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SSN FAQs (Updated)

ssn

 

One of the most common initial searches we conduct on almost each matter is the verification of a Social Security Number’s owner.  The below FAQs provide a basic grounding in how the SSA administers SSNs.  (There actually is a logical structure in place!)

SSN FAQs:  

  • Do I have to get an SSN? 
  • The IRS declares US Citizens who receive income are required to have an SSN and employers are required to report income to the IRS using this SSN.
  • Can I give up (renounce) my number?
  • The SSA does not  recognize any procedure for renouncing your SSN.  The one exception is that a parent who can show that a number was assigned to their child without the parent’s consent and that parent can get the number removed from the SSA’s records.
  • Can I get a new number?
  • Someone is offering to get me a new SSN; is this legal?
  • The SSA does not have a specific set policies about issuing new SSNs.  They will only rarely issue a new SSN to someone who has a significant problem with a stalker or identity theft. In either case, the local SSA office must be convinced that you have tried all reasonable avenues for handling these problems, and the problem continues to reappear because someone is tracking you through your SSN, or because the identity thief continues to create new false credit reports via misuse of your SSN.  The SSA has a new publication on what to do When Someone Misuses Your Number discussing Identity Theft in general terms. It says If you can prove that you’re being disadvantaged because someone used your Social Security number, visit your local Social Security office to request a new one. If you’ve done all you can to fix the problem and someone is still using your number, under certain circumstances, the SSA may assign you a new number.  They do recommend that you file a report with both Social Security Fraud Hotline at 1-800-269-0271 and the FTC.

THIS DATA IS STRICTLY FOR INFORMATIONAL PURPOSES

 
001-003 New Hampshire
004-007 Maine
008-009 Vermont
010-034 Massachusetts
035-039 Rhode Island
040-049 Connecticut
050-134 New York
135-158 New Jersey
159-211 Pennsylvania
212-220 Maryland
221-222 Delaware
223-231 Virginia
691-699*
232-236 West Virginia
232 North Carolina
237-246
681-690
247-251 South Carolina
654-658
252-260 Georgia
667-675
261-267 Florida
589-595
766-772
268-302 Ohio
303-317 Indiana
318-361 Illinois
362-386 Michigan
387-399 Wisconsin
400-407 Kentucky
408-415 Tennessee
756-763*
416-424 Alabama
425-428 Mississippi
587-588
752-755*
429-432 Arkansas
676-679
433-439 Louisiana
659-665
440-448 Oklahoma
449-467 Texas
627-645
468-477 Minnesota
478-485 Iowa
486-500 Missouri
501-502 North Dakota
503-504 South Dakota
505-508 Nebraska
509-515 Kansas
516-517 Montana
518-519 Idaho
520 Wyoming
521-524 Colorado
650-653
525,585 New Mexico
648-649
526-527 Arizona
600-601
764-765
528-529 Utah
646-647
530 Nevada
680
531-539 Washington
540-544 Oregon
545-573 California
602-626
574 Alaska
575-576 Hawaii
750-751*
577-579 District of Columbia
580 Virgin Islands
580-584 Puerto Rico
596-599
586 Guam
586 American Samoa
586 Philippine Islands
700-728 Railroad Board**
729-733 Enumeration at Entry

Notes:

1. The same area, when shown more than once, means that certain numbers have been transferred from one State to another, or that an area has been divided for use among certain geographic locations.

2.  Any number beginning with 000 will NEVER be a valid SSN.

3.Blanks indicate new designations not yet assigned.

4.700-728 Issuance of these numbers to railroad employees was discontinued July 1, 1963.

 

Our Operatives: Street smart; info savvy.

As always, be safe.

Successful Locates v. Diminished Settlements

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To conduct a successful locate, hire a good investigator.

