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13 May 2011

Introducing I-9 Central

When it comes to searches on our USCIS website, no single item is more sought after than the Form I-9, Employment Eligibility Verification. That’s no surprise, since 7.5 million employers in the United States use Form I-9 every time they hire an employee.

In an effort to make information on this critical form more accessible, USCIS just launched a new online resource center known as “I-9 Central.” This center will consist of Web pages designed to give employers and employees easy access to resources, tips and guidance they need to successfully complete the form. 

For more, please visit the new site, and let us know what you think in our comments section.

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53 Comments:

At May 17, 2011 at 2:52:00 AM EDT , Anonymous Hart said...

I just recently went through the I-9 process myself, and it was fairly easy and straight forward. The online resources USCIS provided so far, especially the I-9 Handbook for Employers, are well written and should be sufficient for employers/employees to comply with the requirements.

So, in my opinion, you might want to shift your effort a bit more toward making sure that employers are aware of this requirement in the first place. Some small business owners, who perhaps are not up to speed on immigration matters, may overlook I-9 compliance unintentionally. Just my 2c.

 
At May 17, 2011 at 12:08:00 PM EDT , Anonymous Anonymous said...

Great job with the handbook. Thanks!

 
At May 24, 2011 at 11:31:00 AM EDT , Anonymous Anonymous said...

May an employer require a new Form I-9 when an employee changes name?

 
At May 24, 2011 at 4:42:00 PM EDT , Anonymous Anonymous said...

Crap.... First publish the I-485 quarterly report...

 
At May 26, 2011 at 1:58:00 PM EDT , Anonymous Anonymous said...

Isn't it about time for the US to implement a system of biometric ID cards that, unlike a social security card, a state driver's license or even a birth certificate, are unforgeable and are actually intended to serve the particular purpose of identifying individuals for important purposes? It's not like we haven't already given up our right to remain anonymous - every policeman seems to have the right to demand "ID". So, let's do it right -- other countries are capable of this.

 
At May 26, 2011 at 9:57:00 PM EDT , Anonymous Anonymous said...

I NEED TO KNOW WHAT THIS MEANS "petitioner's written request for waiver of restriction under sec.204(g)OF THE IMIGRATION AND NATIONALITY ACT?"

 
At June 1, 2011 at 4:11:00 PM EDT , Anonymous Anonymous said...

Regarding: May an employer require a new Form I-9 when an employee changes name?

From the I-9 Central website.
Changes in Employee’s Name
When an employee changes his or her name (for example, when an employee marries), an employer may but generally does not need to note the name change on Form I-9. However, if the employer is completing Section 3 for reverification purposes or because the employee was rehired within three years, then the employer should:

Note the name change in Section 3 of Form I-9.
Note the reason for the name change on the form, if the employee offers a reason for the change.
Store any proof of the name change the employee may voluntarily give you with the form.
There is no requirement that employees show proof of a name change for the Form I-9. When reviewing List A or List C documents in the reverification process, the employer should make sure that any document presented with a new name reasonably appears to be genuine and relates to the person presenting it.

 
At June 5, 2011 at 11:58:00 AM EDT , Blogger Nadine said...

I am finding it extremely difficult to get any information on the Certificate of Naturalization as a valid form of Identification. I would assume if this grants a new citizen a passport, a social scercuity card, and a state I.D it should be valid for I-9 purposes, I am curious as to why it isn't used or mentioned.

 
At June 13, 2011 at 10:44:00 AM EDT , Anonymous Dan said...

I just reviewed the new M-274 and I didn't see any of the changes that you spoke about. What am I doing wrong? Can someone point out a couple of specific changes - with page number references. Thanks.

 
At June 16, 2011 at 3:55:00 PM EDT , Anonymous Anonymous said...

The handbook states that Section 1 may be completed by the employee before they begin work if they are offered a position and accepts the offer for employment. Is this the same for Section 2? Can the employer complete Section 2 as soon as the employee accepts the offer for employment?

