Employer Responsibility for Hiring Decisions
ZipID provides identity verification tools and decision support — it does not make hiring decisions or employment eligibility determinations. All such decisions are the sole legal responsibility of the employer. ZipID's outputs (facial comparison scores, document flags, fraud indicators) are informational tools that must be reviewed in good faith before any employment action is taken.
Anti-Discrimination Compliance
Employers must use ZipID's Services in full compliance with applicable anti-discrimination laws, including the INA (8 U.S.C. § 1324b), Title VII, the ADA, and the ADEA. Document flags and liveness detection results must never be used as the sole basis for an adverse employment action, and must never be used as a pretext for discriminatory document practices. If ZipID flags a document or a liveness check does not pass, provide the individual a reasonable opportunity to present alternative documentation before taking any action.
Authorized Representative Liability
The employer is legally responsible for all actions taken by an Authorized Representative in connection with the Form I-9. Always provide ARs with written instructions on proper document inspection procedures before assigning them.
📄 Need the full illustrated guide with all screenshots? Download it from the ZipID Employer Guide PDF.