The 2018 I-9 Forms, also known as the Employment Eligibility Verification Forms, are a crucial component of the United States’ immigration law compliance system. As part of the hiring process, employers are required by law to complete and maintain these forms for all newly hired employees in order to verify their employment eligibility.
The I-9 Forms were introduced by the United States Citizenship and Immigration Services (USCIS) which is a department under the U.S. Department of Homeland Security. The primary purpose of these forms is to prevent the hiring of individuals who are not authorized to work in the United States, thereby ensuring that employers are employing a legal workforce.
The 2018 version of the I-9 Forms was released to replace the previous version, which was valid until the end of December 2017. This update was made to account for changes in the law and to improve the form’s clarity and usability.
The 2018 I-9 Forms consist of three sections: Section 1, Section 2, and Section 3. Each section serves a specific purpose in collecting and verifying employee information.
Section 1 of the form must be completed by the employee on or before their first day of employment. It requires the employee to provide their full legal name, date of birth, Social Security number, and other personal details. In this section, the employee must also attest to their employment authorization status by indicating their citizenship or immigration status.
Section 2 of the form should be completed by the employer within three business days of the employee’s start date. It involves verifying the employee’s identity and employment eligibility by examining the original documents that establish their identity and work authorization. Acceptable documents include a U.S. passport, permanent resident card, employment authorization document, or an unexpired foreign passport with an endorsed Form I-94.
Section 3 of the form is used for reverification and updates, such as when an employee’s work authorization document expires, or when there is a change in the employee’s name or employment authorization status. This section requires both the employer and employee to provide certain information and sign the form.
Failure to properly complete and retain the 2018 I-9 Forms can result in serious penalties. Employers must ensure that the information provided is accurate, the required fields are completed, and the form is signed and dated. Additionally, employers should keep the I-9 Forms separate from other personnel records and retain them for a specified period, as specified by the law.
The significance of the 2018 I-9 Forms extends beyond legal compliance. They serve as documentation that employers have made a good-faith effort to verify the identity and work eligibility of their employees, protecting them from potential liability in cases of unauthorized employment.
In conclusion, the 2018 I-9 Forms are essential documents for employers in the United States. By completing and retaining these forms, employers demonstrate their commitment to ensuring a legal and authorized workforce, complying with immigration laws, and protecting themselves from potential penalties and liability.
