There are some important rules and regulations that your business must follow when it comes to Form I-9 employment verification. These rules and regulations apply to both current and non-immigrant employees.
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Form I-9 requirements
If you are an employer, you must be aware of the requirements for employment verification. Form I-9 is an important tool for employers to verify that employees are eligible to work in the United States. It also helps companies avoid hiring individuals who may not be authorized to work.
A new hire must complete Section One of the form on the first day of employment. The document should be submitted to the employer within three days after the employee begins employment.
Section Two of the form must be completed by the employer no later than three days after the employee’s first day of employment. In addition, the employer must attest that the documents are genuine.
An employer must maintain I-9 records for three years after the employee’s first date of hire. If the record is not accurate, the employer can request an alternative or reverify the employee’s status.
If you are planning on employing a foreign national, you will need to verify that they are eligible to work in the United States. Using an I-9 form, you will be able to determine whether a candidate is legally authorized to work in the country.
In order to complete the form, you will need to submit acceptable documents. You can check out the USCIS list of documents that are acceptable to establish identity and employment authorization. The documents are broken down into three lists: List A, List B and List C.
The list includes descriptions of each of the documents. It also provides a sample picture of each of the documents.
Employers can be penalized for failure to review and complete the form properly. They can also be issued fines.
Requirements for current employees
If you are an employer, you must verify the employment eligibility of all of your current employees. To do so, you will need to obtain a completed Form I-9. This form is used to identify individuals who may work in the United States. The document also requires that you provide certain information about your company.
If your company participates in E-Verify, you will be asked to complete a special version of the Form I-9 that contains a section called “Employer’s Review and Verification” (Section 2). In this area, you must review and verify the information contained in the employee’s documents. Among other things, you will be asked to identify the remuneration, date of hire, and citizenship number of each employee.
You must also include the first, middle, and last names of each employee. You must enter the date of hire as a 2-digit month.
If an employee presents an expired document to verify employment, the employer must act. Employers must check the expiration date on all documents. This includes passports. Some people do not realize that a passport has an expiration date.
To complete Section 2 of Form I-9, the employer must review all documents presented. They must be deemed genuine. However, if they don’t look real, they aren’t accepted.
The English version of the Form I-9 has drop-down lists to show what is acceptable. These lists include the documents that are the most important.
An employee who presents a lost or destroyed document must present a receipt for the document. The receipt should be given within 90 days of the date of hire.
In addition to the receipt, the employee must also present a valid, unexpired document. This document can be any of the items listed in List A or List B.
Requirements for non-immigrants
If you’re an employer or a potential employee, you need to understand the requirements for I-9 employment verification for non-immigrants. This is a government requirement that prevents employers from discriminating against employees on the basis of their immigration status. The Immigration Reform and Control Act (IRCA) of 1986 states that all employers must verify the eligibility of their new employees before hiring them.
The Immigration and Naturalization Service (INS) created Form I-9, which is used to verify the work eligibility of new hires. An employer or HR representative must complete Section 2 of the form, which includes adding the information received from documents provided by the employee.
The government requires that all employers properly maintain their records for at least three years following the date of hire. Employers are also required to retain records of the employees for at least one year after the end of their employment.