Businesses nationwide are responsible for verifying each employees’ eligibility to work in the United States. While the concept is simple, the steps to being I9 compliant can be more complex. If a company hopes to be compliant with federal law, it is their duty to familiarize themselves with the Form I-9 procedure and the documents required for the I-9.
What is the Form I-9?
Since the passage of the 1986 Immigration Reform and Control Act, the law requires that employers and employees complete the Form I-9. This legal document of just one page consists of three main sections, each with its own deadlines.
Section 1: Employees must fill out this section by the first day of employment. Employees must accurately and truthfully complete this section, or they can be charged with perjury. Employers should look over the final version of this section to make sure it is complete in its entirety without any blank fields or missing signatures.
Section 2: This section of the Form I-9 requires that employees provide employers with one or more forms of identification to prove the employee’s eligibility to work in the United States of America. Once these forms of identification are supplied to the company, employers must verify the employee’s work eligibility by authenticating these same documents required for the I-9 within three days of an employee’s start date.
Section 3: This last part of the form is generally completed by employers only if an employee’s work authorization expires, the employee has a legal name change, or if the employee is rehired within three years of the original date listed on the Form I-9.