As flippant and self-serving as that may appear, if you’ve tried the usual public search options and have come up negative, if might be time to hire a professional detective.   The information online appears to be uniform.  It’s not.  A good investigator will use multiple data sources to locate a subject.  The key to selecting the most valuable  and current data  available along the digital trail is  in

1.  knowing the information providers update schedules (every 30 days, quarterly, when an important change is collected?).

2. understanding  the sales configuration of their products v. one’s needs. (E.g. Is a local versus a national real property search required? Does the service  allow for varying levels of information depth?)

3. confirming their level of removal from the primary data source.  (Is the data provider obtaining the information directly from officially recorded materials or repurposing another provider’s data?)

Your investigator should be aware of and constantly renewing his/her baseline  ”Go To” information sources.

For a subject locate,( to more efficiently utilize an investigator’s services), prepare the following on the subject:

1. Full name (to include maiden, extensions, e.g. Jr.  or III)

2. Date of birth, if known (or approximate age)

3. Social Security Number, if known

4. Last known home, cell and work phone numbers

5. Last known address or employers’ address

6. Work information, career field

7. Prior military experience

8. Relatives, emergency contacts

Perhaps, having had all of the above information available on your subject, you think there is nothing new an investigator can uncover.  Quite often, a different approach and skill set will make all of the difference between a successful locate and having to settle a case for a fraction of its worth.

Investigator Tip:

Often it is necessary, for completely legitimate reasons, to  initialize “soft” contact with a subject.  In that case, we suggest an untraceable, disposable, anonymous  email tool:  Guerrilla Mail.

Our Operatives: Street smart: info savvy.

As always, stay safe.

Subject Locates: Successful Ones v. Expensive Failures

One of the most common assignments we receive is for a subject locate.  Usually generated from attorneys, insurance companies, financial institutions (as, as you know, we do not work for individuals), we are often asked to locate:

- Adverse Witnesses

- Cooperative Witnesses

- Debtors

- Clients

- Heirs

- Etc.

The difference between a successful locate and an expensive failure is how much attention and care is given to a case.  Obvious, right?  But it has to be the right attention, which is a tight focus, and the proper care; to detail.

The starting point in a successful locate is to gather as much information from the originating requestor as possible:

Name: AKAs, Extensions (Jr., III, MD, Esq…), Maiden form, prior marriage form

Address: Last known contact date at this address, form of contact, (e.g. mail, phone… ), contact outcome, ( i.e. returned mail, no response, etc.).

Phone Number:  Last known phone number, cell, landline, Skype, other internet phone.

Personal identifiers: DOB, SSN, TIN, DL#, Medicare/caid recipient? School i.d.?

Contacts: Family, friends, employers, coworkers

Prior lawsuits: If known, to include form of involvement.

Civil records: Is/was the subject married, divorced? Has s/he declared bankruptcy or have judgments, liens… against him/her?

Criminal records:  Almost every state now allows for an inmate lookup.  (If a person is missing for a considerable period of time, there are only so many scenarios, short of a bizarre abduction, to account for this disappearance: a move, death or incarceration.)

A good investigator will then form a profile of the missing subject and conduct an address history search which will generally yield a pattern.  (We’ll get to that in the next para.)  The address history may not contain the subject’s current address. (All databases, from DMVs to privately held, fee-based information companies operate within the limitations of data input regularity.  The subject may not release his/her most current address to an agency.  P.O. box registration is no assurance of a current address either.  If it is a planned moved, one simply has to apply and receive the P.O. box prior to moving and generate forwarding from the old address.)

Having created the profile, the investigator now looks for the pattern.  Is the subject constantly relocating?  Staying within a certain geographical area?  Is s/he beholden to a mortgage?   Has s/he foreclosed?  An address history search will also almost always reveal family member information.

Once the profile and pattern have been formed and detected, the investigator must decide on a course of action. The approach will determine if the locate will be successful.   Each investigator has his/her own technique but there is a different methodology applied between “friendly” locates and those involving people who’ve intentionally chosen to stay or go off the grid.   A sharp investigator will know how to entice a friendly subject and not tip off an adverse one.   That knowledge comes with experience and skill and a great deal of curiosity.

