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A Form I-9 is an Employment Eligibility Verification form used for verifying the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of Form I-9 for every individual they hire. This includes citizens and noncitizens. Form I-9 must be filled out by both the employer and the employee.<\/span><\/p>\n

After an employer hires an employee, he or she has three business days to complete Form I-9. However, if an employer is only hiring someone for less than three days, he or she must complete Form I-9 before the end of the employee\u2019s first work day. If an employee changes his or her name, is rehired within three years of the date the original form was completed, or if an employee\u2019s original work authorization has expired, an employer may complete only Section 3 of the form titled, \u201cReverifciation and Rehires\u201d.<\/span><\/p>\n

First, the employee must complete the first section of the form by providing his or her identification information, including name, address, and telephone number. The employee must then sign the document under penalty of perjury. Next, the employee must provide documents as proof of identity and work authorization. For example, a United States passport meets the requirements as proof of identity and work authorization. The employer then must examine the documents that the employee has provided and verify that the documents appear to be genuine, and that, to the best of your knowledge, the employee is authorized to work in the United States. Lastly, the employer must sign the form under penalty of perjury and provide some of his or her basic identifying information too.<\/span><\/p>\n

Once you have completed Form I-9, an employer should file it with the other completed I-9 forms for the rest of his or her employees. Form I-9 may be completed electronically or in paper form, and employers must keep the form for as long as the employee works at their company, and for one year after employment ends or three years after the employee was hired, whichever period is longer.<\/span><\/p>\n

If you, or someone you know, are facing legal issues in the workplace United Employees Law Group has answers, Call Today for your free and confidential case review. Please feel free to CONTACT US with any questions about this blog or your exact situation.<\/p>\n

Photo Credit: Shutterstock\/ Africa Studio<\/p>\n","protected":false},"excerpt":{"rendered":"

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