Have a Question About I-9 Verification?
Immigration Document Preparation Services
I Provide the Following Immigration Forms Assistance
Complete document preparation for family-based immigration petitions, as per client instructions and using publicly available USCIS information.
K-1 fiancé(e) visa petition document preparation, organization, and filing support for U.S. citizen petitioners.
Document preparation assistance for National Visa Center processing, including DS-260 and financial documentation.
Complete N-400 document preparation, organization, and filing support for U.S. citizenship applicants.
Immigration Consultant For I9 Verification Form or as an I-9 Authorized Representative For Remote Hire Employees
Click Here for More Information⚠ I am NOT an attorney. I cannot provide legal advice or determine eligibility for any immigration benefit. I provide document preparation services only, as authorized under California BPC §22440-22448.
I-9 Verification Companies in California: Software Platforms vs. In-Person Services for 2026
Shafi Afridi - California Registered Immigration Consultant, Costa Mesa. I serve as an I-9 authorized representative for employers with remote hires across California. This comparison uses publicly available information about I-9 verification companies and platforms.
I am Shafi Afridi, a California registered immigration consultant in Costa Mesa. When California employers hire remote staff, the I-9 requirement creates an immediate problem: someone must physically examine the new employee's original identity and work authorization documents and complete Section 2 of Form I-9 within three business days of the hire date. For employers with an office full of HR staff, that is straightforward. For a small business hiring someone in Fresno or San Diego when the main office is in Orange County, it becomes a logistical headache that most employers do not think about until the deadline is staring them down.
That pressure has created a growing market of I-9 verification companies. Some are enterprise software platforms designed for companies processing thousands of new hires per year. Others are local, in-person authorized representative services that handle the actual document examination. They solve different problems for different employers, and choosing the wrong one means either overpaying for features that do not fit the situation, or ending up with software that still leaves the most compliance-critical step to the employer's own untrained staff.
"I hired a remote employee in Sacramento and I'm in Costa Mesa. Who is supposed to look at their documents? Can I just do it over FaceTime?"
Unless the employer is enrolled in E-Verify and in good standing, video verification is not an option. The DHS alternative procedure for remote I-9 examination requires active E-Verify enrollment at every hiring site that uses the video method. Without E-Verify, someone must physically examine the employee's original documents in person. That person can be anyone the employer designates as an authorized representative, including a third-party service, a notary, or even a friend or family member of the employee. But the employer remains legally responsible for any errors the representative makes on the form, which is why using an untrained person carries risk.
Source: USCIS Handbook for Employers (M-274); DHS alternative procedure guidance; i-9intelligence.com authorized representative rulesWhy This Comparison Matters Now: March 2026 ICE Changes
Before comparing specific companies, it helps to understand why the stakes for I-9 verification jumped significantly in 2026. On March 16, 2026, ICE reclassified over 10 categories of I-9 errors from technical violations to substantive violations. The practical impact is enormous: technical violations gave employers a 10-day window to correct mistakes after an inspection. Substantive violations carry no cure period. The fine hits immediately, at $288 to $2,861 per form.
The newly reclassified substantive violations include missing dates of birth in Section 1, undated signatures, missing employer representative titles in Section 2, incomplete document data even when document copies were retained, missing employment start dates, and failures related to the E-Verify alternative procedure for remote verification. For employers who had been relying on the correction window as a safety net, that safety net is gone.
2026 Penalty Ranges (Current as of September 2026)
Paperwork violations: $288 to $2,861 per form. Knowingly hiring unauthorized workers: $716 to $5,724 per worker (first offense), $5,724 to $14,308 (second offense), $8,586 to $28,619 (third offense). An employer with 50 deficient forms could face $14,400 to $143,050 in penalties before any criminal referral. ICE weighs five factors in setting the amount within each range: business size, good faith compliance efforts, violation seriousness, whether unauthorized workers were involved, and prior violation history.
"I have 35 employees. If ICE comes in and finds errors on every single I-9, are they really going to fine me for each one?"
Yes. ICE assesses penalties per form, not per employer. Each deficient I-9 is a separate violation. An employer with 35 employees and substantive errors on every form could face fines ranging from $10,080 on the low end to $100,135 on the high end, depending on the severity factors ICE applies. Companies that can demonstrate good faith compliance efforts, such as using a professional verification service and conducting regular self-audits, typically receive fines at the lower end of the range. Companies with no compliance procedures in place tend to receive fines at the higher end.
