I-9

The Form I-9 consists of two main sections: Section 1 is completed by the employee and Section 2 is completed by the employer after examining the employee's original documents. These documents, from the list of Form I-9 acceptable documents, are one document from either List A or List B and one document from List C.

Proper completion and processing of Form I-9 has been of the highest importance for every employer ever since the Immigration Reform and Control Act mandated its use in 1986. Known as the Employment Eligibility Verification Form, this document serves to verify the identity and employment eligibility of every new employee hired to work for U.S. employers.

DHS, in tandem with the DOJ, released joint guidance pertaining to employers who either use a “home-grown” electronic I-9 system, or contract to use a platform supplied by an I-9 vendor.

It has been almost four decades since the Immigration Reform and Control Act was introduced in 1986. Yet, many employers still have trouble understanding the importance of avoiding common Form I-9 compliance violations. These violations can have a serious impact on a business, and there is a broad range of Form I-9 compliance violations resulting from negligence. The penalties the U.S. Immigration and Customs Enforcement (ICE) can impose for even the most benign can be very costly and detrimental to employers.

Form I-9 and E-Verify are often confused. Learn more about their differences are to avoid costly mistakes and secure immigration compliance.

Responding to an I-9 Notice of Inspection timely is critical as it determines further actions. Take these next steps to reduce risks.

Learn about common Form I-9 misconceptions and steps to avoid them and the costly fines that can accompany these mistakes.

The FDLA is sending out audit notices related to the new Florida E-Verify law, but with inconsistencies on the effective date.

Learn more about the importance of the M-274 Handbook for Employers and make sure to align your I-9 practices with current guidelines.

Learn how employers can maintain I-9 compliance when a Puerto Rico birth certificate is used as a list C document.

A government shutdown was averted, but could still be a future reality. Learn about potential affects on employment authorization to prepare.

The 540-day extension of employment authorization documents is reverting to a standard 180-day extension Oct. 27.

Learn what to expect during external I-9 audits and how to best prepare so you can reduce your risk of fines and penalties.

The USCIS has announced the long-awaited remote process for Form I-9 verification which will be rolled out with the new I-9 form August 1. Get the details.

An internal I-9 audit can improve compliance and overall I-9 management. Learn how to conduct one for your organization and reduce your risk of errors.

Learn how a Form I-9 standard operating procedure can help employers and employees maintain better compliance with Form I-9 requirements.

Learn the benefits of employer services for your business. Explore the types of services and learn how to choose the best provider for a smooth HR process.

A new Florida law requires using E-Verify for employers with more than 25 employees. Learn what your business can do to remain compliant.