When reviewing forms for I-9 compliance, Immigration and Customs (ICE) officers or auditors may detect technical or procedural violations. In this case, an employer has ten working days to make corrections. Only employers and employees in Puerto Rico can complete the Spanish version of Form I-9. Spanish-speaking employers and employees in all 50 U.S. states and other territories can print it for reference, but must complete the form in English to meet the job eligibility verification requirements. When employers appoint authorized representatives, these representatives, including human resources officers, foremen, agents or notaries, must fulfill all of the compliance responsibilities of Form I-9. This means that they must physically review the documents to determine if they come from the list of acceptable documents attached to Form I-9 and if the documents appear authentic and relate to the employee who submitted them. With respect to verifying employees` eligibility for employment, employers may not request more or other documents than are necessary for I-9 verification, reject reasonably authentic documents, or disclose certain documents to others for the purpose or intent of discriminating on the basis of citizenship status or national origin. U.S. citizens and all authorized persons in the workplace are protected from the misuse of documents. If employees have already indicated that they are foreign nationals who have the right to work for a limited period of time and that period has expired, employers should also consult a list A or C document and record the document`s information in section 3 – this is called a reconsideration. If employers use section 3 for a re-examination, they must ensure that they are using the latest version of Form I-9. A little-known provision of the Regulation on Form I-9 allows the employer to appoint an „authorized representative“ to complete Form I-9.

The employer may authorize any person (except the new employee himself) to verify form I-9 and identification documents; Describe the documents on the form; and complete the section 2 certification. If you click on the button „Please wait…“ » Use the following options to register your form: Employers can meet the requirements of Form I-9 even if they cannot be physically present for the I-9 process. However, it is essential that employers and their designated representatives follow proper procedures and avoid possible sanctions in the event of an I-9 inspection by the government. With the right planning and safety precautions, employers should be able to ensure compliance with I-9 regulations and minimize liability for violations related to the Form I-9 itself or the verification process. 21.10.19. You will find the date of issue at the bottom of the page on the form and instructions. Remember that you remain responsible for any errors in the form or process, so you should carefully review each Form I-9 remote service, especially before signing a contract. At the time of hiring, make sure the employee completes Section 1 of Form I-9.

„Recruitment“ means the commencement of employment in exchange for salary or other remuneration. The time of recruitment is indicated on the form as the first day of employment. Employees may complete section 1 before the date of recruitment, but not before the employer renews the offer of employment and the employee accepts. Review the employee`s documents and complete Section 2 in its entirety within three business days of hiring. For example, if the employee takes a job on Monday, you must complete Section 2 before Thursday. „You may appoint an authorized representative to act on your behalf to complete Section 2. An authorized representative can be anyone you designate to complete and sign Form I-9 on your behalf. You will be responsible for any violation related to the form or verification process, including any violation related to the form or verification process, including any violation of the employer`s sanctions laws committed by the person who must act on your behalf. Note: You cannot hire someone who you know is not authorized to work in the United States.

If employers are unable to be physically present with employees for the I-9 exam, .B. in situations where employers involve remote employees, they must appoint authorized representatives to complete form I-9. Form I-9, Verification of Employment Eligibility, is a United States Citizenship and Immigration Form (USCIS) used to verify the identity and work permit of individuals hired for employment in the United States. All U.S. employers must ensure that Form I-9 is correctly completed for each person they hire for a job. Section 1 is completed by staff who are required to provide their full legal name, intermediate initial and, if applicable, maiden name. You must provide your current address and date of birth. Employees are not required to provide their Social Security number unless the employer uses E-Verify.

The employee must, under penalty of perjury, confirm his citizenship or immigration status authorized to work, if applicable, the foreigner or registration number and the expiry date of the work permit. Employees must sign and date Section 1 and confirm that the information is true. You must sign the form, although a translator will help you prepare section 1. The translator must also provide his name, address, signature and date. Use Form I-9 to verify the identity and work permit of individuals who have been hired for employment in the United States. All U.S. employers must correctly complete Form I-9 for each person they hire for employment in the United States. This includes citizens and non-citizens. Employees and employers (or authorized representatives of the employer) must complete the form. Employers must verify the information provided by the employee in Section 1 and ensure that all mandatory fields are completed. Otherwise, failure to comply with I-9 compliance requirements may result in penalties under federal law. If there are any errors in section 1, staff will need to make the necessary corrections, initialize them and date them.

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