Source: i-9intelligence.com 2026 penalty analysis; Morgan Lewis enforcement guidance; CDF Labor Law analysis of ICE fine matrixThe Two Types of I-9 Verification Services
Every I-9 verification company falls into one of two categories, and understanding the difference is the key to choosing the right one.
Software Platforms vs. In-Person Representative Services
| Feature | Software Platforms | In-Person Services |
|---|---|---|
| Section 2 document examination | Employer staff handles it | Representative handles it |
| Physical document inspection | Not included (employer's responsibility) | Included |
| E-Verify integration | Usually included | Not typically included |
| Deadline tracking and reminders | Automated | Manual or per-case |
| Pricing model | Annual subscription or per-seat | Per verification |
| Best for | Large HR teams, 100+ hires/year | Small/mid employers, remote hires |
| Minimum commitment | Annual contract typical | No minimum typical |
Software platforms digitize the I-9 process, reduce data entry errors, and automate E-Verify submissions. But they do not solve the core problem for remote hires: someone still has to physically examine the employee's original documents. Unless the employer pays extra for a representative network, the employer's own manager or HR person must do that step. For a company with offices in every city, that works fine. For a small business with remote employees scattered across California, the software alone does not close the gap.
"I signed up for an I-9 platform thinking it would handle everything. Then I found out my office manager still has to fly to San Diego to check a new hire's passport. What's the point?"
This is one of the most common frustrations employers report after purchasing I-9 software. The platform handles the digital workflow, but the physical document examination, which is the step ICE actually audits, remains the employer's responsibility unless the platform includes an authorized representative network at additional cost. Some platforms, such as Equifax I-9 Anywhere and Sterling, offer representative networks, but those services come at a higher price tier and may not cover every location in California.
Source: SHRM vendor directory employer reviews; EMP Trust platform comparison; employer HR compliance forumsI-9 Verification Companies Compared
Below is a comparison of the types of I-9 verification services available to California employers in 2026, based on publicly available information from each company's website, industry reviews, and compliance publications. This is not a ranked list. Each type of service fits a different employer situation.
Enterprise I-9 Software Platforms
These are cloud-based platforms designed for mid-to-large employers who process a high volume of new hires. They digitize the I-9 form, integrate with E-Verify, and provide audit trails and compliance dashboards. The major players include Tracker I-9 (Mitratech), ADP I-9 Management, Equifax I-9 HQ (formerly I-9 Anywhere), Sterling I-9 and E-Verify, HireRight I-9 Services, and OnBlick.
What These Platforms Typically Include
Pricing: Enterprise contract pricing, typically annual subscriptions. Tracker I-9 runs approximately $2,500 per user per year according to published reviews. Most platforms do not publish pricing publicly and require a sales conversation.
Who this fits: Companies processing 100+ new hires annually, employers already using ADP, Equifax, or Sterling for payroll or background screening, and organizations that need multi-location compliance dashboards.
Key limitation: The software manages the paperwork, but the employer's own staff must still physically examine original documents for Section 2 unless the employer purchases a separate representative service.
"I'm a small business owner with maybe 5 new hires a year. Do I really need a $2,500 per year I-9 platform?"
For most small businesses with low hiring volume, enterprise I-9 software is not cost-effective. The platforms are designed for companies processing hundreds or thousands of hires annually, where the automation savings justify the subscription cost. A small employer hiring 5 people per year would pay roughly $500 per hire just for the software, before accounting for the cost of anyone actually examining documents. A per-verification authorized representative service, which typically runs $50 to $150 per verification, often makes more financial sense at that volume.
Source: HireChore 2026 I-9 platform comparison; EMP Trust pricing analysis; i-9intelligence.com cost considerationsRepresentative Network Add-Ons
Some enterprise platforms offer authorized representative networks as an add-on service. Equifax I-9 Anywhere uses a nationwide network of trained I-9 completers and supports hybrid verification through live video or in-person locations. Sterling offers flexible verifier options including in-person representatives and a notary network. HireRight provides a virtual I-9 service with a nationwide network of authorized agents for video-based verification. Tracker I-9 coordinates in-person verification through over 300 remote I-9 centers and mobile agents.
