15 Abr 2019-2023 Form USCIS I-9 Fill Online, Printable, Fillable, Blank pdfFiller

The term employers refers to all employers, including those recruiters and referrers for a fee. An employee refers to anyone who performs labor or services of any kind in the United States for an employer in return for wages or other remuneration. 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.

• Starting January 22, 2017, all U.S. employers will be required to use the new version of the Form I-9 to conduct employment eligibility verification.
• Many mistakes discovered during an audit can and should be corrected.
• Submitting a contact form, sending a text message, making a phone call, or leaving a voicemail does not create an attorney-client relationship.
• The term employers refers to all employers, including those recruiters and referrers for a fee.
• After hiring the employee, an employer may not request a particular document for the employee to provide to complete the Form I-9; it is the employee’s decision as to what documents they will provide.

The content of this blog is not intended as legal advice for any purpose, and you should not consider it as such advice or as a legal opinion on any matters. This blog does not necessarily reflect the views of the firm as to any particular matter or those of its clients. The information provided herein is subject to change without notice, and you may not rely upon any such information with regard to a particular matter or set of facts. Further, the use of the blog does not create, and is not intended to create, any attorney-client relationship between you and Porter Wright Morris & Arthur LLP or any individual lawyer in the firm.

Employers Must Use New I-9 Form Starting January 22, 2017

The form is used to verify the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must properly complete the Form I-9 for each person they hire for employment in the U.S., including both citizens and noncitizens. New hires and employers, or their authorized representatives, must complete the https://www.bookstime.com/ form. Employers must retain the completed forms for a designated period and make them available for inspection when called to do so. Employers are required to verify the identity and employment authorization of each individual (citizens and noncitizens alike) hired for employment in the United States on Form I-9 Employment Eligibility Verification.

• If an employee cannot read or cannot write in English, a translator or preparer may complete the form and sign it on behalf of the employee.
• U.S. citizens who have lost their social security card can apply for a duplicate at the Social Security Administration.
• This blog does not necessarily reflect the views of the firm as to any particular matter or those of its clients.
• The Form I-9 instructions explain that employees can present any documentation from the Lists of Acceptable Documents.

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Employer Law Report

This blog does not provide legal, financial, accounting, or tax advice. This blog provides practical information on the subject matter. ADP does not warrant or guarantee the accuracy, reliability, and completeness of the content on this blog. Make sure you use the new version of the I-9 by January 22, 2017, and complete and retain the form in accordance with the law. The completed form must be saved in the company or organization the employer works. The form remains valid right from the date the employee was hired and till the date of the employment termination.

This new version contains  minor changes to the form and its instructions. Employers should begin using this updated form as of Jan. 31, 2020. This information is provided as a courtesy, may change and is https://www.bookstime.com/blog/a-rundown-of-the-new-i-9-form-for-2017 not intended as legal or tax guidance. Employers with questions or concerns outside the scope of a Payroll Service Provider are encouraged to seek the advice of a qualified CPA, Tax Attorney or Advisor.

Prerequisites for employees

According to the advance notice on the new I-9 form, the revised version has added additional countries to the Country of Issuance field in Section 1, among other minor changes which are only visible when completing the fillable Form I-9 on a computer. To avoid liability, the employer should properly inspect the employee’s documents. The documents must reasonably appear to be genuine and relate to the person presenting them. The employer’s duty is to verify the documentation; the job of fully «investigating» whether the employee is authorized to work rests with U.S. If an employee provides a document that does not appear to be genuine or relate to the employee and the employee cannot present other documentation, then the employer may terminate employment. Because correct completion of Form I-9 is both a legal mandate and a legal defense.

These changes are only visible when completing the fillable Form I-9 on a computer. No relief for employers with remote workforces – which means that the person who completes Section 2 must see the new hire in person, the original documents presented for Section 2, and record the documents in Section 2. No Skype, no Facetime, no WhatsApp, no Instagraming, no scanning and no faxing. No changes to retention – which means that employers should retain all Form I-9’s for active employees as well as all Form I-9’s for terminated employees for three years from the date of hire or one year from the date of termination, whichever is later.

The Daily Journal of the United States Government

Employees must complete Section 1 of the form upon commencing employment. The employer must complete Section 2 within three days of the employee’s starting date at work.[2] The employer is responsible for ensuring that the forms are completed properly and in a timely manner. 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.

• The form automatically marks fields that do not apply to an employee’s selected status with «Not Applicable.»
• It’s important to note that a common I-9 preparation error, such as using the wrong version of the form, is considered a violation and could subject an employer to civil fines should Immigration and Customs Enforcement (ICE) conduct an I-9 inspection.
• There are no special documents or copies that must be attached to the Employment Eligibility Verification Form.

The smart features allow users to access and fill out a Form I-9 online. The content-based revisions to the Form I-9 add new fields and update the language found in other fields. In addition to these changes, the new form automatically generates a «QR Code» that will be used by U.S. An employer must keep all completed  I-9 forms for all current employees and make the forms available to federal officials in the event of an inspection. An employer must keep I-9 records for a certain period of time after employees stop working. This period of time varies; the government provides a chart to help employers identify the appropriate period of time.

Immigration & Border Control

Citizenship and Immigration Services (USCIS), in the Department of Homeland Security (DHS), publishes the Form I-9 and accompanying instructions. Some employers also use E-Verify, an electronic system that compares a worker’s Form I-9 information with government databases to verify employment eligibility. James Jensen practices in the labor and employment group, specifically in the area of business immigration. He works with employers and individuals to process and monitor non-immigrant and permanent resident matters, resolve immigration status issues, and ensure compliance with federal law and regulations. Starting January 22, 2017, all U.S. employers will be required to use the new version of the Form I-9 to conduct employment eligibility verification. The new I-9 form includes both «smart» features and content-based changes.

U.S. citizens and all work authorized individuals are protected from document abuse. All employers must complete and retain a Form I-9 for each employee at the time of hire. The form is used to verify a new hire’s identity and work authorization. Citizenship and Immigration Services (USCIS) released a revised version of the I-9. The new version includes several changes designed to reduce errors and make it easier for employers to complete it.