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Question 1. Which federal law created the requirement for employers to complete Form I‑9? A) Fair Labor Standards Act B) Immigration Reform and Control Act (IRCA) C) Americans with Disabilities Act D) Title VII of the Civil Rights Act Answer: B Explanation: IRCA, enacted in 1986, mandates that every U.S. employer verify the identity and employment authorization of each new hire using Form I‑9. Question 2. By what deadline must a new employee complete Section 1 of the I‑9? A) Within 30 days of hire B) No later than the first day of employment C) Within 3 days after the start date D) By the end of the first pay period Answer: B Explanation: Employees must complete Section 1 on their first day of work, before the employer begins the verification process. Question 3. Which of the following is a “List A” document that establishes both identity and employment authorization? A) State driver’s license B) Social Security card C) Permanent Resident Card (Form I‑551) D) Birth certificate Answer: C Explanation: A List A document, such as a Permanent Resident Card, satisfies both identity and work‑authorization requirements. Question 4. When reviewing documents, an employer must examine them for: A) Authenticity, expiration, and original status
B) Whether the employee prefers to show them first C) The employee’s credit score D) The employer’s internal policy only Answer: A Explanation: The employer must physically inspect original, unexpired documents to confirm they appear genuine. Question 5. The “Three‑Day Rule” in the I‑9 process refers to: A) The time an employer has to correct a documentation error B) The period for the employer to complete the physical inspection after hire C) The maximum duration an employee can work without a completed I‑ 9 D) The time allowed for an employee to contest a TNC Answer: B Explanation: Employers must inspect the employee’s documents within three business days of the employee’s start date. Question 6. If an employee’s work authorization expires, the employer must: A) Ignore it if the employee has a valid driver’s license B) Reverify the employee using Section 3 of the I‑ 9 C) Immediately terminate the employee D) Replace the employee’s I‑9 with a new one Answer: B Explanation: Employers must reverify (Section 3) when the employee’s work‑authorization document expires, even if the employee remains employed. Question 7. An employee who changes their legal name after the I‑9 is completed should: A) Update the I‑9 with a new entry in Section 3 B) Do nothing; the original I‑9 remains valid C) Submit a new Form I‑9 immediately D) Only update the payroll system
Question 11. A “Tentative Nonconfirmation (TNC)” occurs when: A) The employee’s SSN does not match SSA records B) The employer entered an incorrect address C) The employee’s photograph is missing D) The employer fails to submit the case within three days Answer: A Explanation: A TNC is generated when the employee’s information does not match records in either the SSA or DHS databases. Question 12. After a TNC is issued, the employer must: A) Immediately terminate the employee B) Notify the employee in writing and give them a chance to contest C) Send the case to the Department of Labor for review D) Close the case without further action Answer: B Explanation: Employers must provide a written notice to the employee, allowing them to contest the TNC before any adverse action is taken. Question 13. Which agency provides the “Employment Authorized” result in E‑Verify? A) Department of Labor B) Department of Homeland Security (DHS) C) Social Security Administration (SSA) D) Department of Justice Answer: B Explanation: The “Employment Authorized” code is issued by DHS after confirming the employee’s work eligibility. Question 14. During the “Manual Review” stage, the case is pending because: A) The employer entered an incorrect zip code
B) DHS needs additional time to verify the employee’s immigration status C) The employee’s SSN is flagged for fraud D) The employer did not upload the document images Answer: B Explanation: Manual Review indicates that DHS is conducting a deeper verification of the employee’s immigration status. Question 15. Which of the following is a required step when an employee receives a TNC? A) The employer may fire the employee immediately B) The employer must provide a “Further Action Notice” within one business day of the TNC C) The employer must change the employee’s job title D) The employer must submit a new I‑9 within 24 hours Answer: B Explanation: The employer must give the employee a “Further Action Notice” that explains the TNC and the employee’s right to contest. Question 16. An employee who contests a TNC has how many days to submit documentation to resolve the case? A) 5 days B) 7 days C) 10 days D) 14 days Answer: D Explanation: Employees have up to 14 calendar days to present additional documents to resolve a TNC. Question 17. Which E‑Verify result code indicates that the employee’s case has been closed because the employee was not hired? A) 02 – No Show B) 03 – Final Nonconfirmation C) 04 – Withdrawal