 
At June 17, 2011 at 7:01:00 PM EDT , Anonymous Anonymous said...

THE PORTION ON COMPLETING SECTION 2 IS NOT COMPLETE. On page 4 of the new edition of the handbook regarding Completing section 2, the last sentence ends in the middle of the paragraph!! In the previous edition of the handbook, it continues "AND one from List C. Record the title, issuing authority, number and expiration date (if any) of the document......" This seems like important information, and I can't beleive this got past the proof readers!!!
I find so many people misunderstand the whole List A, or List B and C thing. They often think it means something from list A AND, something from list B OR C. So, this topic should be expanded upon, if anything. Please correct this.

 
At June 27, 2011 at 5:29:00 PM EDT , Anonymous Anonymous said...

There is something about the I-9 process that I must take issiue with. According with letter of the procedure, you aren't supposed to even fill the employee's part of Form I-9 until after the employee has accepted an offer of employment. This needs to be modified so that in at least some circumstances, the employer at least has the option to have the employee fill out Section 1 of the I-9 and present documents when he/she fills out the application. In the case of a temporary service or staffing agency, this would be especially helpful to both the employer and employee,
If the worker fills out Part 1 at the time of the application, the temp service would have ample time to verify the documents when there is no duress to fill a position that could be short or long term. Consequently, in the event of an immediate need for a worker, there would be no chance that any time would be wasted on someone that entered the country illegally trying to use fake documents, as cuold be the case if you wait to do the entire I-9 process after an offer of work has been made, while a customer is needing help and while there are other workers out there that are legally authorized, whether legally authorized immigrants or US citizens, that they could be trying to work with. In short, someone that's not authorized to work in the US gets nowhere. As for the worker, this could keep him/her from having to make multiple trips to the temp service office, which can be an expense if there is a significant distance from home.
If you're going to inconvenience somebody, you should inconvenience somebody that came into the country illegally and is trying to get work using fraudulent documents. After all, this person in doing so has commited 2 crimes. You should not unnecessarily inconvenience an employer trying to fill a job opening, or someone who is legally work-authorized trying to get that job. As far as I can see, these folks have done nothing wrong.

 
At June 29, 2011 at 12:22:00 PM EDT , Anonymous Bette said...

I am going through my I9 binder and see that several of the forms of ID (driver's license, etc.) have expired. Do I need to get updated IDs if this is the case?

 
At June 29, 2011 at 6:08:00 PM EDT , Anonymous Anonymous said...

There is a question in the Q&A section that asks if an employer can include an I-9 in a job application packet, The answer given is "no, an employer may not require an employee to complete form I-9 before the employee has accepted a job offer, but the employer can inform applicants upon hire that they must complete form I-9"(actually, they should inform them of this).
I have seen I-9s in job application packages, particularly at temp services, & gladly filled out my part at the time of application, along with allowing the temp service to copy my driver's license & Social Security card & feel that if it's agreeable to the applicant, that in this case, the employer be allowed the option to allow applicants to fill out Part 1 of form I-9 when applying to the temp service, even if he/she isn't immediately placed on an assignment. Really, this is much better for both the temp service & the worker. It allows the temp service ample time to verify documents when there's no duress to fill an open position, and it wouldn't cause the worker to have to make an additional trip back to the temp service office. This could be a consderable expense if the temp service office is a significant distance from home. It would also eliminate the chance of time being wasted on an unauthorized worker trying to use fake documents while there's a customer waiting for a worker & there are other legal workers at their disposal. In short, an illegal trying to use fake documents to get work gets nowhere.
There should be no reason to inconvenience a temp service trying to legally fill an assignment or a legal worker trying to get that assignment. Now, what's wrong with that?

 
At June 30, 2011 at 4:50:00 PM EDT , Anonymous Anonymous said...

