New I-9 Form Takes Effect September 18, 2017

To this end, she handles an array of nonimmigrant petitions, applications for labor certification, adjustment of status and naturalization filings, consular processing matters, motions to reopen, and motions to reconsider. Kelly assists employers with administrative law matters, focusing her practice primarily on employment-based immigration. Employers must update or reverify certain ID documents https://www.bookstime.com/ at or prior to their expiration date. This does not apply to already presented and accepted non-expired U.S. Passports or Permanent Resident Cards when they reach their expiration date, nor to any List B documents (e.g., state driver’s licenses and state IDs). The USCIS website, in the Employer section, Employer Bulletins, lists the limited requirements and allowed instances for reverification.

The Form I-9 instructions explain that employees can present any documentation from the Lists of Acceptable Documents. At the time of hire, all employees can choose to present either an unexpired List A document, or an unexpired List B document together with an unexpired List C document. The Form I-9 instructions tell employers to accept all documents that are sufficient to complete Form I-9 as long as they reasonably appear to be genuine and to relate to the employee. For example, under the Lists of Acceptable Documents, attached to the Form I-9, individuals may present a valid U.S. driver’s license and unrestricted Social Security card to satisfy Form I-9 requirements. For example, under this part of the law employers must not require lawful permanent residents to produce a Permanent Resident, also known as a “green card,” and must not require U.S. citizens who appear “foreign” to produce a birth certificate. If the Form I-9 instructions require an employer to reverify an employee the instructions allow the employee to present any valid List A document or List C document for reverification. As drafted, the interim rule strictly defines what are acceptable identity and employment authorization documents for employers to use in completing the requisite I-9 employment eligibility verification process.

Important Reminders to Ensure Compliance:

Of note, USCIS cautions employers that the added electronic capabilities do not alter the requirements that forms be printed, signed, stored and re-verified pursuant to existing regulations. Some states have laws and ethical rules regarding solicitation and advertisement practices by attorneys and/or other professionals. The National Law Review is not a law firm nor is intended to be a referral service for attorneys and/or other professionals. The NLR does not wish, nor does it intend, to solicit the business of anyone or to refer anyone to an attorney or other professional. NLR does not answer legal questions nor will we refer you to an attorney or other professional if you request such information from us. She regularly helps clients meet critical staffing needs by obtaining nonimmigrant status for foreign workers and securing and maintaining legal permanent residence for foreign nationals.

U.S. citizens who have lost their social security card can apply for a duplicate at the Social Security Administration. One document that establishes identity together with another document that establishes employment eligibility .

Introduction of a New Version of Employment Eligibility Verification Form

The Checkmate HCM solution can help you automate the completion of I-9 forms as part of Employee Onboarding. It also permits employers to store electronic copies of I-9s for each employee and can be integrated with the USCIS E-Verify service to ensure proper employment eligibility verification. new i 9 forms for 2017 For example, an employer could not refuse to hire a candidate because his I-9 revealed that he was a non-citizen rather than a U.S. citizen. For this reason some immigration lawyers advise companies to avoid requiring an I-9 until a candidate is hired rather than risk a lawsuit.