Earlier this year, the United States Citizenship and Immigration Services (USCIS) released an updated version of The Handbook for Employers to help employers better understand the Form I-9 process.
The Handbook has been revised with new information regarding applicable rules and policies, new regulations about electronic storage and retention of I-9 forms, how to process an employee with a complicated immigration status and also addresses public comments and frequently asked questions.
Revisions to The Handbook for Employers & Understanding the Form I-9 Process
Some of the many improvements, new sections and tools included in The Handbook for Employers, Instructions for Completing Form I-9 are:
- New visual aids for completing Form I-9
- Examples of new relevant USCIS documents
- Expanded guidance on lawful permanent residents, refugees and asylees, individuals in Temporary Protected Status (TPS), and exchange visitors and foreign students
- Expanded guidance on the processing of employees in or porting to H1-B status and H2-A status
- Expanded guidance on extensions of stay for employees with temporary employment authorization
Verifying Employment Eligibility is Mandatory The Immigration Reform and Control Act of 1986 (IRCA) prohibits the hiring or continued employment of aliens whom employers know are unauthorized to work in the United States. Employers who hire or continue to employ individuals knowing that they are not authorized to be employed in the United States may face civil and criminal penalties.
By law, U.S. employers must verify the identity and employment authorization for every worker they hire after November 6, 1986. To comply with the law, all U.S. employers must verify the employment eligibility and identity of every worker hired by completing Form I-9, Employment Eligibility Verification, regardless of the employee’s immigration status.