An increasing number of government worksite compliance audits and stricter E‐Verify laws and regulations have made employment eligibility immigration compliance a critical function for HR departments across the U.S. Completing a Form I‐9 Employment Eligibility Verification for each employee enables employers to document that they have met their obligations for verifying the identity and work authorization of their employees. Studies have found that a typical organization will often have errors on more than half of their I‐9 forms. This can lead to steep penalties, the revocation of a business license, debarment for federal contractors, and discrimination and other damage claims from applicants. Five of the most common and dangerous mistakes that arise when using I-9 forms and E-Verify include: Denying you have an I-9 problem; Waiting for ICE to Show Up; Treating Employees Differently; Improperly Retaining I-9 Forms; and Not Treating E-Verify Seriously. Some E-Verify best practices include: Centralizing operational control of the E-Verify chain; Understanding the nuances between I-9 and E-Verify requirements; Tracking state law, etc.