The Mississippi Employment  Protection Act is going to be a burden. We've watched it in Arizona and in other states.

Our secure, Web-based system will help shift that burden off your back.

We can train your staff in 15 minutes. Our system is more streamlined than E-Verify's, and easier to implement.  And you don't have to take the annoying tutorial or Mastery test. 

Whether you have 5 employees or 50,000 employees, our customized access levels and unlimited enrollment locations give your company control. 

E-Verify was designed to only to verify. Our system stores your forms in perpetuity so that you don't have to. Our system lets you man425798s under  the Mississippi Employment Protection Act  without headaches, ulcers or profanity.

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The latest information from the trenches of the E-Verify/I-9 compliance wars.

We have answers. Practical, need-them-now answers. It's the basis of our business: a great product and unparalleled customer service.  And we're way better than E-Verify. Or our competitors.

You have enough HR issues without your I-9 compliance vendor being one. So we've designed a fast, easy and scalable system that you're going to love.

It's based on the Web. It's easily learned. It walks you through the process, each and every time, in English or Spanish.

Our system becomes your  file cabinet so you can go paperless with your I-9 forms while you comply with the law.

And if you want to go totally paperless with your old forms, we can do that, too, so that everything's in one place. Need audit services? We can do that, too.

Here's our bottom line: We've been dealing with a similar I-9 compliance law in Arizona since it was enacted there. We know the pitfalls and the problems.

A client called us the other day and said "Thank heavens for you." Then she sent us some fresh-baked chocolate-chip peanut butter cookies.

Do your vendors usually get that reaction from you?

Our paperless, federally approved solution cut her I-9 compliance workload in half.  Over the last three months, we've taken an employer's burden and not only lessened it, but turned it into a productive solution.

As you're considering what to do to be in compliance with the employer sanctions law, ask yourself these questions: