# Compare I9 Roster Audit > Cross-audit comparing an employee roster against employment eligibility verification records to identify compliance gaps at the individual employee level, with employee-specific documentation, timing, and reverification analysis. - Skill: `finchipaiorg/compare-i9-roster-audit` (Agent Skill) - Install (CLI): `npx skillmds@latest add finchipaiorg/compare-i9-roster-audit` - Raw SKILL.md: https://api.skillmd.com/api/skills/finchipaiorg/compare-i9-roster-audit/raw - Safety review: pending - Works with: Claude Code, Claude.ai, OpenAI Codex - Category: Security - Author: FinchipAIOrg (https://skillmd.com/u/finchipaiorg) - Updated: 2026-09-22 - Page: https://skillmd.com/skills/finchipaiorg/compare-i9-roster-audit --- # Skill: Compare I-9 Records Against Employee Roster ## 2. Failure modes the skill is correcting - Agents collapse the audit into a general compliance narrative and fail to tie each gap to a specific employee identifier, hire date, and record status, making remediation non-operational. - Agents identify missing or late records without showing the date logic that makes the defect verifiable from the source set. - Agents flag expired authorization only as a category and omit the affected employees, the record status, and whether reverification occurred. - Agents miss the distinction between ordinary reverification failures and improper reverification of permanent resident documentation, which can trigger a separate anti-discrimination concern. - Agents treat roster-to-record mismatches as a document review instead of a reconciliation exercise across the full employee population. - Agents omit a severity hierarchy, leaving the report unable to prioritize remediation. - Agents give findings without concrete next steps, deadline anchors, or accountable roles. ## 3. Legal frameworks / domain conventions that apply - Employment eligibility verification is required for each covered employee using the prescribed form and acceptable-document framework; a missing or incomplete record is a substantive compliance gap. Cite the governing employment eligibility verification rules by name when characterizing the defect. - Section 2 must be completed by the employer within the third business day after the employee’s first day of work; weekends and federal holidays are excluded when counting business days. - Temporary work authorization documents carry expiration dates; where the underlying authorization expires, the employer must complete reverification on time using the proper follow-up mechanism. - Lawful permanent resident status does not expire when the physical card expires; requesting reverification solely because the card expired is improper and may implicate anti-discrimination rules under the federal employment verification regime. - The roster and the verification log must be reconciled as complementary source sets: the roster shows who is employed and when they started, and the record log shows whether a compliant verification file exists. - A deficiency should be framed by its regulatory consequence, not just by its paperwork status: missing records, late completion, unverifiable status, and improper reverification have different compliance implications and remediation paths. - When a legal proposition is stated, anchor it to the controlling authority or standard that supports it rather than using unsupported conclusory labels. ## 4. Analytical scaffolds 1. **Roster-to-record reconciliation** - Build a complete employee-by-employee match between the roster and the verification log. - Enumerate every employee on the roster before analysis so no person is implicitly omitted. - For each employee, determine whether a record exists, whether it is complete, and whether the record status matches the roster status. 2. **Timing analysis** - For each record with a completion date, compare the hire date to the employer-completion date. - Count business days only, using the source calendar rules if provided; otherwise, apply the standard business-day convention. - State the elapsed timing in the finding so the defect can be independently checked. 3. **Expiration and reverification analysis** - For each employee with expiring authorization, identify the expiration date and whether a reverification entry exists. - Flag any expired authorization with no follow-up action as a separate defect from late initial completion. - If the source set includes a later date tied to follow-up review, confirm it lines up with the expiration event. 4. **Permanent resident reverification screen** - Isolate any employee whose documentation reflects permanent resident status. - Check whether the record shows reverification triggered by card expiration alone. - Treat that as a distinct concern and do not merge it into ordinary document-expiration findings. 5. **Section completeness and document validity** - Check for a signed and dated attestation, consistent status selection, and a permissible document combination where the source log provides enough information to assess it. - Do not infer compliance from a partially completed entry. 6. **Issue closure discipline** - Each finding should close with: the scale or timing detail that makes it measurable, the source-set cross-reference that shows why it matters, and the downstream operational or regulatory consequence. - If a finding cannot be measured from the source set, say what is missing instead of overstating certainty. 7. **Aggregation after employee-level review** - After the employee-level table is complete, group findings by deficiency type for the summary. - Keep the aggregate summary secondary to the employee-specific analysis. ## 5. Vertical / structural / temporal relationships - Use hire date, first day of work, record completion date, and expiration date as distinct temporal anchors; do not conflate them. - Treat the roster as the population baseline and the verification log as the compliance evidence set; mismatches arise from comparing those two vertically related records. - Where the source set contains multiple employees with the same defect type, keep each employee in a separate row before aggregating by category. - Preserve chronology in the report: hire event, initial verification, expiration, reverification, and current status should appear in that order when available. - If only one employee or one defect class is actually present, state that affirmatively; do not imply a broader sample than the source set supports. ## 6. Output structure conventions - Open with a brief methodology note that states the roster and record log were reconciled employee by employee. - Define an ordinal severity scale once at the top and apply it uniformly to every finding. - Use an employee-level findings table with columns for employee identifier, hire date, record status, deficiency type, relevant dates, severity, and concise consequence. - For each finding, include the date logic or status logic, the controlling compliance rule or standard, and a short explanation of impact. - Separate ordinary verification defects from any permanent resident reverification concern. - Follow the employee-level table with an aggregate summary by deficiency type. - End with a Recommended Actions section that assigns each step to a role and ties it to an immediate or otherwise concrete timing anchor. - Keep remediation specific to the defect type: create missing records, correct late completion notation, complete reverification, or isolate and escalate any improper permanent resident reverification issue. - If the source set does not support a particular conclusion, say so explicitly rather than filling the gap with assumptions.