These add-ons extend the software's reach to cover Section 2 document examination, but they come at additional cost on top of the base platform subscription. For a California employer with occasional remote hires, the combined cost of a platform subscription plus representative network fees can be significantly higher than using a standalone representative service.
Local In-Person Authorized Representative Services
These are individual practitioners or small firms that provide the actual document examination and Section 2 completion that software platforms leave to the employer. The representative meets the employee in person, examines original List A, B, and C documents, completes and signs Section 2, and returns the compliant form to the employer.
What In-Person Authorized Representatives Typically Include
Pricing: Per-verification pricing, typically $50 to $150 depending on location and volume. No annual subscription or minimum commitment.
Who this fits: Small and mid-sized California employers with remote hires, companies without in-house HR staff trained on I-9 compliance, employers who need someone to physically meet an employee in a California city where the company has no office.
Key advantage: The service covers the exact step that software platforms leave to the employer and that ICE actually audits: the physical document examination and Section 2 completion.
"Can I just ask the new hire's roommate to look at their documents and sign the I-9?"
Technically, yes. USCIS allows any person the employer designates to serve as an authorized representative. There is no licensing or certification requirement. But the employer remains legally liable for any errors the representative makes. A roommate who has never seen a Form I-9 may not know how to identify acceptable documents from List A, List B, or List C, may miss required fields, or may fill out Section 2 incorrectly. After the March 2026 reclassification, many of those mistakes now carry substantive violation penalties with no correction window. Using a trained, experienced representative reduces that risk.
Source: USCIS Handbook for Employers (M-274); OutSolve authorized representative analysis; i-9intelligence.com authorized representative guidance"I asked a notary to handle the I-9 for a remote hire in California. They notarized the form. Is that a problem?"
Form I-9 is not supposed to be notarized. A notary can serve as an authorized representative and examine documents, but notarizing the form itself (stamping it, adding a notary seal) is incorrect and some ICE agents have flagged it during audits. In California and Texas specifically, state laws restrict how notaries interact with immigration forms. A notary acting as an authorized representative should examine the documents, complete Section 2 as a representative, and sign it with their title, but should not apply a notary stamp or seal to the form.
Source: i-9intelligence.com notary and I-9 guidance; USCIS I-9 Central FAQ; dcmobilenotary.com authorized representative analysisHow to Choose: Decision Framework for California Employers
The right I-9 verification service depends on three factors: hiring volume, whether the employer has remote staff, and whether the employer is enrolled in E-Verify.
Which Service Type Fits Your Situation
| Employer Situation | Recommended Approach |
|---|---|
| Large company, 100+ hires/year, in-house HR | Enterprise I-9 software platform |
| Large company, 100+ hires/year, remote employees | Software platform + representative network add-on |
| Mid-size company, 20-100 hires/year, some remote | Either approach depending on budget |
| Small business, under 20 hires/year, local staff | Handle I-9 internally with proper training |
| Small business, any remote hires in California | Per-verification authorized representative |
| Any employer with E-Verify, remote employees | DHS alternative procedure (video) or representative |
| Federal contractor with FAR clause | Software platform with E-Verify integration |
"I have a federal contract and I'm required to use E-Verify. Do I still need a separate I-9 service on top of that?"
E-Verify and I-9 verification are related but different processes. E-Verify checks the employee's information against DHS and SSA databases after the I-9 is completed. It does not replace the I-9 form itself. The employer must still complete Form I-9 first, including the physical document examination in Section 2, and then enter the data into E-Verify within three business days. A federal contractor with remote employees still needs someone to physically examine documents unless the contractor uses the DHS alternative procedure for video verification, which requires E-Verify enrollment at every hiring site that uses it.
Source: USCIS E-Verify employer guidance; Federal Acquisition Regulation E-Verify clause; WorkBright 2026 compliance guideCalifornia-Specific Considerations: AB 450 Restrictions
California employers face additional compliance requirements that national I-9 platforms may not account for. AB 450, the Immigrant Worker Protection Act, imposes state-level restrictions on how employers handle I-9 verification that go beyond federal requirements.
Under AB 450, California employers cannot reverify employment eligibility documents at a time or in a manner not required by federal law. They cannot request specific documents when the employee has already provided an acceptable combination. And they cannot use E-Verify to check existing employees unless the employer is a federal contractor with a specific contract requirement to do so. Violations of AB 450 carry separate state fines of $2,000 to $10,000 per violation, on top of any federal I-9 penalties.
