Introducing I-9 Central
When it comes to searches on our USCIS website, no single item is more sought after than the Form I-9, Employment Eligibility Verification. That’s no surprise, since 7.5 million employers in the United States use Form I-9 every time they hire an employee.
In an effort to make information on this critical form more accessible, USCIS just launched a new online resource center known as “I-9 Central.” This center will consist of Web pages designed to give employers and employees easy access to resources, tips and guidance they need to successfully complete the form.
For more, please visit the new site, and let us know what you think in our comments section.
Labels: e-verify
posted by USCIS Blog Team @ 2:14 PM
36 Comments
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36 Comments:
I just recently went through the I-9 process myself, and it was fairly easy and straight forward. The online resources USCIS provided so far, especially the I-9 Handbook for Employers, are well written and should be sufficient for employers/employees to comply with the requirements.
So, in my opinion, you might want to shift your effort a bit more toward making sure that employers are aware of this requirement in the first place. Some small business owners, who perhaps are not up to speed on immigration matters, may overlook I-9 compliance unintentionally. Just my 2c.
Great job with the handbook. Thanks!
May an employer require a new Form I-9 when an employee changes name?
Crap.... First publish the I-485 quarterly report...
Isn't it about time for the US to implement a system of biometric ID cards that, unlike a social security card, a state driver's license or even a birth certificate, are unforgeable and are actually intended to serve the particular purpose of identifying individuals for important purposes? It's not like we haven't already given up our right to remain anonymous - every policeman seems to have the right to demand "ID". So, let's do it right -- other countries are capable of this.
I NEED TO KNOW WHAT THIS MEANS "petitioner's written request for waiver of restriction under sec.204(g)OF THE IMIGRATION AND NATIONALITY ACT?"
Regarding: May an employer require a new Form I-9 when an employee changes name?
From the I-9 Central website.
Changes in Employee’s Name
When an employee changes his or her name (for example, when an employee marries), an employer may but generally does not need to note the name change on Form I-9. However, if the employer is completing Section 3 for reverification purposes or because the employee was rehired within three years, then the employer should:
Note the name change in Section 3 of Form I-9.
Note the reason for the name change on the form, if the employee offers a reason for the change.
Store any proof of the name change the employee may voluntarily give you with the form.
There is no requirement that employees show proof of a name change for the Form I-9. When reviewing List A or List C documents in the reverification process, the employer should make sure that any document presented with a new name reasonably appears to be genuine and relates to the person presenting it.
I am finding it extremely difficult to get any information on the Certificate of Naturalization as a valid form of Identification. I would assume if this grants a new citizen a passport, a social scercuity card, and a state I.D it should be valid for I-9 purposes, I am curious as to why it isn't used or mentioned.
I just reviewed the new M-274 and I didn't see any of the changes that you spoke about. What am I doing wrong? Can someone point out a couple of specific changes - with page number references. Thanks.
The handbook states that Section 1 may be completed by the employee before they begin work if they are offered a position and accepts the offer for employment. Is this the same for Section 2? Can the employer complete Section 2 as soon as the employee accepts the offer for employment?
THE PORTION ON COMPLETING SECTION 2 IS NOT COMPLETE. On page 4 of the new edition of the handbook regarding Completing section 2, the last sentence ends in the middle of the paragraph!! In the previous edition of the handbook, it continues "AND one from List C. Record the title, issuing authority, number and expiration date (if any) of the document......" This seems like important information, and I can't beleive this got past the proof readers!!!
I find so many people misunderstand the whole List A, or List B and C thing. They often think it means something from list A AND, something from list B OR C. So, this topic should be expanded upon, if anything. Please correct this.
There is something about the I-9 process that I must take issiue with. According with letter of the procedure, you aren't supposed to even fill the employee's part of Form I-9 until after the employee has accepted an offer of employment. This needs to be modified so that in at least some circumstances, the employer at least has the option to have the employee fill out Section 1 of the I-9 and present documents when he/she fills out the application. In the case of a temporary service or staffing agency, this would be especially helpful to both the employer and employee,
If the worker fills out Part 1 at the time of the application, the temp service would have ample time to verify the documents when there is no duress to fill a position that could be short or long term. Consequently, in the event of an immediate need for a worker, there would be no chance that any time would be wasted on someone that entered the country illegally trying to use fake documents, as cuold be the case if you wait to do the entire I-9 process after an offer of work has been made, while a customer is needing help and while there are other workers out there that are legally authorized, whether legally authorized immigrants or US citizens, that they could be trying to work with. In short, someone that's not authorized to work in the US gets nowhere. As for the worker, this could keep him/her from having to make multiple trips to the temp service office, which can be an expense if there is a significant distance from home.
