When you hire a person to work for you, you are required to get their Form I-9 employment verification. If you don’t, you could face serious consequences, including being fined or having the person denied access to the country. The government also requires employers to maintain a record of each employee’s work authorizations. You will need to fill out an I-9 form every time you hire someone, so you need to be sure you know how to do it.
Documents to be reviewed on the Form I-9
The Form I-9 employment verification is a simple two page form that employers use to verify that candidates are eligible to work in the United States. If you’re hiring a new employee, it’s important to complete the form correctly. Failure to do so can lead to civil and criminal penalties.
Before you begin the form, make sure you have the right documents. You can’t rely on a photocopy to be accepted. Instead, you’ll need to present original, unexpired documents that relate to the employee presenting them.
Once you have all the proper documents, you’ll want to complete Section 1. This section requires you to certify that the documents you have are valid and related to the person completing the form.
For example, you may need to attest to the legitimacy of a school record for a minor. Also, you should attest that the document appears genuine.
You also need to provide an e-mail address for your employee. This can be either a personal or work e-mail address.
Form I-9 instructions
Form I-9 is required by federal law to be completed by employers for each new employee. The form is designed to confirm the identity and work eligibility of each individual.
Section 2 of the form must be completed on the same day the employee starts working. This includes the first day of wages, or if the employee is employed for other remuneration, within three business days. A warning message will appear if the Section is incomplete. If the employer cannot finish the Section, the employee will not be permitted to work.
In order to complete the Section, the employee must provide a variety of documents. These documents establish the employee’s legal name, citizenship, and immigration status.
For newly hired employees, the employee may present one document selection from List A and one from List B. In the event that the employee loses one of the documents, he or she must provide the original and a replacement.
Documents that are not acceptable
A job seeker must present acceptable documents to verify their identity and work eligibility. Failure to properly complete an I-9 can result in civil money penalties.
The Lists of Acceptable Documents (LIS) are provided by the U.S. Department of Labor (DOL), the U.S. Customs and Immigration Service (USCIS), and the State Employment Agency. All of these lists provide a standardized format for presenting documents that can be verified to be authentic.
If a new hire cannot produce two of the documents listed above, he or she must also provide two other documents. In addition, all of the documents must be unexpired.
Applicants for employment must fill out Sections 1 and 2 of Form I-9. They must then sign the form and provide their identity and address information. They should also include their Social Security number, and the document title.
Once the job seeker has completed the I-9, the employer should then examine the documents to ensure they are valid. If the documents do not appear to be genuine, they must be rejected. However, there are exceptions to the rule.
Retention of the Form I-9
If you have any new employees, they should be provided with a Form I-9 for employment verification. The form is used to verify employment eligibility for individuals hired after November 7, 1986. It requires a signature from the employee, and the information they provide holds them responsible for the accuracy of their statements.
Sections of the form are used to record identifying information about the employer and the employee. During employment, an employee should complete Section 1 within three days of beginning work.
Section 2 of the form collects identifying information about the employer. During rehire, the employee should complete Section 3 of the form, and any critical pieces of information should be reverified.
An employer may skip Section 3 if a previously rehired employee has an Employment Authorization Document. However, if the employment authorization document has expired, re-verification is required. Moreover, an employer may not hire an alien if they know or have reason to believe that the individual is undocumented.
