Employment Authorization Documents Expire on Fixed Dates. There Is No Grace Period.

Miss a reverification deadline and an employee is no longer legally authorized to work. Not temporarily. Not pending a correction. Done. And with TPS designations, EAD extensions, and OPT/STEM timelines shifting more frequently than in past years, the window for error is narrowing at the same time that tracking complexity is growing.

Most HR teams are managing this with a spreadsheet. This session shows you why that is not enough and what a system that actually catches deadlines before they become terminations looks like.

What You Will Learn:

• Why reverification deadlines carry zero margin for error compared to routine I-9 corrections, and what the consequences of a missed deadline look like in practice
• How to track EAD, TPS, and OPT/STEM expiration dates across your workforce without relying on manual spreadsheets that miss updates and create blind spots
• What the recent TPS designation terminations and reinstatements changed about reverification timing and what employers with affected employees need to do right now
• The difference between a lapse in status and a lapse in paperwork, and why that distinction matters when you are weighing a termination decision
• How to build an early-warning system that flags expiring documents at 90, 60, and 30 days out so your team is never caught reacting to a deadline that already passed

Why This Matters Now

The regulatory environment around work authorization has grown less predictable. TPS designations are being terminated and reinstated on compressed timelines. EAD extensions are shifting. OPT and STEM OPT windows require precise tracking across multiple milestones. For employers with any foreign national employees, the exposure is real and the margin for a manual process to keep up is shrinking.

The cost of a missed reverification is not a fine you can negotiate. It is an employee who cannot legally work and a paper trail that will be examined if your practices are ever reviewed. Building the right system now is significantly less expensive than explaining the gap later.

Your Presenter

Margie Faulk, PHR, SHRM-CP, Compliance Advisor, HR Compliance Solutions, LLC Margie is a senior HR and compliance professional with more than 15 years of experience helping organizations across private, public, and nonprofit sectors build risk management strategies that protect against workplace fines, penalties, and regulatory exposure. A Compliance Advisor at HR Compliance Solutions, she has worked with businesses of all sizes, from small employers to major corporations, on employment law compliance and HR risk mitigation. Margie holds PHR certification from HRCI and SHRM-CP certification from the Society for Human Resource Management, and is a member of the Society of Corporate Compliance and Ethics. She is bilingual in English and Spanish and brings a bicultural perspective to compliance work that spans diverse workforce environments.

Who Should Attend

• HR leaders and I-9 compliance officers responsible for employment eligibility verification and reverification
• Talent acquisition and onboarding teams managing foreign national employees with time-limited work authorization
• HR operations professionals whose current reverification process relies on manual tracking or spreadsheets
• Legal and compliance teams evaluating exposure under I-9 enforcement guidance and recent TPS policy changes
• Any employer with EAD, TPS, OPT, or STEM OPT employees who wants a proactive system before a deadline becomes a termination

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