New Hire

Smart Onboarding interfaces directly with the USCIS E-Verify system .  for processing I-9s. In Form I-9, the Section 1 information is entered by the New Hire, and they attest to the accuracy of the information.  The  If the New Hire is a minor (under 18), a parent or guardian completes Section 1 as a preparer/translator on their behalf. The I-9 Specialist then then reviews the information entered by the New Hire 's information, enters Section 2 information about the documents that the New Hire has presented in Section 1, then records the details of the documents presented by the New Hire in Section 2 to confirm their employment eligibility for employment, and attests to the accuracy of this information.   In some cases, a special remote user is nominated to complete the The I-9 Section 2 on behalf of the employer. This could be a notary public or parent if the New Hire is less than 18 years of age. If the employer finds the filled data in the document of I-9 Section 2 to be incorrect or invalid, the employer can re-send/push the I-9 back to the Remote I-9 user to update with the correct or appropriate data. There is also a possibility that the employer can undo Remote I-9 before the Remote User enters and saves the Section 2 details. The employer may reassign the task to the same/another Remote User or decide to work on it themselves. After Specialist also has the option to designate a remote user to complete Section 2 on their behalf. Once the I-9 process is completecompleted, the E-Verify Specialist initiates the interface process with the USCIS E-Verify system , and administers this by creating an E-Verify case for the New Hire's I-9 and manages the process through completion (, ensuring that employee eligibility is determined and the USCIS case is closed).

Case 1:

New Hire's I-9

Processing when I-9 Specialist enters Section 2 information and completes I-9Image Removed

Processing
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Case 2:

Case 3:

Smart Onboarding also supports additional processes to facilitate employee transfers and Rehiresrehires. The data entered by the candidate in EBI/Section 1 is matched against the existing data for in the candidatesystem. Based on the this search result the candidate's transaction is classified as either a New Hire /transfer/or a rehire. 

Transfer within Company/Business Unit

The candidate transaction is considered as transfer within Company/Business Unit if there is an already existing record for the candidate in the HR database under the same organization,

The candidate's EBI/Section 1 information is searched against the existing active HR records to match the legal entity (Company/Business unit), SSN, date of birth and eligibility type.

If a match is found, the previously completed I-9 is considered for this process.

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Transfer outside Company/Business Unit

If the employee is transferred to a different legal entity (Company/Business Unit) that is registered for E-Verify even within the same organization, a new I-9 must be completed.

Since the legal entity is different, the search match logic fails to find a match and the flow is considered as a New HIre Flow.

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Rehire

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Rehire

If a candidate is terminated and then rehired by the employer within 3 years of the max Hire date.When a search is invoked to match candidate's their most recent hire date, they will be considered a rehire.

A search will be performed using the data entered in Biographic Information/Section 1 (for candidate's legal entity (Company/Business unitUnit), SSN, date of birth, and eligibility and if type), to verify if a match exists. If a match is found,   the process will check if checks whether the rehire is within 3 years from max Hire date and the termination date exists for the candidate from the previous process of hire. If the conditions match, process will only have Section 3 activity in I-9. The onboarding process for rehire skips document details (Section 2) and E-Verify activities. 

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Even though the candidate's legal entity, SSN and date of birth matches with the previous of the candidate's most recent hire date and confirms that a termination date is recorded from the previous employment. If these conditions are met, the candidate will be classified as a rehire, requiring only Supplement B activity to be completed in the process. The Section 2 activity will not appear in the process, and the E-Verify step can be marked as complete without undergoing the E-Verify processing, as it is not required for rehires. 

Even if the candidate's legal entity, SSN, and date of birth match the information from a previously completed Form I-9 and a record exists for the candidate in the HR databasesystem, the process employee may not treat this be classified as a rehire case if the rehire date exceeds the 3-year limit from the max most recent hire date date or if the a termination date doesn't exists from the previous hire.

Also, the process switch might happen from Hire to Rehire, Rehire to Hire or Rehire to Rehire during restarts when correcting the wrongly entered SSN/Date of Birth. 

The three possible scenarios of rehire are explained as follows:

Hire to Rehire

The match is not found first time when the search match is invoked to check the existing records in the database. The process continues as a normal New Hire flow until the restart is initiated from E-Verify activity. When the correction is made for SSN/DOB after EBI/Section 1 restart, the record finds a match and the process will be treated as a rehire flow with only Section 3 activity.

Rehire to Hire

In this case the employee enters incorrect SSN/Date of Birth in the employee biographic information/Section 1 and the flow navigates to rehire Section 3 when it matches with the incorrect candidate's data. After completion of Section 3, the E-Verify Specialist restarts EBI/Section 1 for the candidate to reenter correct SSN/Date of Birth and the flow becomes a normal New Hire case when there is no match found for SSN/Date of Birth.

Rehire to Rehire

This scenario occurs when the process goes into Rehire flow both before and after restart. First time when incorrect SSN/DOB is given, the data matches with the incorrect candidate and the process flow goes into Rehire case. When correction is made after restart, the given candidate's data may match the correct record and the process may again direct to Rehire Section 3from the previous employment does not exist.