Written By ESR News Blog Editor Thomas Ahearn
The U.S. Citizenship and Immigration Services (USCIS) published a revised version of the Form I-9, Employment Eligibility Verification on July 17, 2017. Employers will be able to use this revised version or continue using the Form I-9 with a revision date of 11/14/16 N through September 17, 2017. On September 18, 2017, employers must use the revised form with a revision date of 07/17/17 N. Employers should also continue following existing storage and retention rules for any previously completed Form I-9s.
The USCIS – the government agency that oversees lawful immigration to the United States – made the following revisions to the Form I-9 instructions:
- The USCIS changed the name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices to its new name of Immigrant and Employee Rights Section.
- The USCIS removed “the end of” from the phrase “the first day of employment.”
The USCIS also made revisions related to the List of Acceptable Documents on the Form I-9, which is available at www.uscis.gov/i-9:
- The USCIS added the Consular Report of Birth Abroad (Form FS-240) to List C. Employers completing Form I-9 on a computer will be able to select Form FS-240 from the drop-down menus available in List C of Section 2 and Section 3. E-Verify users will also be able to select Form FS-240 when creating a case for an employee who has presented this document for Form I-9.
- The USCIS combined all the certifications of report of birth issued by the Department of State (Form FS-545, Form DS-1350 and Form FS-240) into selection C#2 in List C.
- The USCIS renumbered all List C documents except the Social Security card. For example, the employment authorization document issued by the Department of Homeland Security on List C will change from List C #8 to List C #7.
The USCIS will include these changes in a revised Handbook for Employers: Guidance for Completing Form I-9 (M-274), which also will be easier for users to navigate.
The Form I-9 is used for verifying the identity and employment authorization of individuals hired for work in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire and an employee must attest to his or her employment authorization and present acceptable documents evidencing identity and employment authorization.
As reported by ESR News, the USCIS also published a revised version of the Form I-9 on November 14, 2016. Employers were mandated to use only the new version of the Form I-9 dated 11/14/2016 N by January 22, 2017. Changes in the new Form I-9 were designed to reduce errors and enhance form completion using a computer. To learn more about the Form I-9, visit www.uscis.gov/i-9-central.
ESR HELPS EMPLOYERS WITH FORM I-9 COMPLIANCE
Employment Screening Resources® (ESR) – a global background check firm that is accredited by the National Association of Professional Background Screeners (NAPBS®) and undergoes yearly SOC 2® data security audits – is also a Designated E-Verify Employer Agent that helps employers with Form I-9 and E-Verify compliance. For more information about ESR, visit www.esrcheck.com.
NOTE: Employment Screening Resources® (ESR) does not provide or offer legal services or legal advice of any kind or nature. Any information on this website is for educational purposes only.
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