"A new hire showed me a driver's license and Social Security card. Can I ask them to bring their passport instead because it's easier to process?"
No. Under both federal law and California's AB 450, employers cannot request specific documents when an employee has already provided an acceptable combination. A driver's license (List B) plus a Social Security card (List C) is a valid combination for I-9 purposes. Requesting a passport instead constitutes document abuse, which is a separate violation from I-9 paperwork errors. The Department of Justice's Immigrant and Employee Rights Section investigates document abuse complaints, and penalties can exceed the I-9 paperwork fines. This is one of the compliance areas where a trained I-9 representative can help the employer avoid costly mistakes.
Source: California AB 450 (Labor Code Section 1019.1); DOJ Immigrant and Employee Rights Section guidance; Perkins Coie AB 450 analysisRemote I-9 Verification: The Three Legitimate Paths
For California employers with remote hires, there are exactly three legitimate ways to complete I-9 Section 2, and each has specific requirements.
Path 1: In-Person Authorized Representative
E-Verify required? No. Any employer can use this method.
The employer designates someone near the remote employee to physically examine original documents and complete Section 2. This person can be a professional service, a notary (without notarizing), a manager at a local branch, or any other adult the employer trusts. The representative must be in the same physical location as the employee during the document examination.
Path 2: DHS Alternative Procedure (Live Video)
E-Verify required? Yes. The employer must be enrolled and in good standing at every hiring site using this method.
The employee sends document copies to the employer, then shows the original documents on a live video call. The employer examines the documents via video, completes Section 2 with the "alternative procedure" box checked, retains the document copies, and creates the E-Verify case the same day. Asynchronous methods (photos sent by email, recorded video) do not satisfy this requirement.
Path 3: Managed Remote Verification Service
E-Verify required? Depends on the service model.
Enterprise platforms with representative networks (Equifax I-9 Anywhere, Sterling, Tracker I-9) coordinate the document examination through their own agents. This is essentially Path 1 managed at scale, with the platform handling the logistics of assigning a local representative. Pricing is typically bundled into an enterprise contract and not available on a per-verification basis.
"I'm not enrolled in E-Verify. My employee is starting Monday in Riverside and I'm in Costa Mesa. What do I do by Wednesday?"
Without E-Verify enrollment, video verification is not available. The employer has three business days from the employee's start date to complete Section 2. The most practical option is to designate an authorized representative near the employee in Riverside who can examine the original documents in person and complete Section 2. That representative could be a professional I-9 service, a local notary acting as a representative (not notarizing the form), or someone the employer trusts near the employee's location. The employer should provide the representative with a blank I-9 form and clear instructions on which documents are acceptable.
Source: USCIS I-9 Central timing requirements; WorkBright 2026 compliance guide; ADP remote I-9 guidanceCommon Mistakes When Choosing an I-9 Verification Company
Mistake 1: Buying Software and Assuming the Document Check Is Covered
The most expensive mistake employers make is purchasing an I-9 platform and assuming it handles everything. The platform manages the paperwork and deadlines, but the physical document examination in Section 2 remains the employer's responsibility unless a representative service is included or purchased separately. During an ICE audit, the inspector checks whether original documents were properly examined, not whether the software interface looked clean.
Mistake 2: Using an Untrained Person as Authorized Representative
Asking a new hire's family member, roommate, or neighbor to examine documents saves money upfront but creates liability. An untrained representative may accept expired documents, miss required fields in Section 2, or fail to include their title in the certification block. After the March 2026 reclassification, a missing representative title is a substantive violation with no correction window and a potential fine of $288 to $2,861 per form.
Mistake 3: Using Video Verification Without E-Verify Enrollment
The DHS alternative procedure for remote I-9 verification via live video is available only to employers enrolled in E-Verify at every hiring site that uses the method. An employer who conducts I-9 verification by FaceTime or Zoom without E-Verify enrollment has not completed a valid Section 2, which means the I-9 for that employee is deficient from day one.
Mistake 4: Not Checking California-Specific Compliance
National I-9 platforms may not flag California AB 450 restrictions. An employer who uses E-Verify to reverify an existing employee (not covered by a federal contract requirement) or who requests specific documents beyond what the employee already provided faces state penalties of $2,000 to $10,000 per violation, separate from any federal I-9 fines.