Explanation: Employers may retain a photocopy of List A documents, but they must also keep the original document for the required retention period. Question 21. The minimum retention period for a completed I‑9 (including any reverifications) is: A) 1 year after termination B) 3 years after the date of hire or 1 year after termination, whichever is later C) 5 years after the date of hire D) Indefinitely Answer: B Explanation: I‑9 forms must be retained for three years after the hire date or one year after termination, whichever period is longer. Question 22. Which of the following is NOT an acceptable method for storing I‑9 records? A) Scanned electronic files on a secure server B) Paper files in a locked cabinet C) Unencrypted USB drives kept in a shared office drawer D) Cloud storage with appropriate access controls Answer: C Explanation: Unencrypted USB drives in a shared area do not meet the security standards required for protecting PII. Question 23. The Memorandum of Understanding (MOU) between an employer and the government is required for: A) All employers who use E‑Verify B) Only federal contractors C) Employers that have more than 100 employees D) Employers who hire foreign nationals on H‑1B visas only Answer: A Explanation: Any employer that participates in E‑Verify must sign an MOU with DHS and SSA, outlining responsibilities and data‑use agreements.
Question 24. In E‑Verify, a “Program Administrator” can: A) Submit cases on behalf of all users but cannot manage user accounts B) Create and delete user accounts, configure system settings, and view all case data C) Only view case results, not submit them D) Perform manual reviews of TNCs Answer: B Explanation: Program Administrators have full administrative privileges, including user management and system configuration. Question 25. A “General User” in E‑Verify is allowed to: A) Modify the MOU terms B) Submit cases and view results for employees they verify C) Delete historical case records D) Grant access to new users Answer: B Explanation: General Users can create and manage cases for the employees they verify but lack administrative controls. Question 26. Which privacy protection is required when disposing of paper I‑9 records? A) Shredding the documents B) Recycling them in a public bin C) Burning them in an open flame D) Storing them in a drawer for five years before discarding Answer: A Explanation: Paper records containing PII must be shredded to prevent unauthorized access. Question 27. During a DHS audit, an employer must be prepared to provide: A) Only the most recent I‑9 for each employee
C) The employee’s next scheduled performance review D) The employer’s internal investigation concludes Answer: B Explanation: Employers cannot take adverse action until the final case resolution is received, ensuring the employee’s right to contest is protected. Question 31. Which of the following is a permissible reason for an employer to re‑hire a former employee without completing a new I‑9? A) The employee was rehired within three years of the original hire date B) The employee changed their name during the break in employment C) The employee was previously on a temporary visa that has now expired D) The employee was promoted to a different department Answer: A Explanation: If an employee is rehired within three years of the original hire, the employer may update the existing I‑9 rather than start a new one. Question 32. For a remote hire located in a different state, the employer may use which E‑Verify procedure? A) The “Alternative Procedure” using a video interaction with a representative B) Send the employee a paper I‑9 to mail back C) Require the employee to travel to the employer’s office for verification D) Use a third‑party background check service instead of E‑Verify Answer: A Explanation: The Alternative Procedure allows a remote employee to complete verification via a live video interview with an authorized representative. Question 33. An employee who has applied for a Social Security Number but does not yet have one may be hired if the employer: A) Waits until the SSN is issued before completing the I‑ 9 B) Accepts a receipt from the SSA showing the SSN application as a List C document C) Uses the employee’s passport as a List A document and proceeds with E‑Verify