If you're going to inconvenience somebody, you should inconvenience somebody that came into the country illegally and is trying to get work using fraudulent documents. After all, this person in doing so has commited 2 crimes. You should not unnecessarily inconvenience an employer trying to fill a job opening, or someone who is legally work-authorized trying to get that job. As far as I can see, these folks have done nothing wrong.
I am going through my I9 binder and see that several of the forms of ID (driver's license, etc.) have expired. Do I need to get updated IDs if this is the case?
There is a question in the Q&A section that asks if an employer can include an I-9 in a job application packet, The answer given is "no, an employer may not require an employee to complete form I-9 before the employee has accepted a job offer, but the employer can inform applicants upon hire that they must complete form I-9"(actually, they should inform them of this).
I have seen I-9s in job application packages, particularly at temp services, & gladly filled out my part at the time of application, along with allowing the temp service to copy my driver's license & Social Security card & feel that if it's agreeable to the applicant, that in this case, the employer be allowed the option to allow applicants to fill out Part 1 of form I-9 when applying to the temp service, even if he/she isn't immediately placed on an assignment. Really, this is much better for both the temp service & the worker. It allows the temp service ample time to verify documents when there's no duress to fill an open position, and it wouldn't cause the worker to have to make an additional trip back to the temp service office. This could be a consderable expense if the temp service office is a significant distance from home. It would also eliminate the chance of time being wasted on an unauthorized worker trying to use fake documents while there's a customer waiting for a worker & there are other legal workers at their disposal. In short, an illegal trying to use fake documents to get work gets nowhere.
There should be no reason to inconvenience a temp service trying to legally fill an assignment or a legal worker trying to get that assignment. Now, what's wrong with that?
Bette;
The way your message is worded, it's kinda hard to tell whether you're the employer or employee.
Let's say you're the employer. The I-9 regulations state that you can't exclude an applicant if a document has a future expiration date. While a Social Security card expires when the person that it belongs to expires, usually a driver's license expires a little sooner. I believe this means you might need to contact this person & let him/her know that he/she needs to renew their driver's license to be able to get a job, & suggest that they walk or ride a bike if it's close enough, get a ride with a friend, or even get a taxi.
If you're the employee, yeah, you might want to renew that driver's license ASAP, & consider yourself lucky that you didn't have a burnt out headlight if it got dark on you on the way back home from that last job application you filled out.
It has been mentioned in some posts that there are good reasons to have the applicant fill out Section 1 of the I-9 when filling out the application, particularly in the case of a temp service. The reason given, which was a good one, is that it would give the temp service ample time to verify the worker's documents and prevent the possibility of wasting any time with an illegal immigrant trying to use fake documents. Now there has been an incident mentioned where somebody's driver's license has expired, which could also be a problem. While this was most likely a U.S. citizen, it also brings up the subject of a legal immigrant, not trying to beat the system. thinking that everything's OK, but there's some kind of problem with their documentation that they weren't aware of that's substantial enough that they can't be placed on an assignment.
Even if it's an honest oversight, these matters need to be resolved ahead of time, not when the agency is trying to satisfy a customer in need of a worker. These are definitely reasons to consider that staffing & temp services have the option to confirm someone's immigration status during the application process. Once again, this is a benefeit to both the employer & employee.
These agencies provide an essential service with temporary work for folks that would probably otherwise be unemployed, as well as satisfying a company's momentary needs. Waiting until somebody has accepted their 1st assignment to fill out at least the employer's portion of the I-9 can be an unnecessary impediment to their ability to effectively do business.
In that last comment, in the last sentence, it should read that the employee fill out the employee's portion, or Section 1 of the I-9. The agency could later fill out the employer's portion, or Section 2 of the I-9, after the applicant has accepted their 1st assignment.
I am doing an I-9 audit and crossed over the document abuse: some I-9s have too many documents listed like passport, then SScard, and drivers license on the same form. How can I correct it? Or should I ask employees to feel out the new I-9 and bring over documents again?
Thanks
Are nursing licenses acceptable as list C
Also would a military ID count as a List c document
If you have a driver's license & social security card, that should be all that's needed. Why would you need a passport?
