Ana Bessa Santos outlines misconceptions surrounding Swiss immigration laws and provides guidance surrounding the correct nature of the rules. If you have any questions, please contact the immigration professional with whom you work at Fragomen. https://www.bookstime.com/ Most of the changes to the Form were intended to simplify its completion via computer and to minimize completion errors. If you need additional space for providing the information, you may attach some sheets and write what you need there.

• Federal law requires that every employer who recruits, refers for a fee, or hires an individual for employment in the U.S. must complete Form I-9, Employment Eligibility Verification.
• Employers must use Form I-9 to verify the identity and employment authorization of their employees.
• Earlier this year, United States Citizenship and Immigration Services (USCIS) announced a new version of Form I-9 Employment Eligibility Verification with an edition date of October 21, 2019.
• Official websites use .gov
  A .gov website belongs to an official government organization in the United States.
• Employers are required to verify the identity and employment authorization of each individual (citizens and noncitizens alike) hired for employment in the United States on Form I-9 Employment Eligibility Verification.
• Given the increased enforcement of immigration-related laws this year, employers should use particular care when handling Form I-9 and other immigration-related employment processes and practices.

Below we provide answers to some frequently asked questions about the new I-9. The new Form I-9 guides users throughout the process and incorporates various features – drop-down menus, hover text, and real-time error notifications – to allow users to reduce errors when completing the form. The new I-9 form also includes an alert that is triggered when the system detects that a field was left blank or incorrectly completed. And, the new smart form increases compliance by ensuring that the information provided by an individual employee is consistent with the citizenship or immigration status indicated by the employee in Section 1 of the form. The form automatically marks fields that do not apply to an employee’s selected status with “Not Applicable.” Employers should make sure they do not engage in any discriminatory practices when it comes to the Form I-9.

Q: Can I require new hires to present certain documents from the I-9 form’s list of acceptable documents?

Upon receipt of a charge of discrimination, OSC investigations typically take no longer than seven months. Victims may obtain various types of relief including job relief and back pay. You are responsible for reading, understanding and agreeing to the National Law Review’s (NLR’s) and the National Law Forum LLC’s  Terms of Use and Privacy Policy before using the National Law Review website. The National Law Review is a free to use, no-log in database of legal and business articles. The content and links on  are intended for general information purposes only.

This section, if applicable, is completed at the time that the employee’s employment authorization and/or employment authorization documentation recorded in either Section 1 or Section 2 of the form expires. This section may also be used if the employee is rehired within 3 years of the date of the initial completion of the form and to document a name change if Section 3 is otherwise completed. U.S. Citizenship and Immigration Services (USCIS) is announcing a new version of Form I-9, Employment Eligibility Verification. Employers must use Form I-9 to verify the identity and employment authorization of their employees. This Notice contains the dates of both the prior version and the new version of Form I-9 that employers may use, as well as the date when the prior version will become obsolete.

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USCIS made some minor changes to the Form I-9 instructions and to the List of Acceptable Documents (for List C documents). As with any new I-9 version, please make sure you review the form and instructions carefully before and during completion. Please also note that USCIS has updated the M-274 (Employer Handbook) to reflect these changes. The revised Form I-9 is now two pages long, includes expanded instructions, and has new fields for e-mail addresses, phone number, and foreign passport. Employers should be using this revised form now, but may continue to use the previous Form I-9 until May 7, 2013. The form aims to verify the identity and employment of every person hired to perform labor or services in return for wages or for anything of value that is given in exchange for labor or services, including food and lodging.

Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item. The July 2017 I-9 employment eligibility form remained in use beyond its August 31, 2019 expiration date. Shortly before its expiration, USCIS announced that employers should continue to use that version until further notice.

Editing i 9 form 2023 online

USCIS provides helpful resources to assist employers with completing the I-9 Form are here. Employees who supply an item from List C (to establish employment eligibility) must also supply an item from List B (to establish identity). Employees who supply an item from List B (to establish identity) must also supply an item from List C (to establish employment eligibility). 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.

The U.S. Citizenship and Immigration Services (USCIS) made a few revisions on the July 17, 2017 version of the I-9 Form. Employers can now accept an individual’s Consular Report of Birth Abroad (Form FS-240) as an acceptable document for employment authorization under List C. The instructions for the new form also reflect the name change for the office that enforces anti-discrimination provisions of the Immigration and Nationality Act. The office is now called the Immigrant and Employee Rights Section, which replaces the previous Office of Special Counsel for Immigration-Related Unfair Employment Practices.

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All U.S. citizens, lawful permanent residents and work authorized individuals are protected from national origin discrimination. The Equal Employment Opportunity Commission https://www.bookstime.com/blog/a-rundown-of-the-new-i-9-form-for-2017 has jurisdiction over employers with fifteen or more employees. Section 3 of the form is primarily used to verify the continued employment authorization of the employee.

It provides staff to speak at outreach events throughout the country, and has free informational brochures, posters and tapes for distribution. A Spanish-language version of the new Form I-9 is also available at /​i-9 for use in Puerto Rico only. The latest I-9 remains a three-page form, and there are only a few minor changes to consider. Find links below to the most current I-9 and Employer Handbook on how to fill out the form. However, some of the content may still be useful, so we have archived the page.

What is Form I-9?

There are no special documents or copies that must be attached to the Employment Eligibility Verification Form. U.S. citizens who have lost their social security card can apply for a duplicate at the Social Security Administration. If an employee cannot read or cannot write in English, a translator or preparer may complete the form and sign it on behalf of the employee.

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