I-9 and E-Verify Practice Test (Latest
2026/2027 Update) Comprehensive
Exam Questions,Verified Answers &
Rationales
Course Overview
Pass your compliance certification or master hiring verification with confidence.
The I-9 and E-Verify Complete Practice Test: Knowledge Questions & Answers is
the ultimate tool for HR professionals, recruiters, and employers.
It tests your real-world knowledge of federal employment eligibility rules.
You will learn the exact steps to avoid costly compliance audits and legal fines.
What's Included
• Realistic Practice Questions: Over 50 up-to-date multiple-choice questions that
mirror real certification and workplace scenarios.
• Core Topic Coverage:
o Acceptable List A, B, and C identity and work authorization documents.
o Strict timelines for Section 1 and Section 2 completion.
o How to properly handle reverifications and rehires.
o Step-by-step guidance on resolving E-Verify Tentative Nonconfirmations
(TNCs).
o Avoiding discrimination and document abuse.
Who This Is For
• Human Resources (HR) professionals and managers.
• Corporate recruiters and hiring personnel.
• Payroll specialists and administrative staff.
• Business owners handling their own onboarding.
Key Benefits
• Save Time and Money: Prevent minor Form I-9 paperwork errors before federal
auditors find them.
• Boost Confidence: Know the rules inside and out before your next audit or
internal review.
1
,1. What must employers display in the workplace?
The E-Verify Participation and the Notice of the Right to Work posters in both English and
Spanish.
• Rationale: Employers participating in E-Verify are legally required to prominently
display the official "Notice of E-Verify Participation" and the "Right to Work" posters
issued by the Department of Justice (DOJ). These must be placed in a conspicuous
location visible to both prospective applicants and current employees to prevent
discrimination and ensure transparency.
2. At what point in the hiring process is the I-9 screening used?
Once the individual is already hired and has begun to earn wages.
• Rationale: Form I-9 cannot be used as a pre-employment screening tool. It must only
be completed after an individual has accepted a job offer and actual employment has
commenced. Section 1 must be filled out no later than the first day of employment for
pay, and Section 2 must be completed within three business days of that start date.
3. Who must an employer screen for I-9?
ALL new hires.
• Rationale: Under the Immigration Reform and Control Act (IRCA), employers are
required to complete Form I-9 for every single individual they hire for employment in the
United States, regardless of the individual's citizenship or national origin. Failing to do so
uniformly can lead to severe statutory penalties or claims of citizenship status
discrimination.
4. Are election judges and poll workers exempt from completing Forms
I-9 in accordance with the U.S. Department of Justice memo dated Feb
18, 1988 signed by John R. Schroeder?
YES.
2
, • Rationale: This specific administrative exemption applies because election judges and
poll workers are classified under distinct temporary provisions governing government
operations during election cycles, meaning they are not considered standard corporate or
regular state "employees" for the purposes of immigration-related employment
verification.
5. Can a Form I-9 be included in a job application packet?
Yes, a Form I-9 can be included in a job application packet as long as it is applied
uniformly to all job applicants and done for informational purposes only. Do not ask
employees to complete Form I-9 as part of the application process. Form I-9 must be
completed after your employee has been provided and accepted an offer of employment.
• Rationale: Providing the form ahead of time as an educational or blank informational
reference is permissible under USCIS guidelines. However, forcing an applicant to
execute, sign, or provide identity documents during the initial application cycle is illegal
and violates anti-discrimination provisions.
6. Does a self-employed individual need to fill out an I-9 form on
themselves?
No.
• Rationale: Form I-9 is explicitly designed to verify the employment eligibility of an
employee hired by an employer. If you are strictly a sole proprietor or independent
contractor operating entirely by yourself, you do not need to verify your own identity and
employment authorization to yourself. However, if you form a corporation and hire
yourself as an employee of that entity, an I-9 becomes necessary.
7. TRUE OR FALSE: E-Verify employer agent reps must take refresher
tutorials initiated by the E-Verify program as a continued use of E-
Verify.
TRUE.
