However, permanent residents who do not apply for naturalization within six months of eligibility are not protected from citizenship status discrimination. Citizenship status discrimination which is otherwise required to comply with law, regulation, executive order or government contract is permissible by law. An authorized representative can be any person you designate, hire, or contract with to complete, update, or make corrections to Section 2 (or 3) on your behalf.
Receipts for a lost, stolen or damaged document are acceptable for reverification. When your employee’s employment authorization or, in most cases, employment authorization documentation (see below for more information) expires, you must reverify to ensure your employee is still authorized to work. To confirm the date your employee’s employment authorization expires, review Section 1 for the date that employment authorization expires and Section 2 for the date that the employment authorization document expires. Section 2 of the form collects, within 3 days of the employee’s hire, identifying information about the employer and information regarding the employee’s identity and employment authorization.
Is there a new i 9 form for after August 2019?
The employer must sign and date this section of the form and note the first day of employment. The I-9 Form is a work authorization document that employers are required to file and retain when they hire a new employee, to prove they are legally entitled to work in the United States. Form I-9, Employment Eligibility Verification, first became an employment requirement under the terms of the Immigration Reform and Control Act of 1986.
- Citizenship status discrimination which is otherwise required to comply with law, regulation, executive order or government contract is permissible by law.
- An employer’s failure to ensure proper completion and retention of Forms I–9 may subject the employer to civil money penalties, and, in some cases, criminal penalties.
- The employee must also present their employer with acceptable documents as evidence of identity and employment authorization.
- A powerhouse editor is right close at hand providing you with various useful tools for submitting a USCIS I-9.
- When your employee’s employment authorization or, in most cases, employment authorization documentation (see below for more information) expires, you must reverify to ensure your employee is still authorized to work.
- If you complete and print this form to mail it, make sure that the form edition date and page numbers are visible at the bottom of all pages and that all pages are from the same form edition.
On July 21, 2023, DHS announced a final rule in the Federal Register that recognizes the end of temporary COVID-19 flexibilities as of July 31 and provides DHS the authority to authorize optional alternatives for employers to examine Form I-9 documentation. At the same time, DHS also published an accompanying document in the Federal Register describing and authorizing employers enrolled in E-Verify the option to remotely examine their employees’ identity and employment authorization documents under a DHS-authorized alternative procedure. Section 3 of the form is primarily used to verify the continued employment authorization of the employee. This section, if applicable, is completed at the time that the employee’s employment authorization and/or employment authorization documentation recorded in either Section 1 or Section 2 of the form expires. This section may also be used if the employee is rehired within 3 years of the date of the initial completion of the form and to document a name change if Section 3 is otherwise completed.
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The standard Form I-9 must be used for employees hired on or after Nov. 28, 2011. The worker provides details of their identification, including their full name, date of birth, address and Social Security Number (if applicable), and a phone number and email new i 9 forms for 2017 address are optional pieces of information. The employee must then sign and date the form, attesting that they are eligible to work in the US. For U.S. citizens, I-9s are valid continuously unless a break of more than a year of employment occurs.
If you rehire your employee within 3 years of the date that a previous Form I-9 was completed, you may either complete a new Form I-9 for your employee or complete Supplement B of the previously completed Form I-9. In the newly updated Form I–9, USCIS added Eswatini and North Macedonia to the Country of Issuance field in Section 1 and the foreign passport https://www.bookstime.com/articles/1099-vs-w2 issuing authority field in Section 2 per those countries’ recent name changes. These changes are only visible when completing the fillable Form I–9 on a computer. If you complete and print this form to mail it, make sure that the form edition date and page numbers are visible at the bottom of all pages and that all pages are from the same form edition.
The Date the Employee Began Employment
The employee must present original documentation evidencing his or her identity and employment authorization, which the employer must review. Employers must not assume that the employee is unauthorized to work just because the individual either could not bring the proof of employment authorization or has brought the unaccepted documents until the start date of the employment. Instead, employers should encourage that employee to bring the acceptable documents which are under the List A, B and C. Employers may terminate the employment only if the employee cannot attest the person’s work authorization by bringing the proof after the start date. Every employee hired after November 6, 1986 must complete an I-9 form at the time of hire.