The I-9 2018 Form, also known as the Employment Eligibility Verification Form, is a crucial document used by employers in the United States to verify the identity and employment authorization of individuals hired for work. As per the guidelines set forth by the U.S. Citizenship and Immigration Services (USCIS), employers are required to complete the I-9 Form for every employee hired in the country, regardless of their citizenship status. The purpose of this form is to ensure that individuals employed in the United States are authorized to work here.
The I-9 2018 Form consists of several sections, each serving a specific purpose. Section 1 of the form is to be completed by the employee on or before their first day of employment. It requires the employee to provide their name, address, date of birth, Social Security number (optional), email address (optional), and telephone number. Additionally, the employee is required to indicate their immigration status, which includes options such as U.S. Citizen, Lawful Permanent Resident, or an individual authorized to work for a specific employer due to immigration-related reasons.
Section 2 of the I-9 Form is the responsibility of the employer and should be completed within three business days of the employee’s start date. This section requires the employer, or their authorized representative, to examine the employee’s original documentation to confirm their identity and employment eligibility. Acceptable documents include a passport, driver’s license, Social Security card, or a combination of other identification documents specified by the USCIS. The employer must record the document title, document number, expiration date (if applicable), and the issuing authority on the form.
In some cases, employees may require additional documentation to establish their employment eligibility, such as individuals with work permits or those undergoing certain visa processes. Section 3 of the I-9 Form is meant for such instances, allowing employers to reverify employment eligibility if required, or to update any changes in the employee’s information, such as their name or Social Security number.
It is crucial for employers to comply with the guidelines outlined by the USCIS when completing the I-9 2018 Form. Failure to do so can result in penalties and fines imposed by the government. Compliance audits conducted by the U.S. Immigration and Customs Enforcement (ICE) may identify any discrepancies or violations related to the proper completion and retention of I-9 forms, emphasizing the importance of accurate and up-to-date record-keeping.
In order to maintain the integrity of the I-9 process, employers must retain completed forms for a specified period. As of the revision in 2016, employers should retain the I-9 Form for either three years after the date of hire or one year after the termination of the employee’s employment, whichever is later. These forms must be readily available for inspection by authorized government officials, such as representatives from the USCIS, the Department of Labor, or the Department of Justice.
By implementing the I-9 2018 Form, employers contribute to the maintenance of a lawful and authorized workforce. This form provides a standardized process for documenting and verifying an employee’s eligibility to work in the United States, promoting fair employment practices and ensuring compliance with the country’s immigration laws.
