The 2016 I-9 Form refers to the employment eligibility verification form that is required by the United States Citizenship and Immigration Services (USCIS). This form is used by employers in the United States to verify the identity and employment authorization of individuals who are hired for employment in the country.
The I-9 Form was first introduced in 1986 as a means to ensure that employers hire only individuals who are authorized to work in the United States. The form must be completed for every new hire, including both citizens and noncitizens, and retained by the employer for a specified period of time. It is crucial for employers to comply with the provisions of the I-9 Form to avoid penalties and legal issues related to illegal employment practices.
The 2016 I-9 Form introduced several changes and updates from its previous versions. One notable change is the inclusion of the expiration date for employment authorization documents (EADs), which are commonly issued to individuals who are legally authorized to work for a limited period of time. The expiration date allows employers to track the validity of an individual’s work authorization and take appropriate actions when necessary.
The form is divided into three sections, each requiring specific information from the employer and the employee. In Section 1, the employee is required to provide their full legal name, address, date of birth, and social security number, among other details. They must also attest to their employment eligibility by indicating their citizenship status or providing relevant document information.
In Section 2, the employer is responsible for physically examining the employee’s original documents that establish their identity and employment authorization. Acceptable documents include passports, permanent resident cards, and certain employment authorization documents. The employer must record the document title, issuing authority, document number, and expiration date, if applicable. The employer must sign and date this section to verify compliance with the verification process.
Section 3 is utilized for re-verifying employment authorization or documenting changes to an employee’s status. This section is typically completed when an employee’s work authorization has expired or when they have been rehired after a break in employment.
It is important to note that the 2016 I-9 Form must be completed within a specific timeframe. Employers are required to complete Section 1 of the form no later than the first day of employment. Section 2 must be completed within three business days of the employee’s start date. Failure to meet these deadlines may result in penalties for the employer.
The USCIS provides detailed instructions on how to complete each section of the I-9 Form, along with a list of acceptable documents, on their official website. Employers should consult these instructions and maintain compliance with the most up-to-date version of the form to ensure legal compliance.
In conclusion, the 2016 I-9 Form is a critical tool for employers to verify the employment eligibility of individuals hired in the United States. By completing this form accurately and within the specified timelines, employers demonstrate their commitment to maintaining a legal workforce and complying with immigration laws.