Bette;
The way your message is worded, it's kinda hard to tell whether you're the employer or employee.
Let's say you're the employer. The I-9 regulations state that you can't exclude an applicant if a document has a future expiration date. While a Social Security card expires when the person that it belongs to expires, usually a driver's license expires a little sooner. I believe this means you might need to contact this person & let him/her know that he/she needs to renew their driver's license to be able to get a job, & suggest that they walk or ride a bike if it's close enough, get a ride with a friend, or even get a taxi.
If you're the employee, yeah, you might want to renew that driver's license ASAP, & consider yourself lucky that you didn't have a burnt out headlight if it got dark on you on the way back home from that last job application you filled out.

 
At July 5, 2011 at 5:29:00 PM EDT , Anonymous Anonymous said...

It has been mentioned in some posts that there are good reasons to have the applicant fill out Section 1 of the I-9 when filling out the application, particularly in the case of a temp service. The reason given, which was a good one, is that it would give the temp service ample time to verify the worker's documents and prevent the possibility of wasting any time with an illegal immigrant trying to use fake documents. Now there has been an incident mentioned where somebody's driver's license has expired, which could also be a problem. While this was most likely a U.S. citizen, it also brings up the subject of a legal immigrant, not trying to beat the system. thinking that everything's OK, but there's some kind of problem with their documentation that they weren't aware of that's substantial enough that they can't be placed on an assignment.
Even if it's an honest oversight, these matters need to be resolved ahead of time, not when the agency is trying to satisfy a customer in need of a worker. These are definitely reasons to consider that staffing & temp services have the option to confirm someone's immigration status during the application process. Once again, this is a benefeit to both the employer & employee.
These agencies provide an essential service with temporary work for folks that would probably otherwise be unemployed, as well as satisfying a company's momentary needs. Waiting until somebody has accepted their 1st assignment to fill out at least the employer's portion of the I-9 can be an unnecessary impediment to their ability to effectively do business.

 
At July 13, 2011 at 5:37:00 PM EDT , Anonymous Anonymous said...

In that last comment, in the last sentence, it should read that the employee fill out the employee's portion, or Section 1 of the I-9. The agency could later fill out the employer's portion, or Section 2 of the I-9, after the applicant has accepted their 1st assignment.

 
At July 18, 2011 at 10:32:00 AM EDT , Anonymous Anonymous said...

I am doing an I-9 audit and crossed over the document abuse: some I-9s have too many documents listed like passport, then SScard, and drivers license on the same form. How can I correct it? Or should I ask employees to feel out the new I-9 and bring over documents again?
Thanks

 
At July 20, 2011 at 10:31:00 AM EDT , Anonymous Anonymous said...

Are nursing licenses acceptable as list C
Also would a military ID count as a List c document

 
At July 20, 2011 at 7:54:00 PM EDT , Anonymous Anonymous said...

If you have a driver's license & social security card, that should be all that's needed. Why would you need a passport?

 
At November 3, 2011 at 4:49:00 PM EDT , Anonymous Anonymous said...

Can employer keep the employee's copy of driver's license or socieal security card or passport to its I9 form in file?

 
At November 7, 2011 at 4:56:00 PM EST , Anonymous Anonymous said...

If an employee indicates in section 1 that they are a "lawful permanent resident" do you ever need to re-verify them? My interpretation is that if an employee states in section 1 they are a citizen, national, or permanent resident they never have to be re-verified. My boss is telling me that if they indicate in section 1 they are a permanent resident they have to be re-verified when their permanent resident card expires (even if the card was never presented for section 2). Which leads me to think if someone indicates they are a permanent resident, provides a driver's license and social security, it then be illegal to ask about their permanent resident card - so how would you know when to re-verify?

 
At November 18, 2011 at 2:16:00 PM EST , Anonymous Anonymous said...

An employee filled out an I-9 with a Permanent Resident Card that expires 5/11/14 and a driver's license that is current. The employee has just become a naturalized citizen, do we need to have additional documents for the I-9?

 
At November 25, 2011 at 2:51:00 PM EST , Anonymous Anonymous said...

My employer did not have me fill out an I9 form, do I have any liability?

