E-Verify / Form i9
E-Verify / Form I-9 Compliance has been an oversight for some companies, exposing them to potential audits and fines. Fines can be up to $11,000 per illegal hire. C3 Intelligence, Inc. provides full service by supporting documentation from each new employee. While employers are only responsible to examine the documents provided with the I-9 Form, our I-9 Employment Verification service goes beyond that. Our service verifies eligibility to work in the United States; the name and Social Security Number; the Social Security for wage reporting purposes; discourages the use of a false document.
C3 Intelligence, Inc. is proud to annouce that it performs its Form I-9 service through Form I-9 Compliance, LLC. Form I-9 Compliance, LLC is the first federally-approved designated agent of the Department of Homeland Security and the Social Security Administration for web-based Form I-9 employment eligibility verifications. It also provides an error-detection electronic Form I-9 and a secure online Form I-9.
Case Studies
Via LawReporter.comTransportation IndustryEmami v. Saint Clare's Hasp., Inc., N.J., Morris County Super. Ct., MRS-L-2324-02,
Feb. 10, 2004
Emami, 30, was pushing her infant son in a baby jogger along the shoulder of a road. A hospital van transporting patients struck Emami and her son, then overturned. Emami's son suffered fatal injuries. He is survived by his parents. Emami suffered closed-head trauma and multiple fractures, requiring several surgeries. Her past medical expenses were $600,000 and future unspecified medical expenses are expected. Emami's husband, individually and on behalf of his wife and son, and Emami's father-who witnessed the incident-sued the hospital and the driver, alleging the driver was negligent in failing to keep a proper lookout.
Suit against the hospital alleged negligent hiring, training, monitoring, and retention of the driver, who allegedly had several prior moving violations and complaints on his record, and vicarious liability for the driver's actions. Suit against the hospital also alleged violation of federal and state law by not requiring its van drivers to have commercial driver's licenses. The parties settled during mediation before trial for $16 million.
The settlement amount included $10.1 million to Emami, $2.5 million to her husband, and $250,000 to her father.
Doe Vs. Roe School District, California, Los Angeles County Superior Court. Confidential docket number.
Jan 5th 2004
Doe, 16, was on the water polo team at her high school. Her coach had unlawful sex with her and was convicted of statutory rape. Doe suffered emotional distress, incurring psychotherapy bills of approximately $5,000. Doe's parents sued the school district on her behalf, alleging negligent hiring, retention, and supervision of the coach, who had allegedly had three previous unlawful sexual relationships with students. Defendant contended it was unaware of the coach's previous misconduct
The parties settled before a trial for $695,000
Femenick Vs. Nadey, California, Alameda Court Superior Court, Case Number 776205
June 5th 1998
Fermenick, 24, and her husband hired a local Chem-Dry franchise to clean their carpets. The franchise sent Nadey, who had been placed with it through a temporary employment agency. While in Fermenick's home, Nadey allegedly sexually assaulted and killed her. Fermenick is survived by her husband and her 2-year-old daughter. She had been a full-time homemaker. Nadey is currently awaiting trial for first-degree murder. Fermenick's husband, individually and on behalf of his daughter and his wife's estate, sued Chem-Dry, the local franchise and its owners, and the temporary employment agency, alleging negligent hiring and supervision. Plaintiffs claimed defendants had failed to conduct a background investigation on Nadey even though he had disclosed a criminal history on his employment application. If defendants had conducted an investigation, plaintiffs claimed, they would have learned Nade had been convicted of three prior felonies.
Plaintiffs settled with Chem-Dry for $35,000, with the employment agency for $375,000, and with the franchise and its owners for $750,000.
Whittaker v. Southwestern Life Ins. Co., Ala., Macon County Cir. Ct., No. CV-02-41,
Feb 4th 2004
Whittaker purchased a life insurance policy issued by Southwestern Life Insurance Company (Southwestern) from its agent, Perry. Over the next six years, Whittaker paid policy premiums to Perry, who kept them instead of turning them over to Southwestern. When Perry suggested that Whittaker allow her policy to lapse, she contacted Southwestern and was informed that her policy had lapsed a year and a half after its issuance. Whittaker suffered loss of the premium payments and policy benefits. Whittaker sued Perry, alleging fraud. She also sued Southwestern, alleging fraud and negligent hiring. Plaintiff claimed the company failed to perform a background check on Perry, which would have revealed a jury verdict against him in a suit alleging he had kept premium payments.
A jury awarded $1.62 billion, finding each defendant liable for $10 million in compensatory damages and $800 million in punitive damages.
Alabama Code 6-11-21 limits punitive damages to three times the amount of compensatory damages.
Deerings West Nursing Center vs. Scott - 757 S.W. 2d 494-TX(1990)
Nursing home liable for $235,000 for negligent hiring of unlicensed nurse, with 56 prior criminal convictions, who assaulted 80-year-old visitor