• Rationale: E-Verify frequently updates its features, platform compliance rules, and
legal alerts. To maintain system integrity and accuracy, user accounts are periodically
3
2026/2027 Update) Comprehensive
Exam Questions,Verified Answers &
Rationales
Course Overview
Pass your compliance certification or master hiring verification with confidence.
The I-9 and E-Verify Complete Practice Test: Knowledge Questions & Answers is
the ultimate tool for HR professionals, recruiters, and employers.
It tests your real-world knowledge of federal employment eligibility rules.
You will learn the exact steps to avoid costly compliance audits and legal fines.
What's Included
• Realistic Practice Questions: Over 50 up-to-date multiple-choice questions that
mirror real certification and workplace scenarios.
• Core Topic Coverage:
o Acceptable List A, B, and C identity and work authorization documents.
o Strict timelines for Section 1 and Section 2 completion.
o How to properly handle reverifications and rehires.
o Step-by-step guidance on resolving E-Verify Tentative Nonconfirmations
(TNCs).
o Avoiding discrimination and document abuse.
Who This Is For
• Human Resources (HR) professionals and managers.
• Corporate recruiters and hiring personnel.
• Payroll specialists and administrative staff.
• Business owners handling their own onboarding.
Key Benefits
• Save Time and Money: Prevent minor Form I-9 paperwork errors before federal
auditors find them.
• Boost Confidence: Know the rules inside and out before your next audit or
internal review.
1
,1. What must employers display in the workplace?
The E-Verify Participation and the Notice of the Right to Work posters in both English and
Spanish.
• Rationale: Employers participating in E-Verify are legally required to prominently
display the official "Notice of E-Verify Participation" and the "Right to Work" posters
issued by the Department of Justice (DOJ). These must be placed in a conspicuous
location visible to both prospective applicants and current employees to prevent
discrimination and ensure transparency.
2. At what point in the hiring process is the I-9 screening used?
Once the individual is already hired and has begun to earn wages.
• Rationale: Form I-9 cannot be used as a pre-employment screening tool. It must only
be completed after an individual has accepted a job offer and actual employment has
commenced. Section 1 must be filled out no later than the first day of employment for
pay, and Section 2 must be completed within three business days of that start date.
3. Who must an employer screen for I-9?
ALL new hires.
• Rationale: Under the Immigration Reform and Control Act (IRCA), employers are
required to complete Form I-9 for every single individual they hire for employment in the
United States, regardless of the individual's citizenship or national origin. Failing to do so
uniformly can lead to severe statutory penalties or claims of citizenship status
discrimination.
4. Are election judges and poll workers exempt from completing Forms
I-9 in accordance with the U.S. Department of Justice memo dated Feb
18, 1988 signed by John R. Schroeder?
YES.
2
, • Rationale: This specific administrative exemption applies because election judges and
poll workers are classified under distinct temporary provisions governing government
operations during election cycles, meaning they are not considered standard corporate or
regular state "employees" for the purposes of immigration-related employment
verification.
5. Can a Form I-9 be included in a job application packet?
Yes, a Form I-9 can be included in a job application packet as long as it is applied
uniformly to all job applicants and done for informational purposes only. Do not ask
employees to complete Form I-9 as part of the application process. Form I-9 must be
completed after your employee has been provided and accepted an offer of employment.
• Rationale: Providing the form ahead of time as an educational or blank informational
reference is permissible under USCIS guidelines. However, forcing an applicant to
execute, sign, or provide identity documents during the initial application cycle is illegal
and violates anti-discrimination provisions.
6. Does a self-employed individual need to fill out an I-9 form on
themselves?
No.
• Rationale: Form I-9 is explicitly designed to verify the employment eligibility of an
employee hired by an employer. If you are strictly a sole proprietor or independent
contractor operating entirely by yourself, you do not need to verify your own identity and
employment authorization to yourself. However, if you form a corporation and hire
yourself as an employee of that entity, an I-9 becomes necessary.
7. TRUE OR FALSE: E-Verify employer agent reps must take refresher
tutorials initiated by the E-Verify program as a continued use of E-
Verify.
TRUE.
• Rationale: E-Verify frequently updates its features, platform compliance rules, and
legal alerts. To maintain system integrity and accuracy, user accounts are periodically
3
