2017 is proving to be the year of the I-9. On July 17th, The United States Citizenship and Immigration Services released ANOTHER new version of the Form I-9 that is used to verify the identity and eligibility of any employee working in the U.S. As an employer, you’re required by law to properly complete an I-9 on each employee you hire, regardless of whether they are a U.S. citizen. Your Human Resources team is responsible for ensuring that I-9’s are completed accurately and that the documents your employees present to verify their eligibility to work are valid.
The list of acceptable documents that can be used to verify identity and employment eligibility (from List C) have been renumbered. In addition, several Department of State documents have been consolidated into one list. There has also been one new addition to the “List C” document section, which now includes the “FS-240” form issued by the Department of State as an acceptable document to establish employment authorization. Finally, the form previously referred to as the “Special Counsel for Immigration-Related Unfair Employment Practices” has been named the “Immigrants and Employee Rights Section.”
When does the change take effect?
You are required to begin using the new I-9 on September 18th, 2017 and all I-9’s completed on or after September 18th must utilize the new form.
How can I easily tell if my team is using the right form?
Check the bottom left corner of your Form I-9 and make sure the date listed reflects the most recent update, which took place on July 17th, 2017. The most up-to-date form will have a date stamp that says, 07/17/17. During the next few weeks, you’ll need to implement this new form and ensure that your HR team is aware of this change to avoid opening your company up to additional risk and potential fines. These fines can be as high as $6,400 for a single violation and up to $50,000 for multiple or more serious violations.
Guest Blogger: Kim Kent
Bio: Kim delivers successful outcomes to clients who engage her expertise for a variety of Human Resources projects. Early in her career, she earned her 2-15 license and served as a benefits consultant for mid-market companies. Kim later joined Peoplr where she delivers recruiting, compensation, benefits, HRIS, and talent management services. Originally from North Dakota, Kim fled the snow to earn a Bachelor’s in Communication from the University of North Florida (UNF). In her spare time, she geeks it out at Disney World or with her Star Wars memorabilia collection.
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