The TNC Checklist The TNC Checklist will guide you as you process a Tentative Non-Confirmation. By completing this Checklist, you will provide the information that we need to move the case forward correctly.Your Email Address* Your Company/Organization Name* The Employee`s Name* STEP 1: Review the information that we submitted.*Review the employee data at the top of the Further Action Notice (FAN). (You will find the FAN linked from the TNC email.) Is the information complete and correct? The "Reason for this Notice" field may offer a clue to what information may be incorrect, if any. The new hire information is correct. There is an error in the new hire's information. A female whose married name is different from that on her ID. The TNC Process, Step-by-Step The Tentative Non-Confirmation (TNC) Process 1. Review the info at the top of the Further Action Notice (FAN) for errors. If errors found, complete the TNC Checklist. 2. If no errors, meet with the employee to review the FAN. 3. Require the employee to decide whether or not to “take action” (contest) the TNC. 4. Require the employee to sign the FAN. 5. Give the employee a copy of the signed FAN and instruct him/her to follow the instructions. 6. Complete the TNC Checklist to notify us of the employee’s decision. My new hire's name is different on her Social Security card (by marriage, etc.) An SSA (Social Security Admin.) TNC can be caused by a name mismatch, when the new hire has married but not updated her record at the Social Security Administration. (There may be other causes of an SSA name mismatch.) To resolve the problem, the employee must contest the TNC and follow the instructions in the Further Action Notice. You may not change the employee’s name in Section 1 of Form I-9 to match the Social Security card nor instruct the employee to do so. STEP 2: Send us corrections After entering the data to be corrected below and a copy of the corrected form, click 'Continue'. We will close the incorrect case and re-verify with your corrections. You will receive an updated response promptly.Information to be corrected*Describe the new hire data that should be corrected. Corrected Form I-9Upload the corrected Form I-9 (and, if required, identification documents) for this new hire. (max 5 files) Uploading the corrected form will help us resolve this case more quickly. (If you normally fax forms to us, please enter the date that the original form was faxed to us, if known.) Drop files here or Select files Accepted file types: jpg, gif, png, pdf, jpeg, Max. file size: 30 MB, Max. files: 5. STEP 2: To `Take Action` or Not? You must allow the employee to review the Further Action Notice and decide whether or not to `take action` to resolve the TNC.How do I do this? You must promptly, personally and privately review the two-page “Further Action Notice” (FAN) with the new hire. The FAN explains the reason for the TNC and the specific steps that the employee must take to resolve it. Specifically, you must: 1. Print the Further Action Notice and review it with the employee. Read the Further Action Notice to the employee if the employee cannot read. If required, we can provide the FAN in additional languages. If the employee finds an error in the personal information at the top of the FAN, stop and use this TNC Checklist to notify us of the error. 2. After reviewing the notice with the employee, instruct the employee to indicate whether or not s/he will take action by checking the appropriate box and signing on page two of the English version. 3. Provide the employee with a copy of the signed English version and a copy in the employee’s native language (if available) if the employee does not fully understand English. Keep the original with the employee’s Form I-9. How much time must I give the employee to make a decision? You should give the employee a reasonable amount of time to decide whether or not to “take action” to resolve the TNC. However, “reasonable” is measured in minutes, not days. Whether or not to contest the TNC is an easy decision for the employee to make during the meeting to review the FAN. Your obligation is to be reasonably confident that the employee understands the FAN well enough to make a decision. You should never give the employee a copy of the FAN with the expectation that s/he will make a decision at a later time.Does the new hire contest the TNC?* The new hire has decided to TAKE ACTION to resolve the TNC. The new hire has decided to NOT TAKE ACTION to resolve the TNC. By submitting this form, you will notify us that this employee has decided to take action to resolve the Tentative Non-Confirmation.We will send you the Referral Date Confirmation (RDC), which you are required to provide to the employee. The RDC confirms that the case has been referred to the appropriate agency and gives the deadlines by which the employee must act and the Department of Homeland Security will update this case.The employee will have eight days from today to follow the instructions in the FAN. E-Verify will provide a final status approximately two days later.STEP 3: To terminate or not to terminate?Because the employee has decided not to contest the TNC, it automatically and immediately becomes a Final Non-Confirmation and you are permitted (and we strongly advise you) to terminate the unauthorized worker. This employee no longer works for us. This employee will continue to work for us. STEP 4: Reason for Termination*Please select the choice that best describes why the employee no longer works for you. Worker terminated for choosing NOT to contest the TNC Worker voluntarily quit working for us. Worker terminated for reasons unrelated to E-Verify. WARNING*IMPORTANT! If you decide to continue to employ this worker, we must notify the Department of Homeland Security of your decision. Employers may be subject to a civil money penalty of between $550 and $1,100 for failing to notify DHS if the employee was not authorized to work. I understand that Verifyi9 will notify the DHS of our decision to continue to employ this worker. Problem with this form? Please contact us for assistance.