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All U.S. employers are required to complete a Form I-9 for every employee hired in order to verify that the individual is authorized for employment in the United States under the Immigration Reform and Control Act of 1986 (IRCA). Beginning September 18, 2017, employers must use the new version of the Form for all new hires and for re-verifying current employees with expiring employment authorization documentation. [Employers should not complete new Forms for existing employees who do not require re-verification.] A best practice would be for employers to begin using the new edition of the form immediately upon its release.

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The employee must also present their employer with acceptable documents as evidence of identity and employment authorization. The employer must examine these documents to determine whether they reasonably appear to be genuine and relate to the employee, then record the document information on the employee’s Form I-9. Certain employers who choose to remotely examine the employee’s documentation under a DHS-authorized alternative procedure rather than via physical examination must indicate they did so by checking http://doslidy.kiev.ua/news/13060/ the box provided. I-9 forms are used to verify the identity and employment eligibility of individuals hired for employment in the United States (whether a citizen or noncitizen). Typically, they are only used when the federal government is conducting an enforcement audit by Immigration and Customs Enforcement (ICE). Employers must keep I-9 forms on file for all employees, and must be stored for three years after the date of hire or for one year after employment is terminated (whichever is later).

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• Employers must keep I-9 forms on file for all employees, and must be stored for three years after the date of hire or for one year after employment is terminated (whichever is later).
• ID card issued to active-duty U.S. military personnel, selected reserve, Department of Defense civilian employees and eligible contractor personnel.
• Additionally, when the employer prints the completed form, a quick response (QR) code is automatically generated, which can be read by most QR readers.
• All will include a raised seal of the office that issued the document, and may contain a watermark and raised printing.
• If any of the form’s pages are missing or are from a different form edition, we may reject your form.

Employers must retain all completed pages of Form I-9 for a designated period and make them available for inspection by authorized government officers. Failure to comply with the Form I-9 regulations can result in significant penalties for employers. https://juick.com/tag/%D1%88%D0%BE%D0%BA HR professionals must stay informed of the latest requirements to avoid these consequences. Receipt for a replacement of a lost, stolen, or damaged List C document may be presented in lieu of a document listed above for a temporary period.

• Citizenship and Immigration Services (USCIS) released a new version of its Form I-9, the Employment Eligibility Verification form.
• If one of your employees is struggling with this disease, you might be tempted to fire him or her.
• This new extension gives employers more time to ensure they are compliant with federal regulations.
• Introduction of new EAD designs does not mean that previous designs are invalid.
• You may only accept an original or certified copy of a birth certificate issued by a state, county, municipal authority, or outlying possession of the United States that bears an official seal.
• For example, the new version of the form updates the “other names used” field to “other last names used,” provides additional space for multiple preparers and translators, and provides space for additional information.

Bringing Them Back: Key Considerations as Employers Bring Employees Back Into the Office

However, some of the content may still be useful, so we have archived the page.

The new expiration date is May 31, 2027, but for now, employers may continue using older forms bearing the July 31, 2026 expiration date. As HR professionals know, this form is crucial for verifying an employee’s identity and their eligibility https://www.thevista.ru/page.php?id=9676 to work in the United States. This new extension gives employers more time to ensure they are compliant with federal regulations. Failure to use the new form revision may subject employers to fines and/or penalties in the event of an audit.

• All U.S. employers are required to complete a Form I-9 for every employee hired in order to verify that the individual is authorized for employment in the United States under the Immigration Reform and Control Act of 1986 (IRCA).
• Failure to use the new form revision may subject employers to fines and/or penalties in the event of an audit.
• INS issued Forms I-179 to U.S. citizens who are residents of the United States.
• The Department of Homeland Security (DHS) continues to allow certain employers to verify employee documents remotely, providing more options for companies managing distributed workforces.
• HR content specialist at Workable, delivering in-depth, data-driven articles to offer insights into industry and tech trends.

New Form I-9 Legally Required by September 18, 2017

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