The 2019 I-9 Form, also known as the Employment Eligibility Verification Form, is an official document issued by the United States Citizenship and Immigration Services (USCIS). It is used by employers to verify the identity and employment authorization of individuals hired for work in the United States.
The I-9 Form plays a crucial role in ensuring that employers hire only individuals who are legally authorized to work in the country. This serves to protect both the interests of the employer, who may face penalties for hiring unauthorized workers, and the rights of employees, who may be at risk of exploitation or unfair treatment if hired without proper authorization.
The 2019 version of the I-9 Form replaced the previous revisions and became effective starting January 31, 2020. This form is mandatory for all employers to complete for each individual they hire, regardless of their citizenship or immigration status. Failure to comply with the I-9 requirements can result in substantial fines and other legal consequences.
The I-9 Form consists of three main sections. Section 1 must be completed by the employee on or before their first day of work. It requires the individual to provide their personal information, including their full name, address, date of birth, social security number, and immigration status, if applicable. Additionally, the employee must indicate whether they are a U.S. citizen, lawful permanent resident, or an alien authorized to work in the country.
Section 2 must be completed by the employer within three business days of the employee’s first day of work. It involves verifying the employee’s identity using specific documents, such as a passport, driver’s license, social security card, or birth certificate, among others. The employer must examine the documents in person and record the document title, issuing authority, document number, expiration date, and the employee’s first day of work. The employer must also sign and date this section.
Finally, Section 3 is required only under specific circumstances, such as when an employee’s work authorization expires, or when an employee is rehired within three years of the date listed on a previous I-9 Form. This section is used to reverify the employee’s work authorization by reviewing updated documents and recording the required information.
The I-9 Form should be retained by the employer for three years from the date of hire or one year after the employee’s employment is terminated, whichever is later. It is important to note that the form must be readily available for inspection by authorized government officials, who have the right to conduct audits and investigations to ensure compliance with immigration and labor laws.
In conclusion, the 2019 I-9 Form is an essential document in the U.S. legal framework designed to ensure employers only hire authorized workers. It requires both employees and employers to provide accurate information and documentation to establish work eligibility. By complying with the requirements outlined in the form, businesses can maintain legal compliance, protect themselves from penalties, and contribute to a fair and regulated labor market.