Mistake 5: Waiting Until the Three-Day Deadline to Find a Representative
The three-business-day deadline for completing Section 2 starts on the employee's first day of work for pay. Employers who wait until day two or three to start looking for someone to examine documents in a remote location often run out of time. Setting up a verification arrangement before the employee's start date, whether through a professional service or a pre-designated local representative, prevents deadline-driven scrambles.
How I Help California Employers with I-9 Verification
As a California registered immigration consultant, I provide I-9 authorized representative services for employers with remote hires across California. I physically examine the employee's original documents in person, complete and sign Section 2 of Form I-9, and return a compliant, audit-ready form to the employer. Every verification follows the current USCIS Handbook for Employers (M-274) and accounts for the March 2026 substantive violation reclassifications.
I do not provide legal advice about I-9 compliance obligations, employer liability, or how to respond to an ICE audit notice. Those are legal questions that an employment attorney can address. I help with the document preparation and verification part of the process, as per client instructions, using publicly available USCIS information and form instructions.
My service covers all of California, including Orange County (Costa Mesa, Irvine, Anaheim, Santa Ana, Huntington Beach, Fountain Valley), Los Angeles County, Riverside County, San Bernardino County, San Diego County, Ventura County, Fresno County, and Kern County. For employers who also need help with marriage-based green card document preparation, citizenship and naturalization assistance, or adjustment of status documentation, I provide those services as well.
"I have remote employees in three different California cities. Can one person handle all the I-9 document checks?"
An authorized representative must physically examine the employee's original documents in the employee's presence. If the employees are in different California cities, the representative needs to be at each employee's location at the time of the document review. I provide authorized representative services throughout California and can coordinate verifications across multiple locations. For employers with employees outside California, the employer would need to designate someone local to that employee or use a national representative service.
Source: USCIS Handbook for Employers (M-274); authorized representative in-person examination rules"What happens if ICE sends me a Notice of Inspection? Can you help me prepare?"
An ICE Notice of Inspection gives the employer 72 hours to produce all Form I-9s. I can assist with organizing and reviewing I-9 forms for completeness as a document preparation service, using the current USCIS guidelines for self-audits and corrections. However, responding to an ICE audit involves legal strategy decisions that fall outside the scope of document preparation. An employment attorney can advise on how to respond to the notice, negotiate with ICE, and represent the employer during the inspection process. Whether specific errors in existing I-9s can be corrected before the inspection depends on the facts and the applicable regulations.
Source: USCIS I-9 Central self-audit guidance; WorkBright 2026 compliance procedures; ICE Notice of Inspection process"I've been using a family friend to check documents for my remote hires. Should I switch to a professional service?"
The employer remains legally liable for every error on Form I-9, regardless of who served as the authorized representative. An untrained person who misses a required field, accepts an expired document, or fails to include their title in Section 2 creates a liability that falls entirely on the employer. After the March 2026 changes, more of those errors now carry substantive violation penalties with no correction opportunity during an inspection. Whether switching to a professional service makes sense depends on the employer's risk tolerance, hiring volume, and budget. For most employers with regular remote hires, the cost of a professional per-verification service is significantly less than the potential fine for even a single deficient I-9.
Source: Morgan Lewis ICE enforcement analysis; i-9intelligence.com penalty calculator; employer compliance forumsFrequently Asked Questions About I-9 Verification Companies
Can anyone serve as an I-9 authorized representative in California?
USCIS allows any person designated by the employer to act as an authorized representative for I-9 Section 2 purposes. There is no licensing, certification, or registration requirement from USCIS for this role. However, the employer remains legally liable for any errors or violations the authorized representative commits on Form I-9. Common choices include HR staff, notaries, immigration consultants, and third-party verification services.
What is the difference between I-9 software platforms and in-person verification services?
I-9 software platforms digitize the form, track deadlines, and integrate with E-Verify, but the employer's own staff must still physically examine original documents for Section 2 unless the employer pays extra for a representative network. In-person verification services provide an authorized representative who physically examines documents and completes Section 2 on the employer's behalf, which is particularly useful for remote hires where no company staff is available locally.
How much do I-9 verification companies charge in California?