Can employer keep the employee's copy of driver's license or socieal security card or passport to its I9 form in file?
If an employee indicates in section 1 that they are a "lawful permanent resident" do you ever need to re-verify them? My interpretation is that if an employee states in section 1 they are a citizen, national, or permanent resident they never have to be re-verified. My boss is telling me that if they indicate in section 1 they are a permanent resident they have to be re-verified when their permanent resident card expires (even if the card was never presented for section 2). Which leads me to think if someone indicates they are a permanent resident, provides a driver's license and social security, it then be illegal to ask about their permanent resident card - so how would you know when to re-verify?
An employee filled out an I-9 with a Permanent Resident Card that expires 5/11/14 and a driver's license that is current. The employee has just become a naturalized citizen, do we need to have additional documents for the I-9?
My employer did not have me fill out an I9 form, do I have any liability?
I own an HR Service company and I have been providing E-Verify to my clients for four years. I find the system to be extremely dependable and easy to use. Some of my clients are in the service industry and one in particular had over half their new hires come back "tentative non-confirm" in the beginning. Now 100% new hires for this business have been coming back clean - the system works!
Hmmm.. I thought that going through And finishing the naturalization process was end of all bureaucracy... I found hard way that it did not.. I went tnrough oath ceremony and USCIS gave me a nice naturalzation certificate and in same breath took away my green card saying that now I was a citizen and did not need it. After about a week, I took a new job and the first day I was in for a shock. My employer refused to accept the nsturalization certificate.. Ihadto ruh to social security office to apply a for a new socil security card, and only once I showed the receipt fornew social security card application,my employer allowed me to start work.
I dont understand this stupidity. I become a citizen of this great country, USCIS gives me this certificate which allows me to get US passport and what not... And still the certificate is not accepted for employment check.. Bureaucracy never ends
I-9 and E-Verify rules often seem to contradict one another. For years, I have been under the impression that the Alien number was sufficient as the document number of the PRC or EAD. Only recently, E-Verify changed their system to require PRC and EAD document numbers have 3 letters and 10 numbers (ie...aaa0000000000). From the perspective of compliance, the I-9 would be ok but E-Verify would produce and error. If the two programs aren't going to go by the same rules, one of them needs to go away!
If a small company has never filled out I-9's because they were unaware of the law, should they start and have all employees fill them out now even though they have been on staff for years?
Love the new and improved I-9 form! Ready for it to go live.
For employees that were hired before 11/6/1986 and are still employed, are we required to have an I9 Form completed on them? And if so, what date are they to use when completing the form. Their actual hire date which is before the date that we were required to start completing the form?? Or the date we have them actually fill out the form?
I am using an Acrobat form into which you can type the required information on the documents that an employee presents. But, in many cases, the entire title of the form or the issuing authority won't fit in the space provided. The space will take all of the entry, but when the form is printed, you can only see the part of it showing in the space with a plus mark at the end, which I guess indicates that there is more entered than can be seen.
Is this acceptable, or must I resort to handwriting the information in in small enough letters to get it all in (which usually means I have to squeeze in 2 lines into the space.
Also, how do you know just what is the proper title and issuing authority? For example, is a Driver's License title just "Drivers License", or "XXX State Drivers License? And is the issuing authority simply the state that issued it or Bureau of Motor Vehicles, or XXX State Bureau of Motor Vehicles? And what is the issuing authority for Social Security Cards?
We, a religious institution, would like to hire a wonderful candidate for a position that is one year. The candidate currently holds a multiple visit visa. Each visit valid for 3 months. Do we file a I-9 and have the candidate fill our his piece too?
Finding this very confusing.....
On 11/29/2011 There was some guidance issued for citizens of FSM, RMI and Palau as it relates to the I-9 and their employement eligibility. It was very helpful. Now I cannot find that page on your website. Can you please tell me where it is and can you make it more helpful and accessible for employers?
The majority of our employees work out of state. We have to have them complete the I-9 forms. They get e-mailed to the employees. They are asked to get their documents notarized that the originals have been seen and then they are able to e-mail back the signed I-9 form, we then complete the employer's section. Is that valid?
Very good written post. It will be useful to anyone who employess it, including yours truly :) . Keep up the good work – looking forward to more posts.
The I-9 available for download expired as of 8/31/12 when can we expect the newest revision to be available?
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