The Form I-9, Employment Eligibility Verification

WHAT YOU DON’T KNOW MAY COST YOU!

Did you know your business may be targeted at any time by the Department of Homeland Security (DHS) for a worksite enforcement inspection?

The federal government requires all employers to verify the employment eligibility of every newly hired employee, regardless of nationality (this includes U.S. citizens) or country of origin. The process of complying with Form I-9 regulations can be confusing and difficult. Employer sanctions for failure to comply can be severe. Don’t put your company at risk by taking a "wait and see" approach to I-9 compliance.

Employers must maintain a correctly completed Form I-9 for every employee they hire. Improper completion of the Form I-9, Employment Eligibility Verification, failing to inspect the correct identity and work eligibility documents, and simple clerical mistakes are costing employers tens, and sometimes hundreds of thousands of dollars.

There are strict time requirements for completing the I-9 Employment Eligibility Verification forms by both the employee and the employer. In addition, there are strict requirements regarding the retention of those forms.

The attorneys at Allott Immigration Law assist employers throughout United States with Employer Sanctions law and representation. We also advise clients on Form I-9 Employment Eligibility Verification compliance, conduct I-9 Audits and consultations. We will make sure your company is in full compliance with Form I-9 requirements.

Download the most current Form I-9, Employment Eligibility Verification.

Sign up for Allott’s SMART TIPs (in the left column). Some verification of employment SMART TIPS include:

• 7-Day Deadline: It is inappropriate to ask if an employee with an invalid SS number is an illegal worker. If the employee does not produce a valid SS number within 7 days, you may terminate him but encourage the employee to return when a valid number is obtained.


• Green Cards: Hiring managers should be aware Permanent Resident Cards (Green Cards) have been issued in several different formats over the years to combat document fraud.


• USCIS Issues Redesigned Green Card (May 11, 2010).


• It is unlawful for employers to knowingly accept any forged, counterfeited or altered identity document. Violation of the law exposes employers to sanctions under the Immigration Act.
  


• Hiring managers are not expected to be experts in detecting fraudulent documents but they are required to examine documents provided by the employee to determine whether the documents appear genuine and relate to the employee who presented them.