D) Declines to hire the employee until the SSN is available Answer: C Explanation: A passport (List A) satisfies both identity and work‑authorization, allowing the employer to complete the I‑9 and submit the case without an SSN. Question 34. An “Automatic Extension” of an Employment Authorization Document (EAD) is announced in the: A) Federal Register B) Congressional Record C) Department of Labor Bulletin D) USCIS Quarterly Report Answer: A Explanation: Automatic extensions of EADs are published in the Federal Register, and employers must follow the notice to accept the extended validity. Question 35. During a corporate merger, which document must be transferred to the successor in interest to maintain compliance? A) Only the most recent I‑9 for each employee B) All completed I‑9 forms, including any reverifications and supporting documents C) Only the employee’s payroll records D) The employer’s MOU with DHS Answer: B Explanation: The successor must retain all I‑9 records and supporting documentation to continue compliance with IRCA. Question 36. Which of the following is a “Final Nonconfirmation” code in E‑Verify? A) 01 – Employment Authorized B) 02 – No Show C) 03 – Final Nonconfirmation D) 04 – Withdrawal
Explanation: Employers must correct the I‑9, take appropriate disciplinary action (including termination), and retain the forged document for potential investigation. Question 40. Which of the following is a key requirement for an authorized representative used in the Alternative Procedure? A) Must be a notary public B) Must be physically present with the employee via video at the time of verification C) Must be an attorney licensed in the employee’s state D) Must be a family member of the employee Answer: B Explanation: The authorized representative must be present in a live video interaction with the employee to verify documents in real time. Question 41. The “No Show” code in E‑Verify is used when: A) The employee never appears for work after the case is created B) The employee fails a drug test C) The employee’s SSN does not match SSA records D) The employer fails to submit the case within three days Answer: A Explanation: “No Show” indicates the employee did not report for work after the employer created an E‑Verify case. Question 42. Which of the following statements about the “Withdrawal” case result is correct? A) It indicates the employer voluntarily removed the case before a final result B) It signifies the employee’s work authorization has been revoked by DHS C) It is used when an employee’s name is misspelled on the I‑ 9 D) It automatically triggers a TNC Answer: A Explanation: A “Withdrawal” occurs when the employer cancels the case before a final determination is issued.
Question 43. Under the privacy rule, which of the following is prohibited when handling I‑ 9 documents? A) Storing them on a password‑protected server B) Sharing them with a third‑party background check vendor without employee consent C] Retaining them for the required period D) Using them for internal audits Answer: B Explanation: PII from I‑9 forms may not be disclosed to third parties without the employee’s written consent, except as required by law. Question 44. Which of the following is NOT a valid reason for an employer to request a “new” List C document during reverification? A) The original document has expired B) The employee voluntarily provides a newer document with a later expiration date C) The employer wants to verify the employee’s address D) The original document was damaged and unreadable Answer: C Explanation: Verifying an employee’s address is not a purpose of reverification; only work‑authorization documents may be updated. Question 45. An employer discovers that an employee’s I‑9 was completed with a “translator certification” that was not signed. The employer should: A) Ignore the omission B) Ask the employee to sign the certification and retain the corrected I‑ 9 C) Terminate the employee for falsifying the form D) Submit a corrected I‑9 without a translator’s signature Answer: B Explanation: The translator certification must be signed; the employer should obtain the required signature and retain the corrected form.