As a final step, an investigator may have to physically check an address to verify the subject’s address.  By arriving to this point, all other methods of locating have been exhausted but valuable knowledge on the  subject gained. (The location should be thoroughly researched before heading out to the field.  Showing up on a private road on 2 acres of land in the middle of nowhere is usually not going to result in a productive session.  Suggestion: Google Earth.  There should also be an established strategy to observe the location, discreetly,  within a restricted time span of when the subject’s presence is most anticipated.  If covert observation is not possible, the game plan must be thought out prior to, and include at least Plans A, B and C. )   Below; lack of a plan:

Finally, if your investigator returns with an address, ask that it be “verified”.  If there is  no confirmation that the subject is at the reported location, and the requestor is not made aware of the nonverification, a costly situation for the requestor may result, financially and with regard to negotiation stance.   If  the locate results are not verifiable, (and that occurs, although that number should be in the single digits, percentage-wise, in a competent investigator’s record), the requester will at least have that knowledge with which to make decisions.

Our operatives: A step ahead.

As always, stay safe.

The ICE-man cometh…

Ever have that pesky question in the back of your head, “Am I in this country legally?”  I don’t wonder at all in that I was forever teased as “The American” growing up; the last of 7 siblings, the only one born here.  Then again, I do have my actual birth certificate, Social Security card, driver’s license and US Passport. (Yes, all in my bag… well,  just in case is all that I’m saying.)

Anyhow, if that nagging doubt does exist in one’s mind, along comes the United States Citizenship and Immigration Services (USCIS) to be of help.  On August 16, 2011, the USCIS implemented a program with which one can check his/her immigration work status online.

The program, Self-Check, allows an individual to review his information and check what information the feds have on them.

The USCIS has rolled out Self Check in 21 states and the District of Columbia thus far. (Check site link above for the authorized states.)

Self-Check comes on the heels of regulation being pushed by legislators that would require all employers to verify the immigration status of employees via an online program, called E-Verify.  (From an investigator’s perspective, I find E-Verify laughable in that there are so many ways to get around it and on a more serious note, making employers a de facto arm of law enforcement is an abhorrent concept.)

To review,  prior to an employee with a potential “glitch” in his employment status applying for a job, (wherein the employer would have to validate his legal standing to work), he can check his own status online by himself or with the help of a qualified potential employee and then determine the appropriate corrections and the validated employee will apply for a job. Obviously, this last comment was tongue in cheek.  There are enough loop holes in this 2-tiered program to run a circus through.

I had my assistant run me through Self-Check.  Of course she had access to my info.  I’m glad to know that I am hirable.  The second step, E-Verify, is equally as nonchallenging to wade through.  If a noncompliant employer or non-qualifying employee wants to game the system, just send in the qualifying potential employee for the job.  Once hired, who knows who really shows up for work?

The question then becomes how is information traded amongst the agencies.  E-Verify is to include a photo comparison, courtesy of Homeland Security. (Yes, they have EACH and every verifiable ones of us on file).  Will the Social Security Administration continue to issue TINs (Taxpayer Identification Numbers, for those who do not qualify for SSNs) and will the IRS check as to how many jobs a SSN will result?

Self-Check and E-Verify are good starts in the effort in ensuring non competition between legally hirable employees and undocumented immigrants for work but where we employers part with these government plans is on the issue of liability.  If a person desires, and they will, to “get over” on the system, they will.  If an employer has complied with E-Verify and other hiring regulations (which obviously to date have not really turned out all that well), why should the employer be held responsible to a system in which she had no input in designing?  The obvious work facility access requirement – a retinal scan , fingerprint, non-invasive DNA monitor, appears logical  but I don’t even want to consider the “privacy” issues these suggestions will undoubtedly raise.

Trust, but E-Verify.  We’ve reached that point.

BNI Operatives: A step ahead.

As always, stay safe.