 
At January 20, 2012 at 2:51:00 PM EST , Anonymous Team HR said...

I own an HR Service company and I have been providing E-Verify to my clients for four years. I find the system to be extremely dependable and easy to use. Some of my clients are in the service industry and one in particular had over half their new hires come back "tentative non-confirm" in the beginning. Now 100% new hires for this business have been coming back clean - the system works!

 
At January 25, 2012 at 1:21:00 AM EST , Anonymous Anonymous said...

Hmmm.. I thought that going through And finishing the naturalization process was end of all bureaucracy... I found hard way that it did not.. I went tnrough oath ceremony and USCIS gave me a nice naturalzation certificate and in same breath took away my green card saying that now I was a citizen and did not need it. After about a week, I took a new job and the first day I was in for a shock. My employer refused to accept the nsturalization certificate.. Ihadto ruh to social security office to apply a for a new socil security card, and only once I showed the receipt fornew social security card application,my employer allowed me to start work.

I dont understand this stupidity. I become a citizen of this great country, USCIS gives me this certificate which allows me to get US passport and what not... And still the certificate is not accepted for employment check.. Bureaucracy never ends

 
At January 26, 2012 at 3:20:00 PM EST , Anonymous Anonymous said...

I-9 and E-Verify rules often seem to contradict one another. For years, I have been under the impression that the Alien number was sufficient as the document number of the PRC or EAD. Only recently, E-Verify changed their system to require PRC and EAD document numbers have 3 letters and 10 numbers (ie...aaa0000000000). From the perspective of compliance, the I-9 would be ok but E-Verify would produce and error. If the two programs aren't going to go by the same rules, one of them needs to go away!

 
At March 27, 2012 at 11:00:00 AM EDT , Anonymous Anonymous said...

If a small company has never filled out I-9's because they were unaware of the law, should they start and have all employees fill them out now even though they have been on staff for years?

 
At March 29, 2012 at 4:23:00 PM EDT , Blogger Studio 22 said...

Love the new and improved I-9 form! Ready for it to go live.

 
At April 12, 2012 at 12:19:00 PM EDT , Anonymous Anonymous said...

For employees that were hired before 11/6/1986 and are still employed, are we required to have an I9 Form completed on them? And if so, what date are they to use when completing the form. Their actual hire date which is before the date that we were required to start completing the form?? Or the date we have them actually fill out the form?

 
At May 1, 2012 at 3:49:00 PM EDT , Anonymous Anonymous said...

I am using an Acrobat form into which you can type the required information on the documents that an employee presents. But, in many cases, the entire title of the form or the issuing authority won't fit in the space provided. The space will take all of the entry, but when the form is printed, you can only see the part of it showing in the space with a plus mark at the end, which I guess indicates that there is more entered than can be seen.

Is this acceptable, or must I resort to handwriting the information in in small enough letters to get it all in (which usually means I have to squeeze in 2 lines into the space.

Also, how do you know just what is the proper title and issuing authority? For example, is a Driver's License title just "Drivers License", or "XXX State Drivers License? And is the issuing authority simply the state that issued it or Bureau of Motor Vehicles, or XXX State Bureau of Motor Vehicles? And what is the issuing authority for Social Security Cards?

 
At May 2, 2012 at 4:07:00 PM EDT , Anonymous Anonymous said...

We, a religious institution, would like to hire a wonderful candidate for a position that is one year. The candidate currently holds a multiple visit visa. Each visit valid for 3 months. Do we file a I-9 and have the candidate fill our his piece too?
Finding this very confusing.....

 
At May 7, 2012 at 4:48:00 PM EDT , Anonymous Anonymous said...

On 11/29/2011 There was some guidance issued for citizens of FSM, RMI and Palau as it relates to the I-9 and their employement eligibility. It was very helpful. Now I cannot find that page on your website. Can you please tell me where it is and can you make it more helpful and accessible for employers?

 
At June 26, 2012 at 9:59:00 AM EDT , Anonymous Anonymous said...

