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Written By ESR News Blog Editor Thomas Ahearn

Starting Monday, September 18, 2017, all employers in the United States must use the revised Form I-9, Employment Eligibility Verification (Revision Date 07/17/17 N) published by the U.S. Citizenship and Immigration Services (USCIS) on July 17, 2017 and available at

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 all employees must attest to their employment authorization.

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 used for verifying the identity and employment authorization of individuals hired for work in the United States:

  • 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. To learn more about the Form I-9, visit

As reported earlier by ESR News, the USCIS allowed employers to use the previous Form I-9 with the revision date of 11/14/16 N through September 17, 2017. Employers must use the revised form with the revision date of 07/17/17 N by September 18, 2017.

The USCIS also is also reminding employers that all Form I-9 requirements remain in effect for those areas impacted by Hurricane Harvey. All employers must continue to complete and retain Form I-9 for all individuals they hire for employment.

More information on how employers should complete the Form I-9 if an employee’s documents are lost, stolen, or damaged – as well as contact information for replacing lost or damaged documents – is available on the Hurricane Harvey Fact Sheet.

ESR Helps Employers with Form I-9 Compliance

Employment Screening Resources® (ESR) – a leading global background check firm  – is also a Designated E-Verify Employer Agent that helps employers with Form I-9 and E-Verify compliance. For more information about ESR, please visit

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.

© 2017 Employment Screening Resources® (ESR) – Making copies or using of any part of the ESR News Blog or ESR website for any purpose other than your own personal use is prohibited unless written authorization is first obtained from ESR.

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