Your Phone Number – Gateway to Your Checkbook: Identity Theft, Part I

The fastest growing crime in the world today is identity theft. This is a familiar statistic but very few people truly grasp their vulnerability to this crime. Victims of identity theft can lose job or business opportunities, be refused loans for education, housing, or cars, and even get arrested for crimes they didn’t commit.

After initial trepidation and a general principles discourse with our staff, I decided to print a basically uncensored version of an identity theft exercise BNI conducted recently in a Midtown client’s offices. It is my opinion that, at times, stark reality, rather than nuanced language, better conveys the urgency of potential injury that a crime may have on one.

The very real and live in-house demonstration illustrated the relative ease with which identity thieves can operate today. The objective was to obtain a credit card in the client-volunteered control “victim’s” name within two weeks – without the victim’s (even passive) participation or awareness. The audience present during this exercise followed its progress to its conclusion.

The general population’s perception is that an identity thief’s M.O. is to simply obtain a victim’s information, apply and receive credit cards in the victim’s name. Today’s i.d. thieves are much more subtlety proactive. They understand that if the credit card offers come to them, that, in a sense, they have been pre-qualified and the process is exponentially easier and quicker than the conventional apply and wait approach.

The first step in our live exercise was to obtain a bill or invoice in the victim’s name. We opted to go for new cell phone service.

The subject provided BNI operatives with no information. (Well, we knew his name.) While I obviously will not go into exact detail, we were able to easily obtain his driver’s license and Social Security numbers (outlined in previous Bulletins). Heads-Up Tips: 1. The DMV only truncates the final digit of a driver’s license number and a “1″ is not used. 2. By law, information providers must truncate the last 4 SSN digits – on the primary subject. A background check report will generally yield the subject’s relatives and their full SSNs. 3. Many information brokers are based out of country and are not subject (nor do they lend themselves) to US federal privacy and communications rules and regulations.

Armed with the victim’s personal information, our next step was to locate a cell phone service provider online.

The majority of identity theft criminals are very astute observers of human nature. They realize that a popular consumer offer will drive site and caller traffic and potentially overwhelm sales staff. While as state, next step would have been to locate a current offer on cell service provider sites, even that became unnecessary as, upon sign-on, we were greeted by a pop-up ad for cell service and a free phone!

We called the advertising cell service provider.

The sales agent was friendly but as anticipated, quite busy, clipping through the application process.

We provided the subject’s name, driver’s license and Social Security numbers and home address home but directed a different billing address. All information provided was verified, cross-referenced and given the green light by the agent. She only questioned our female investigator re: her gender as the Social Security number related to a male. Advised that it was for a relative with a language barrier issue, the sales agent stated she needed to speak with the “customer” just to get a “yes” from him. She advised that that was the sole requirement. The agent directed our investigator, still under guise of course, to initiate a three-way call (a standard cell phone feature today) and all that would literally be necessary was the word “yes” from the “customer”. Our investigator placed the sales agent on hold, called her partner across the room and connected the calls.

Agent: “Mr. X, do you authorize ABC Co. to provide you with a free Razr phone with a two-year commitment to our service?”

“New Customer”: “Yes”.

A cell phone number was issued within the hour; the Razr phone received and put into use the next day and the following week, credit card offers began pouring in – to the billing address. In most instances, a successful transaction was merely a matter of remitting a 60-second online acceptance form.

So the bottom line is, everyone and anyone can become an identity theft victim. Current federal regulation requires the three major consumer agencies, Equifax, Experian and TransUnion to provide only one free annual credit report per person, upon consumer request. Perhaps providing real time instant online access to one’s credit report is a concept whose time has arrived.

In the meantime, we need to maintain personal vigilance of our credit standing. BNI provides the below contact information regarding identity theft prevention, maintenance and resolution:

Equifax: 1-800-525-6285; www.equifax.com; P.O. Box 740241, Atlanta, GA 30374- 0241

Experian: 1-888-EXPERIAN (397-3742); http://www.experian.com/; P.O. Box 9532, Allen, TX 75013

TransUnion: 1-800-680-7289; http://www.transunion.com/; Fraud Victim Assistance Division, P.O. Box 6790, Fullerton, CA 92834-6790

BNI Operatives: A step ahead.