The majority of our employees work out of state. We have to have them complete the I-9 forms. They get e-mailed to the employees. They are asked to get their documents notarized that the originals have been seen and then they are able to e-mail back the signed I-9 form, we then complete the employer's section. Is that valid?

 
At November 28, 2012 at 12:06:00 PM EST , Anonymous Anonymous said...

Suggestion: In your FAQ's could you comment on what a person should do when their employer is in one state and you reside in another aka as working remotely. Is there a list of people who could verify this document for the remote worker? If yes, who is deemed acceptable? Public Notary, Bank, Police Authorities?

 
At January 2, 2013 at 4:43:00 PM EST , Anonymous autocad kursu said...

If you have a driver's license & social security card, that should be all that's needed. Why would you need a passport?

 
At January 11, 2013 at 11:58:00 AM EST , Anonymous Anonymous said...

Can I use my SS Card, issued before 1972, that states "Not for Identification" as List C document?

 
At February 5, 2013 at 10:34:00 AM EST , Anonymous Anonymous said...

Illinois Governor Pat Quinn recently signed SB 957, which will allow undocumented individuals to obtain temporary visitor's drivers licenses. The law takes effect in ten months. Illinois currently has a temporary driver's license, created in 2005, that was designed for visitors with valid Visas. These temp licenses have text that read "not valid for identification." USCIS should address temporary visitor's drivers licenses in the new employer handbook and Form I-9 when released.

 
At February 7, 2013 at 3:07:00 AM EST , Anonymous Anonymous said...

I am an asylee and I have unrestricted social securtity card and a state drivers license.I was hired at temporary agency to work in some company. at the time of filling the I-9 form on the employee part thers was a section where you write your A number and the expiration date of your work authorization. So I wrote my A number there and the agency was like do you have work authorization or green card and I said my social security card is my authorization to work and he said do you have any kind of immigration documents and I said yes I have work authorization card but the expiration date on it is about 2 1/2 months. He said where you from and I told him and he said it will expire soon so you have to make sure you bring the new when it expires other wise they wont let you continue to work.I told him that i am legal to work here in the United states and if you look at my social security card I have no restrictions because If I'm not work authorized you would cleary see that my social security card reads work authorized by DHS authorized.He said well you better get it at the time it expires because it's serious and you wont get job.My EAD recently expired and they call me and said legally I"m not suppose to work so I should bring them my current work authorization card or green card and I told him that I just applied the work authorization card and haven't receive anything yet.He asked me If i have an I- 797c receipt yet and I said yes thinking he was asking about my pending I-485 case receipt. So I had to leave work and go home and brought him my asylee status ( I-94 stating asylum granted idefinately with no expiration date)and he said to that they cant accept that either and they pull me from work that hour.They also refuse to pay me until 5days after I had went and reported to the police department when police call their number before I was cut a cheque within the same hour.The agency is requiring that I have to bring a current work authorization or a grren card from USCIS before they can let me work.I went through a lot of headaches,pains and suffering for holding my chegue until 5 days and all shameful act they put me through because of my race and national origin. It's unbeleivable how they treated me differently,put me into shameful act as unathorize and illegal to continue working here in United States from other citizens and racial groups.What should I have to do now because the I-9 forms says they should not discriminate about what document an employee presents and what documents they require them to present.I have been home not working for 2 weeks now and I'm thinking about how to pay my mortgages.I am also married to a U.S Citizen and we have been married for almost 5 years now and been together for about 7 years now. I think that i am been discriminated due to my race and nationalty.please your advise will be helpful. I am jobless now.

 
At March 8, 2013 at 5:37:00 PM EST , Blogger Ted Taylor said...

Can someone help me with an I-9 question regarding staffing agencies?
We have people "register" with us in the office and the practice has been to obtain the I-9 documentation at that time, using THAT date as the verification date. However, a start date of actual pay for work is often not until much later, if at all. Is this still the correct process or do these people have to come back when an assignment is actually offered?

 
At April 4, 2013 at 3:55:00 PM EDT , Anonymous Anonymous said...

