I-9 forms, also known as Employment Eligibility Verification forms, are documents that employers in the United States are required to complete for each new employee hired. These forms are administered by the U.S. Citizenship and Immigration Services (USCIS) and serve as a verification process to ensure that employees are legally eligible to work in the country. The I-9 forms play a crucial role in the hiring process, serving as evidence of compliance with the immigration laws and regulations of the United States.
Overview:
The I-9 form is a legally mandated document that must be completed by both employers and employees. It consists of three sections and requires the collection of specific information and documentation. Employers are responsible for ensuring that the required information is accurately provided, and that the necessary supporting documents are presented by the employee.
Section 1 of the I-9 form requires the employee to provide personal information such as their full name, address, date of birth, and social security number. They must also indicate their immigration status and sign and date the form. Employers need to review this section for completeness and, if necessary, request any missing or incomplete information before moving on to Section 2.
Section 2 of the I-9 form is the employer’s responsibility. It involves examining and verifying the employee’s identity and employment authorization documents. The employer must physically inspect the original supporting documents, such as a passport, driver’s license, or social security card, and record the document title, issuing authority, document number, and expiration date. The employer must certify that the information presented is genuine and accurately completes Section 2.
In some cases, employees may require additional documents, such as work permits, to establish work eligibility. Employers must accept any valid document combinations listed on the I-9 form’s instructions for completion. The employer’s responsibility in this section is to ensure the presented documents reasonably appear to be genuine and related to the employee.
Section 3 of the I-9 form is relatively uncommon and is only used when certain circumstances arise, such as rehiring or reverification of an employee’s work authorization. Employers should note that Section 3 should not be completed during the initial hiring process unless explicitly instructed by the USCIS or relevant regulations.
It’s important for employers to store completed I-9 forms properly. These forms must be retained for a specified period, and they may be subject to inspection by authorized government agencies such as the Department of Homeland Security, the U.S. Department of Labor, or the Office of Special Counsel for Immigration-Related Unfair Employment Practices.
Conclusion:
The I-9 forms play a critical role in ensuring that employers hire and retain only authorized individuals to work in the United States. These forms provide evidence of compliance with U.S. immigration laws and assist in preventing unauthorized employment. By accurately completing and maintaining I-9 forms, employers demonstrate their commitment to upholding legal requirements and contribute to a law-abiding workforce. Understanding the purpose and requirements of I-9 forms is essential for employers to navigate the intricate landscape of employment eligibility verification effectively.