As always, be safe.

Trust but E-Verify

Responding to growing requests, our company continues to expand its employee background check division.  A recent Bulletin advised employers of the right time to develop and distribute employee manuals.  In this strictly informational Bulletin, we’ll present the new E-verify regulations brought to you directly from the USCIS (U.S. Citizenship and Immigration  Services).  It’s a necessary read and we suggest you print this out for your HR personnel or hiring manager.

What is E-Verify?

Image of Computer

E-Verify is an Internet-based system that compares information from an employee’s Form I-9, Employment Eligibility Verification, to data from U.S Department of Homeland Security and Social Security Administration records to confirm employment eligibility.

Why E-Verify?

Why do people come to the United States illegally?  They come here to work.  The public can, and should, choose to reward companies that follow the law and employ a legal workforce.

The U.S. Department of Homeland Security is working to stop unauthorized employment.  By using E-Verify to determine the employment eligibility of their employees, companies become part of the solution in addressing this problem.

Employment eligibility verification is good business and it’s the law.

Below is a map of E-Verify mandatory compliance state, which is currently free to employers.

 

E-Verify is an Internet-based system operated by U.S. Citizenship and Immigration Services (USCIS) in partnership with the Social Security Administration (SSA). E-Verify is currently free to employers and is available in all 50 states. It provides an automated link to federal databases to help employers determine employment eligibility of new hires and the validity of their Social Security numbers. While its usage remains voluntary throughout the country, some states have passed legislation making its use mandatory for certain businesses.

Photo Matching

E-Verify’s photo matching is an important part of the employment eligibility verification process.  It requires the employer to verify that the photo displayed in E-Verify is identical to the photo on the document that the employee presented for section 2 of Form I-9.

Photo matching is activated automatically if an employee has presented with his or her Form I-9 a:

  • I-551, (Permanent Resident Card)
  • Form I-766, (Employment Authorization Document), or
  • U.S. passport or passport card

If no photo is available, the case will either automatically skip photo matching or “No Photo on this Document” may display in place of a photo. 

Other documents with photos (such as a driver’s license) will not activate photo matching.

Reminder: A photo displayed in E-Verify should be compared with the photo in the document that the employee has presented and not with the face of the employee.

Photo Matching Requirements

If an employee presents a Permanent Resident Card, Employment Authorization Document or U.S. passport or passport card as the verification document, the employer must make a copy of that document and keep it on file with Form I-9.

If the photo displayed on the E-Verify screen does not match the photo on the employee’s document, the employee will receive a “DHS Tentative Nonconfirmation” (TNC) and must be given the opportunity to correct the problem.

If the employee chooses to contest the TNC, the employer must either attach and submit electronically a copy of the employee’s photo document or mail a copy of the employee’s document to DHS via express mail at the employer’s expense. 

Avoiding Discrimination

Employees have the right to present any acceptable documentation to complete Form I-9.  Employers may not require an employee to present a specific document. Employers must accept the documents the new employee chooses to present as long as they appear to be genuine and relate to the person presenting them. Otherwise, employers may violate federal law prohibiting discrimination in the verification process.

NEW INFO: USCIS to Issue Redesigned Green Card 

Today U.S. Citizenship and Immigration Services will begin issuing a redesigned Permanent Resident Card (Form I-551) commonly known as the Green Card. The new card will return to its original color, green, and include more security features.

Previous versions of the Permanent Resident Card with a current expiration date, as well as older versions that do not contain an expiration date, will remain valid. Beginning on May 11, new lawful permanent residents and those who apply to renew or replace their current card will receive the redesigned card.

BNI Operatives: The step ahead.

As always, stay safe.

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