Fill-and-Save™ W-4 Form

IRS W-4 Form

The Internal Revenue Service (IRS) requires every employee to complete Form W-4 before he or she may claim withholding allowances on income tax returns. New W-4 forms must also be completed whenever an employee’s tax status changes, such as with the birth of a child or a change in marital status.

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Mandatory I-9 Form

Verify the identity and employment eligibility of new hires using the latest Form I-9.

The U.S. Citizenship and Immigration Services (USCIS) updated the form I-9 by extending the expiration date to 5/31/2027. Employers should make sure they are using the latest form with the edition date of 8/1/23, which may have an expiration date of 7/31/2026 or 5/31/27. Employers are encouraged to update their paper and electronic forms to use the 05/31/2027 expiration date as soon as possible, by 07/31/2026 at the latest. See more details...

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Capture Essential Hiring Information for Easier Candidate Screening

The 50-State Compliant Job Application Long Form asks detailed questions but is concise enough to save you time in the ever-tedious hiring process. This attorney-developed Job Application complies with "ban-the-box" rules (to eliminate unnecessary hiring barriers facing applicants with criminal records) and is so thorough it’s almost a “mini-interview”!

The form includes an EEOC-approved question regarding the applicant’s ability to perform the job, with or without accommodation, and a general non-harassment clause to protect your company from any legal missteps.

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Capture Essential Information about Applicants while Complying with Hiring Laws

The 50-State Compliant Job Application Short Form asks detailed questions but is concise enough to save you time in the ever-tedious hiring process. The attorney-developed form is ideal for most entry-level, non-exempt positions. The two-sided job application provides clear, direct questions for applicants to answer, while still allowing ample room for job seekers to list skills, employment history and education information. Lastly, the form includes an EEOC-approved question regarding the applicant’s ability to perform the job, with or without accommodation, and a general non-harassment clause to protect your company from any legal missteps.

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