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U.S. Citizenship and Immigration Services (USCIS) announced in March the release of the new I-9 Employment Eligibility Verification Form. All employers are required to use the new I-9 form immediately to verify the identity and employment authorization eligibility of their employees. In this blog, we’ll tell you exactly what changed and what you need to do now.

Before we continue, make sure you take this chance to download our exclusive video where Integrity HR’s Paula Agee walks you step by step through the I-9 process so you don’t miss a thing! Remember, each infraction on an I-9 can cost you $1000! That adds up quickly. Avoid those nasty fines by watching this video and downloading the new Form I-9 below.

Continue Reading “What You Must Know and Do With The I-9 Form” Now

The new two-page Form I-9 mainly contains format changes, additional data fields, and further instructions to the employer. Additional training may be required to managers who complete the form to be certain that no required fields are missed. Changes included in the new I-9 form are as follows:

Section 1: Employee Information

  • Fields have been added to list the employee’s email address and telephone number, but these are optional; and
  • For an employee who checks “An Alien Authorized to Work Until….” and who was issued an I-94 card, he or she will also need to list the foreign passport number and country of issuance. (A Passport is required whenever an employee provides an I-94 card for identification,)

Section 2: Employer Review and Verification

  • Employers will need to list employee’s full name at the top of Page 2;
  • List A now has room to list three documents, which is helpful to the employer because the prior I-9 form only had room for two documents and there are occasions when three documents are required, e.g., J-1 visa holders or F-1 students completing Optional Practical Training;
  • Certification Box – adds numbers to the items the HR representative must attest to when reviewing the documents and separates out the place where the employer is required to insert the employee’s first date of work for pay;
  • The List of Acceptable Documents, List A, Number 5 has revised language but essentially includes the same information regarding accepting foreign passports and I-94 cards;
  • The List of Acceptable Documents, List C, Number 1 provides clarification that Social Security Cards containing restrictions, such as “Not Valid For Employment,” “Valid for Work Only with INS Authorization,” or “Valid for Work Only with DHS Authorization” are not acceptable as List C documents; and
  • The List of Acceptable Documents includes a reference to Section 2 of the Handbook for Employers regarding information about acceptable receipts.

Section 3: Reverification & Rehires

  • Provides clarification that List B identity documents do not require reverification; and
  • Adds a field for the Employer representative to print his or her name.

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about the author: Amy Letke

Amy Newbanks Letke, SPHR, GPHR, is the Founder of Integrity HR, Inc. Amy provides workplace solutions to improve performance, reduce liability and increase profits. She is passionate about helping other entrepreneurs and business owners achieve success.