A) Ignore it if the employee has a valid passport B) Request a corrected SSN from the employee before completing the I‑ 9 C) Proceed with E‑Verify, as the SSN is optional D) Use the employee’s alien registration number instead Answer: B Explanation: A non‑issued SSN indicates an error; the employer must obtain a correct SSN before completing verification. Question 50. Which of the following is a prohibited practice when using E‑Verify for a temporary staffing agency? A) Verifying each temporary worker’s eligibility before placement B) Using E‑Verify to pre‑screen candidates before a client makes a hiring decision C) Maintaining separate I‑9s for each client assignment D) Providing clients with case results after the worker begins employment Answer: B Explanation: Staffing agencies may not use E‑Verify as a pre‑screening tool before a client’s hiring decision; it must be used after the worker is hired by the agency. Question 51. The “Further Action Notice” must be given to the employee within how many days after a TNC is issued? A) 1 business day B) 2 business days C) 3 business days D) 5 business days Answer: B Explanation: Employers are required to provide the Further Action Notice within two business days of the TNC. Question 52. When an employee’s work authorization expires while they are on leave, the employer must: A) Wait until the employee returns to reverify
B) Reverify before the employee returns to work C) Ignore the expiration because the employee is on leave D) Terminate the employee immediately Answer: B Explanation: Reverification must be completed before the employee resumes work after the authorization expires. Question 53. Which of the following best describes the “Three‑Day Rule” for E‑Verify case submission? A) Cases must be entered within three days of the employee’s first day of work B) Cases must be closed within three days of a TNC C) Employers have three days to notify the employee of a TNC D) Employees have three days to provide additional documents after a TNC Answer: A Explanation: The employer must create the E‑Verify case within three business days of the employee’s hire date. Question 54. Which of the following is a required element of the “MOU” between an employer and DHS/SSA? A) The employer’s annual hiring numbers B) A statement that the employer will not use E‑Verify for pre‑offer screening C) The employer’s corporate logo D) A list of all employees hired in the past year Answer: B Explanation: The MOU includes a commitment that the employer will use E‑Verify only after a conditional job offer is made. Question 55. If an employee’s I‑9 shows a “corrected” entry, the employer must: A) Keep only the corrected page and discard the original B) Retain both the original and corrected pages together as a single record
A) State driver’s license B) U.S. passport C) Social Security card only D) Birth certificate only Answer: A Explanation: A state driver’s license is a List B document (identity). It must be paired with a List C document (employment authorization) such as a Social Security card. Question 60. An employee presents a foreign driver’s license and a Social Security card. The employer should: A) Accept both as List A documents B) Reject the foreign driver’s license because it is not on List B C) Accept the foreign driver’s license as List B and the Social Security card as List C D) Request a passport instead of the foreign driver’s license Answer: B Explanation: Only U.S. state‑issued driver’s licenses are on List B. A foreign driver’s license cannot be used for I‑9 verification. Question 61. When an employee’s name changes due to marriage, which section of the I‑9 is used to record the change? A) Section 1 B) Section 2 C) Section 3 D) A new I‑9 must be started Answer: C Explanation: Section 3 is used to update name changes, reverifications, or rehires; the original I‑ 9 remains valid. Question 62. Which of the following is NOT a valid reason for an employer to create a new I‑9 for a rehired employee? A) The employee was rehired after more than three years
B) The employee’s prior I‑9 was lost or destroyed C) The employee’s work authorization has changed D) The employee was rehired within three years and the original I‑9 is still on file Answer: D Explanation: If the employee is rehired within three years and the original I‑9 is available, the employer updates the existing form rather than creating a new one. Question 63. The “Alternative Procedure” for remote verification requires: A) The employee to mail original documents to the employer B) A live video interview with an authorized representative who inspects the documents in real time C) The employer to rely on scanned copies of documents only D) The employee to complete the I‑9 on a paper form and fax it to the employer Answer: B Explanation: The Alternative Procedure allows a video conference with an authorized representative who visually inspects the original documents. Question 64. Which of the following statements about the “Final Nonconfirmation” (FNC) code is correct? A) It can be appealed by the employer but not by the employee B) The employer may take adverse action immediately after receiving an FNC C) The employee must be given a chance to present additional evidence before the final code is issued D) The FNC indicates that the employee is authorized to work Answer: C Explanation: Before a Final Nonconfirmation is issued, the employee may be given a Referral Date Confirmation to submit additional evidence. Question 65. Under the anti‑discrimination provisions of the INA, an employer may: A) Require all employees to present a passport even if a driver’s license would suffice B) Apply the same document‑inspection procedures to all new hires regardless of national origin C) Ask an employee to provide a second List C document if the first is acceptable
