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. You are responsible for reading, understanding, and agreeing to the National Law Review’s (NLR’s) and the National Law Forum LLC’s Terms of Use and Privacy Policy before using the National Law Review website. The National Law Review is a free-to-use, no-log-in database of legal and business articles. The content and links on are intended for general information purposes only. Any legal analysis, legislative updates, or other content and links should not be construed as legal or professional advice or a substitute for such advice.
Your Guide to Employee Benefits in 2024
- You have just over two months to switch to the new Form I-9, so it is best to put procedures in place now to make that switch for all new hires to ensure compliance.
- Failure to use the current version of the form may subject the employer to fines and/or penalties in the event of an audit.
- Previous iPhone batteries are held down by normal glue, intended to be removed by way of four stretchy pull tabs.
- Employers should be aware of the new form and new dates and should use the transition period to make sure their companies have compliant I-9 programs in place, including proper and consistent I-9 documentation and storage.
- In these cases, the documents presented together count as one List A document.
The new I-9 has made very small changes to the form’s instructions and the list of acceptable documents. The revisions slightly modify USCIS’s List of Acceptable Documents and specifically update List C to reflect the most current version of the certification or report of birth issued by the U.S. Some states have laws and ethical rules regarding solicitation and advertisement practices by attorneys and/or other professionals. The National Law Review is not a law firm nor is intended to be a referral service for attorneys and/or other professionals. The NLR does not wish, nor does it intend, to solicit the business of anyone or to refer anyone to an attorney or other professional.
Revisions to the Form I-9 instructions:
Employers and employees using this fillable form must print and manually sign it rather than typing or electronically affixing a signature because this fillable form does not meet DHS standards for electronic Form I-9 generation, storage and retention systems. Failure to meet DHS standards for electronically generated, stored and/or retained Form I-9 may result in fines and other penalties. Employers must ensure that employees have access to the Instructions for completing Form I-9, by providing them either a hard copy or a hyperlink. Also, the hyperlink on the main Form I-9 webpage returns you to the Instructions above. 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.
New Form I-9 Legally Required by September 18, 2017
However, employers might be able to mitigate these fines and penalties by completing a correct version of Form I-9, stapling it to the previously completed form, and offering a signed and dated explanation for the oversight. Employers who were not enrolled in E-Verify during the COVID-19 http://janr.perm.ru/article/5/43 flexibilities must complete an in-person physical examination by Aug. 30, 2023. To stay compliant, HR teams should review their current processes for managing Form I-9 documentation. This includes ensuring that all forms are filled out accurately, up to date, and easily accessible.
Employers should be aware of the new form and new dates and should use the transition period to make sure their companies have compliant I-9 programs in place, including proper and consistent I-9 documentation and storage. They do not have to correct or replace any I-9 forms completed before the deadline. Failure to use the current version of the form may http://www.swpluscpu.com/product_hp-compaq-adapter-65w-for-business-notebook-series.html subject the employer to fines and/or penalties in the event of an audit. Questions regarding these options should be directed to one of our immigration attorneys. In the Commonwealth of the Northern Mariana Islands (CNMI), employers have had to complete Form I-9 CNMI for every employee hired for employment in the CNMI from Nov. 28, 2009 to Nov. 27, 2011.
Providing practical advice and legal compliance for employers in Tennessee and beyond. —by Chad Hatmaker
If you require legal or professional advice, kindly contact an attorney or other suitable professional advisor. Use Form I-9 to verify the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must properly complete Form I-9 for every individual they hire for employment in the United States. Both employees and employers (or authorized representatives of the employer) must complete the form.
Electronic I-9 systems: what’s required
Employers should take this time to transition to the new edition, update their systems, and review remote verification options to ensure a smooth and penalty-free process. Employers must fully adopt the updated Form I-9 by July 31, 2026, meaning all forms after this date must display the new expiration date of May 31, 2027. While previously downloaded or printed forms are still valid for now, USCIS recommends transitioning to the updated version as soon as possible.
Documents that Establish Both Identity and Employment Authorization
You have just over two months to switch to the new Form I-9, so it is best to put procedures in place now to make that switch for all new hires to ensure compliance. By applying a low-voltage electrical current, the adhesive holding the battery down releases, and the battery cleanly pops out of the phone chassis. Perhaps, the most significant hardware change is a new type of battery adhesive, that allows for simpler and safer battery replacements once the frame of the phone has been taken off. HR content specialist at Workable, delivering in-depth, data-driven articles to offer insights into industry and tech trends. 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. A foreign passport must be accompanied by a Form I-94/94A Arrival-Departure Record bearing the same name as the passport and containing an endorsement of the individual’s nonimmigrant status and authorization to work for a specific employer based on this status.
- Only employers located in Puerto Rico may complete the Spanish-language version of Form I-9 instead of the English-language version.
- All employers must complete and retain Form I-9, Employment Eligibility Verification, for every person they hire for employment after Nov. 6, 1986, in the U.S. as long as the person works for pay or other type of payment.
- 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.
- 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.
Legal Disclaimer
To reduce the risk of fraud and counterfeiting, USCIS redesigns the Employment Authorization Document (EAD) card every three to five years. Introduction of new EAD designs does not mean that previous designs are invalid. See Section 5.0 Automatic Extension of Employment Authorization and/or Employment Authorization Documents EADs in Certain Circumstances. Some http://www.inet-shop.su/ru/4/crimea/kirovskoe/games.html EADs issued after that date may still display the previous design format because USCIS uses existing card stock until supplies are depleted. On Jan. 31, 2020, USCIS published the Form I-9 Federal Register notice announcing a new version of Form I-9, Employment Eligibility Verification, that the Office of Management and Budget approved on Oct. 21, 2019.
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. If your organization falls into this category, it’s critical to update these systems to include the new expiration date. This ensures that all documentation is up to date and compliant with the new requirements, avoiding any future complications. USCIS has made it clear that updating electronic systems is not just encouraged but required by July 2026. One of the most important updates is the requirement to use the August 1, 2023 edition of Form I-9.