Pricing varies widely. Enterprise I-9 software platforms like Sterling, Equifax, and ADP typically bundle I-9 management into larger HR or screening contracts at enterprise pricing. Published estimates put some platforms at approximately $2,500 per user per year. Standalone authorized representative services for individual verifications typically range from $50 to $150 per verification, depending on location and volume.
Can an employer use video to verify I-9 documents for remote employees?
Only employers enrolled in E-Verify in good standing can use the DHS alternative procedure for remote verification via live video. The employer must receive document copies from the employee, conduct a live video examination of the originals, check the alternative procedure box on the I-9, and create the E-Verify case the same day. Employers not enrolled in E-Verify must use in-person document examination through their own staff or an authorized representative.
What are the I-9 penalties in 2026?
Paperwork violations carry fines of $288 to $2,861 per form. Knowingly hiring unauthorized workers triggers fines of $716 to $5,724 per worker (first offense), $5,724 to $14,308 (second offense), and $8,586 to $28,619 (third and subsequent offenses). ICE reclassified numerous errors from technical to substantive violations in March 2026, eliminating the 10-day correction window for many common mistakes.
Do California employers have special I-9 rules?
Yes. California's AB 450 (Immigrant Worker Protection Act) prohibits employers from reverifying employees at a time or manner not required by federal law, requesting specific documents when an employee has already provided acceptable ones, and using E-Verify to check existing employees not covered by a federal contractor requirement. Violations carry separate state fines of $2,000 to $10,000 per violation, on top of any federal I-9 penalties.
What changed with ICE I-9 enforcement in March 2026?
On March 16-17, 2026, ICE reclassified over 10 categories of I-9 errors from technical to substantive violations. These include missing dates of birth, undated signatures, missing employer representative titles in Section 2, incomplete document data, and missing employment start dates. Substantive violations cannot be corrected after an ICE inspection begins, eliminating the previously available 10-day cure period for these errors.
Should a small California business use I-9 software or an authorized representative?
For small businesses with occasional remote hires, an authorized representative is typically more practical and affordable than enterprise I-9 software. Software platforms are designed for companies processing hundreds or thousands of hires annually. A per-verification representative service provides the actual in-person document examination that software cannot do, without requiring an ongoing subscription. The cost per verification through a representative service is typically $50 to $150, compared to platform subscriptions that can run $2,500 or more per year.
See also: I-9 Acceptable Documents List · I-9 Authorized Representative Services · E-Verify Enrollment · Adjustment of Status · Marriage-Based Green Card · Affordable Immigration Services · Bonded Immigration Consultant California · Fee Disclosure
This page contains publicly available information from USCIS, the U.S. Department of Homeland Security, ICE, the Social Security Administration, the California Department of Justice, and published industry sources. I am not an attorney. I cannot provide legal advice, determine eligibility for immigration benefits, or advise on employer compliance obligations. I provide nonlegal immigration document-preparation services permitted under California law (BPC §22440-22448). For legal questions about I-9 compliance, ICE audits, or employment law, consult a licensed attorney. Bond #73808846, Western Surety Company. Verify my registration →
Sources cited on this page: USCIS Handbook for Employers (M-274) · USCIS I-9 Central · DHS Alternative Procedure for Remote I-9 Verification · ICE I-9 Enforcement Guidance (March 2026) · i-9intelligence.com 2026 Penalty Analysis · i-9intelligence.com Authorized Representative Guidance · Morgan Lewis "ICE Rewrites the Rules on Form I-9 Violations" · CDF Labor Law ICE Enforcement Analysis · WorkBright 2026 I-9 Compliance Guide · EMP Trust 2026 I-9 Platform Comparison · HireChore 2026 I-9 Platform Comparison · OutSolve Authorized Representative Analysis · SHRM Vendor Directory · California AB 450 (Labor Code Section 1019.1) · Perkins Coie AB 450 Analysis · DOJ Immigrant and Employee Rights Section · California Business and Professions Code §22440-22448
About
I am dedicated to providing professional service with the highest degree of honesty and integrity, and strive to add value to my immigration document preparation services.
Afridi Immigration Document Preparation Services
I am Not an Attorney and Cannot Give Legal Advice
Bond Information:
As required under California law, I am bonded in the amount of $100,000.
Bond Number: 73808846 – SHAFI AFRIDI
Bonding Company: Western Surety Company
101 S. Reid St., Ste 300 , Sioux Falls, SD 57103-7046
Bond Filed With: California Secretary of State
