues such as high error rates, security concerns, complexity for businesses with multiple locations, and time-consuming audits.

It's crucial that the provider offers complete information collection, prepares employees adequately, ensures secure document storage, integrates E-Verify, and supports electronic signatures.

Typically, employers can correct errors within the system and keep a record of changes, but it's important to check the software provider's guidelines for precise instructions.

Electronic I-9s are indeed suitable for remote hires, allowing for remote completion and verification.

Annual reviews and updates of your I-9 procedures are recommended, or when there are changes in immigration laws or your hiring practices.

Non-compliance can lead to serious penalties such as fines, back pay, and possible legal action, regardless of whether the forms are electronic or paper.

Generally, independent contractors aren't required to complete I-9 forms, but consulting legal counsel is essential to determine if an I-9 is needed based on the specific situation and relationship with the company.

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