Sticky Note

I-9 Forms

The I-9 Form,  (Employment Eligibility Verification Form), is a form in which verifies as to whether a person is eligible to legally work in the United States. This includes citizens and non citizens.

Your Responsibility
You as an employer must have every person that you have hired after November 6th, 1986 fill out an I-9 form.  It is your responsibility to verify the eligibility from every employee you hire.  You must also verify to the best of your ability, documentations presented to you by your employees.  For examples of what types of documentations are acceptable please refer to the links listed below.

In my years of experience I have found the many employers, or their staff have never been taught how to complete the I-9 form. It can be a daunting process if you are not sure of the proper steps, or of the forms of identification that are acceptable.

How Long Do I Keep I-9 Forms

I have always kept  I-9 forms in a separate folder.  It has always been my practice to keep a copy of the identification documentations in a separate employee folder.

An employer must have I-9’s filled out within a 3 day period.  You must keep your I-9 forms for employees for 3 years, or one year after termination.

Who Must Complete The I-9

  • Section 1 filled out by the employee the first day of hire.
  • Section 2 must be filled out within 3 business days by the employer.
  • Section 3 is only used for updating and reverification.
  • Section 1 and 2  must be fully completed on day one of hire if that said employee is to work less than 3 days.
Any one whom is acting in your best interest, such as an assistant manager, or a key person may fill this form out.  However, if you do have someone else fill out the I-9, you are still liable for any violations of the employer sanctions law.

 

For questions or complete instructions on how to complete an I-9 form please refer to the Handbook provided by OSHA. Another excellent resource is USCIS website.

 

Click here to get a copy of the I-9 Form.

Note:  The information provided in this article is for guidance only.  The provided information is not guaranteed for accuracy or legality.

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