How to Complete the I-9 Form

The USCIS provides additional suggestions for conducting internal audits and addresses other issues that may arise. If you complete and print this form to mail it, make sure that the form edition date and page numbers are visible at the bottom of all pages and that all pages are from the same form edition. If any of the form’s pages are missing or are from a different form edition, we may reject your form. Official websites use .gov
A .gov website belongs to an official government organization in the United States. Although E-Verify uses information from Form I-9, there are some important differences between Form I-9 and E-Verify requirements. Employee must complete and attest that they are authorized to work in the U.S.

Before reviewing the documents, please ensure that the employee has properly completed Section 1, including checking the applicable status attestation, and signing and dating Section 1 of the I-9. Identity and work authorization documents are considered sufficient as long as the documentation was acceptable under the requirements of the I-9 in effect at the time it was completed. The DHS has proposed a rule that would create a framework under which the DHS Secretary could authorize alternative options for document examination procedures with respect to some or all employers. We will continue to keep you informed of any future developments related to the proposed rule for virtual/remote inspections.

1. The temporary changes applied only to employers and workplaces operating remotely as a result of COVID-19.
2. For an example of how to notate the I-9 for remote inspection click here.
3. This webinar, useful for prospective and new E-Verify users, is eligible for 1 professional development credit through SHRM and HRCI.
4. E-Verify electronically compares information the employer enters from Form I-9 to records available to the Social Security Administration and the U.S.

To complete Section 2, the employee must either present one document from List A; or one document from List B and one document from List C. Employers cannot ask for specific documents. Employers must ensure that employees have access to the Instructions for completing Form I-9, by providing them either a hard copy or a hyperlink. Also, the hyperlink on the main Form I-9 webpage returns you to the Instructions above. Keep in mind that internal audits should not be conducted on the basis of an employee’s citizenship status or national origin, or in retaliation against an employee.

Section 2 must be completed by the employer within three business days of the employee’s start date. This section requires employees to present documents that establish identity and work authorization. Employers must generally inspect Section 2 documents in the employee’s physical presence.

The Form I-9 is used to verify a new hire’s identity and work authorization. Completing an I-9 can be more complicated for employees who are working remotely due the COVID-19 pandemic. Here are some guidelines for completing the I-9 for remote workers.

Q: How long after hiring a new employee do we have to complete the I-9? Has this timeframe changed?

Employers often have questions relating to the Form I-9 and to employment eligibility verification more generally. The following provides answers to some common questions addressing your obligations to complete and retain the I-9 form. Until May 31, 2021, covered employers with employees taking physical proximity precautions due to COVID-19 are temporarily exempt from the requirement to review the Section 2 documents in the employee’s physical presence.

Certain employers who choose to remotely examine the employee’s documentation under a DHS-authorized alternative procedure rather than via physical examination must indicate they did so by checking the box provided. Use Form I-9 to verify the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must properly complete Form I-9 for every individual they hire for employment in the United States. Both employees and employers (or authorized representatives of the employer) must complete the form. All employers are required to complete and retain a Form I-9 for each newly hired employee.

Q: Some of our new employees aren’t able to understand and complete the English version of the Form I-9. What can we do?

Only employers located in Puerto Rico may complete the Spanish-language version of Form I-9 instead of the English-language version. Any employer may use the Spanish-language form and instructions as a translation tool. Section 1 of the I-9 must be completed, signed, and dated by each employee by the end of their first day of work for pay.

Reviewing or examining documents via webcam or some other remote means isn’t generally permissible (see Limited Exception Due to COVID-19 below). Employers should also review their onboarding practices to ensure compliance with I-9 requirements and to prevent the https://adprun.net/ spread of COVID-19. When completing Section 2, the employer or authorized representative must examine (with the employee physically present) each document presented to determine if it reasonably appears to be genuine and relates to the employee presenting it.

Filling Out I9 Form

Once normal operations resume, all employees who were onboarded using remote verification, must report to their employer within three business days for in-person verification of identity and employment eligibility documentation for Form I-9. Once acceptable documents have been physically inspected, the employer should add « documents physically examined » with the date of inspection to the additional information field in Section 2, or to Section 3 as appropriate. On the form, an employee must attest to their employment authorization. The employee must also present their employer with acceptable documents as evidence of identity and employment authorization. The employer must examine these documents to determine whether they reasonably appear to be genuine and relate to the employee, then record the document information on the employee’s Form I-9.

Completing section 2 for remote workers:

The form is used to verify a new hire’s identity and work authorization. Citizenship and Immigration Services (USCIS) released a revised version of the I-9. The new version includes several changes designed to reduce errors and make it easier for employers to complete it. Below we provide answers to some frequently asked questions about the new I-9. If an employee’s employment authorization expires, they must present new or updated document(s) and the employer must examine and record the document number(s) in Section 3. Employers may also be required to complete this section when rehiring a former employee, depending on how much time has passed.

If an employee’s employment authorization expires, they must present new or updated document(s) and the employer must examine and record the document number(s) here. The Form I-9 (I-9) is used to verify a new hire’s identity and work authorization. Employers must ensure that each employee properly completes the I-9 at the time of hire. Completing an I-9 can be more complicated for employees who are working remotely, especially now that a U.S.

Sample Remote Hire Agent Request and Instructions

When examining documents, employers should consider safety measures to protect both parties from COVID-19, such as health screenings, physical distancing, and masks while taking into account federal, state, and local health guidelines. This blog does not provide legal, financial, accounting, or tax advice. ADP does not warrant or guarantee the accuracy, reliability, and completeness adp i-9 form of the content on this blog. Employee must present certain identity and work authorization documents. The employer must examine the document(s) to determine whether they reasonably appear to be genuine and relate to the employee. Learn about Form I-9 requirements, step-by-step instructions on how to complete each section, acceptable documents, retention, and storage.

This webinar, useful for prospective and new E-Verify users, is eligible for 1 professional development credit through SHRM and HRCI. Form I-9, Employment Eligibility Verification, is the key element of E-Verify’s web-based employment eligibility verification. E-Verify electronically compares information the employer enters from Form I-9 to records available to the Social Security Administration and the U.S. This verification confirms an employee’s eligibility to work in the United States. The temporary changes applied only to employers and workplaces operating remotely as a result of COVID-19.