New I-9 Forms for 2017 are a set of documents introduced by the United States Citizenship and Immigration Services (USCIS) for verifying the identity and employment authorization of individuals hired in the United States. The purpose of these forms is to ensure that employers follow legal requirements and properly document the eligibility of their employees to work in the country. This dictionary entry aims to provide a comprehensive overview of the New I-9 Forms for 2017, including their significance, how to complete them correctly, and the penalties for non-compliance.
The I-9 form, officially known as the Employment Eligibility Verification form, is a federal requirement that all employers must fulfill for every newly hired employee, both citizens and noncitizens, regardless of their immigration status. By completing this form, employers establish their obligations to verify the identity and employment eligibility of their workforce, preventing the hiring and employment of unauthorized individuals.
The new version of the I-9 form for 2017 was released by the USCIS and became mandatory for use starting January 22, 2017. It superseded the previous edition, dated March 8, 2013, bringing some important changes and updates. It is crucial for employers to keep themselves informed about the latest version of the I-9 form to ensure compliance with the law.
To properly complete the New I-9 Forms for 2017, employers should follow a step-by-step process. The form consists of three sections:
1. Section 1: Employee Information and Attestation.
In this section, the employee provides their full name, address, date of birth, email (if desired), their citizenship or immigration status in the country, and selects an appropriate status. If the employee is a lawful permanent resident, they should provide their A-number or USCIS number.
2. Section 2: Employer or Authorized Representative Review and Verification.
In this section, the employer or their authorized representative reviews the employee’s documents to establish their identity and eligibility for employment. The employer must physically examine original documents that establish both identity and employment eligibility, such as a U.S. passport, driver’s license, Social Security card, or employment authorization documents for noncitizens. The employer then enters the document information, including document title, issuing authority, document number, and expiration date, if applicable.
3. Section 3: Reverification and Rehires.
This section is used for rehiring individuals within three years of their previous I-9 form submission or if their work authorization has expired. Employers must record the date of rehire, provide the employee’s name, and complete the fields related to Section 3.
Accuracy and timeliness are crucial when completing the New I-9 Forms for 2017. Employers must complete Section 1 of the form no later than the employee’s first day of work for pay, and Section 2 within three business days from the date of hire. Failure to comply with these timelines may lead to penalties and fines from the government.
Noncompliance with the documentation requirements outlined by the New I-9 Forms for 2017 can result in severe consequences for employers. The USCIS, Immigration and Customs Enforcement (ICE), and the Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) jointly enforce these rules. Penalties for violations range from fines to criminal charges, depending on the severity of the infractions.
In conclusion, the New I-9 Forms for 2017 are crucial documents that employers must complete for each newly hired employee in the United States. By following the prescribed process and ensuring accuracy and compliance, employers fulfill their legal obligations and contribute to the government’s efforts in maintaining the integrity of the country’s labor market and immigration policies. Employers should stay up-to-date on the latest form versions and ensure they are aware of the requirements and possible penalties associated with non-compliance.