My question is regarding the new I-9 form: It is said that after May 2013, "I-9 forms with earlier revision dates can no longer be used to verify employment eligibility" yet your site also says that the form must be completed within 24 hours of the employees first day of work. Do our current employees who have been employed with us for a long period of time need to redo this form?

 
At April 29, 2013 at 2:48:00 PM EDT , Anonymous Michele said...

I work for a local government, we have multiple work locations (i.e. public works shops, fairgrounds, parks). We are considering enrolling in e-verify. Where do we post the e-verify seals and right to work info -- at each worksite, or only at the main courthouse building? Are we required to put a seal or e-verify logo on our website?
Thank you

 
At May 13, 2013 at 3:14:00 PM EDT , Anonymous Anonymous said...

As a payroll service provider do I have to maintain I-9 forms for all the employees of the employers who i provide a payroll service for?

 
At August 16, 2013 at 11:08:00 AM EDT , Anonymous Anonymous said...

An F-1 student is on Curricular Practical Training, which is a valid work permit documented on the student's I-20. The student can use a photo ID (driver's license, for example) as a List B document and the I-20 combined with an I-94 as List C documents under #8 because DHS delegates authority to provide employment authorization to the school DSO. I cannot find this in writing anywhere. Please confirm and provide a citation.

 
At August 20, 2013 at 1:29:00 PM EDT , Anonymous anna said...

How do I subscrive for getting the Green card?
There is a web site or something like this?

 
At August 20, 2013 at 3:23:00 PM EDT , Anonymous Anonymous said...

I have a Foreign National that has become a naturalized citizen and the Naturalization certificate is not listed on the I-9. Should I have the employee fill out a new I-9 and provide any of the acceptable documents listed in A, B or C or are there only certain documents I can accept?

 
At October 15, 2013 at 9:45:00 AM EDT , Anonymous sarah said...

My employer did not have me fill out an I9 form, do I have any liability?

 
At October 21, 2013 at 5:10:00 PM EDT , Anonymous Anonymous said...

Could you please indicate if a passport is still valid for I-9 if it is expired?

 
At October 24, 2013 at 9:16:00 AM EDT , Anonymous Tim said...

Question: The instructions for retention of completed I-9 forms says that they must be kept for 3 years after the employee started work OR 1 year after the employee terminated, whichever is later. So, if I keep an I-9 for 3 years after an employee starts work, then I dispose of it, what needs to be done when that employee leaves?

 
At October 31, 2013 at 11:17:00 AM EDT , Anonymous Anonymous said...

Question: If an employee works virtually for a US based company but has a home address outside of the US, are they requried to complete the I-9? If yes, what should they input in the State and Zip Code fields if not applicable for their country address? Should they leave blank, input "non-us", or N/A? Thanks.

 
At March 7, 2014 at 5:05:00 PM EST , Anonymous Anonymous said...

In response to an earlier post, a CERTIFICATION OF NATURALIZATION (Form N550) falls under item 8 as an acceptable Column C Document, DHS should really update and add it to the column/list on page 9 of the form.

 
At March 7, 2014 at 5:13:00 PM EST , Anonymous Anonymous said...

Last year DHS agents confiscated my company's I-9 forms, all of them, then returned a fraction of them with highlighted errors (like in elementary school) to be corrected and initialed...mostly the date format. It is possible during corrections we still did not use the / instead of the -....red flag DHS agent!! How about pointing us in the direction of the wonderful EMPLOYER HANDBOOK so we are not persecuted with huge fines in the future for not knowing any better??!!!!! Small family owned business that can't afford to send it's HR staff to ANY seminars where they may learn about the handbook or the I9 form in general.

 
At March 7, 2014 at 5:21:00 PM EST , Anonymous Anonymous said...

There is a lot of information here in this Blog, but it would be nice to be able to comment/answer/respond to an individual's question(s) in order to be more helpful. There are several questions i would like to answer but that is not an option here. Just a suggestion.

 

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