The Return of Social Security No-Match Letters
From Wimbelry & Lawson, P.C.:
|1. Check the reported no-match information against your personnel records.||
1. Use the receipt of a no-match notice alone as a basis to terminate, suspend or take other adverse action against the employee.
|2. Inform the employee of the no-match notice and ask the employee to confirm the name/SSN reflected in your personnel records.||2. Attempt to immediately reverify the employee's employment eligibility by requesting the completion of a new I-9 form based solely on the no-match notice.|
|3. Advise the employee to contact the SSA to correct and/or update SSA records.||3. Follow different procedures for different classes of employees based on national origin or citizenship status.|
|4. Give the employee a reasonable period of time (no specific time period is listed) to address a reported no-match with the local SSA office.||4. Require the employee to produce specific I-9 documents to address the no-match.
|5. Periodically meet with or otherwise contact the employee to learn and document the status of the employee's efforts to address and resolve the no-match.||5 Require the employee to provide written evidence from SSA that the no-match has been resolved.|
|6. Submit any employer or employee corrections to the SSA.|
SSA began issuing letters called Employer Correction Requests in March 2019. These letters do not include the names or SSNs of employees. Instead, the letters ask employer to register online with SSA's business services unit to obtain the no-match information.