Employment Eligibility Verification I
If the employer makes copies of the documents shown by the employee, it should keep them in a separate I-9 file in case of a CIS audit. The Student Volunteer Program offers unpaid, professional training opportunities to undergraduate and graduate college students. Data captured from July 13 to Aug. 20, 2020, shows that ICE officers arrested more than 2,000 at-large individuals living illegally in the U.S. SEVP is a part of the National Security Investigations Division and acts as a bridge for government organizations that have an interest in information on nonimmigrants whose primary reason for coming to the United States is to be students. Virgin Islands, and Commonwealth of Northern Mariana Islands, is currently the best means available to electronically confirm employment eligibility.
- As required by US Citizenship and Immigration Services , the Form I-9 is used to verify the identity and employment authorization of citizens and noncitizens hired for employment in the United States.
- International students and employees with visa documents providing employment authorization are normally NOT non-citizen nationals.
- I-9 compliance has become an increasingly important responsibility for all employers, including UVA.
- For more information about the Remote I-9 Process, review these guidelines or contact the Employment Team located at the Shared Services Center.
- Upon receipt of a charge of discrimination, OSC investigations typically take no longer than seven months.
- Effective March 19, 2020, any employers who were served NOIs by DHS during the month of March 2020 and have not already responded will be granted an automatic extension for 60 days from the effective date.
Follow all instructions on the form exactly – omissions or even minor clerical errors can result in potential sanctions. Review the I-9 Journey Map to see a simplified description of the Form I-9 completion process.
Electronic Form I
An employee who is an alien and authorized to work must enter the alien registration number (an “A-number” which is a unique 7-, 8-, or 9-digit number assigned to an alien) or Form I-94 admission number. Existing workers on temporary visa/status are required to update Form I-9 with Human Resources when their work authorization has been updated, renewed, or changed. The University is subject to periodic audits by the US Federal Government and is subject to fines for incorrect I-9s. Fines could be incurred for mistakes like information omissions, completing an I-9 after the date of hire as well as more egregious offenses like not having an I-9 on file for an employee or hiring an illegal immigrant to work . Section 1 of the Form I-9 must be completed after an offer of employment is accepted, but no later than the first day of employment. If a remote authorized representative cannot be found or is unwilling to complete Form I-9, contact the I-9 coordinator or administrator.
It is imperative that you report to Duke Visa Services within 3 business days and bring your employment letter and any documentation showing you are eligible to work in the U.S. Departments should submit new hire transactions as early as possible so that employee and student worker information is in the system before the employee or student conducts the verification step. This will help the process run smoothly for employees and student workers, and will avoid delay or interruption of employment.
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Please be mindful of phishing attempts regarding CARES Act Funding and Student Employment opportunities. To verify phishing attempts, please reference the Cornell IT Security Phish Bowl. Cornell employers will not send electronic payroll checks by email and will not ask students to make gift card purchases on their behalf. Form I-9 must be updated whenever your employment is extended.If you neglect to have Form I-9 updated, and your current employment authorization date expires, your paychecks will stop. Employment authorization usually corresponds with the expiration date on your Form I-20, DS-2019, or I-797 so you must first obtain an extension of stay. Consult the OISS for an extension at least 30 days before your documents expire.
- Employers are required to monitor the DHS and ICE websites for additional updates regarding when the extensions will be terminated, and normal operations will resume.
- The person who reviews the original documents must sign and date the I-9 form, whether that person is the employer or its agent (see Remote Employee I-9 Process Overview).
- Employee must be physically present when Section 2 is being completed.
- F-1 and J-1 students and scholars will require an additional letter from the Duke Visa Services Office to request this number from the Social Security Administration.
- For any further questions about the I-9, you can also consult with an employment law attorney.
- Employers must retain Form I-9 for a designated period and make it available for inspection by authorized government officers.
Today’s Date – Enter the date you reviewed the form for accuracy and completed Section 2. If you are using a hard copy Form I-9, use mm/dd/yyyy date format. In the example below, the employee has presented a Social Security Card issued by Social Security Administration as a List C document. If you are using a computer, you can click on the drop-down menus to select List C document and when you click on the same drop-down menu, the embedded USCIS instructions will display. There is also a calendar that will display when you click on the drop-down menu in the Expiration Date fields. The type of documents used dictate the portion of Part II that the employer must complete.
You have only accepted unexpired identification documents from the list of Acceptable Documents. E-Verify is initiated automatically after Section 2 is completed. For detailed information on the possible results of the E-Verify process, seeE-Verify Process Summary from Equifax. Each section contains different requirements, and failure to comply would result in delayed hiring, transmission of incorrect data to USCIS for E-Verify purposes and civil penalties.
Some employees may need assistance to complete their portion of the form. If the employee is a minor or disabled , the person aiding in the completion of the form (i.e., the preparer and/or translator) must also include their name and address as well as a signature on the form .
Original, unexpired documents from either List A or List B and C must be presented to the unit verifier within three business days of the first day of employment. The administrative inspection process is initiated with the service of a Notice of Inspection upon an employer. Employers receive at least three business days to produce the Form I-9 requested in the NOI. All U.S. citizens, lawful permanent residents and work authorized individuals are protected from national origin discrimination. The Equal Employment Opportunity Commission has jurisdiction over employers with fifteen or more employees. Form I9, officially the Employment Eligibility Verification, is a United States Citizenship and Immigration Services form. Mandated by the Immigration Reform and Control Act of 1986, it is used to verify the identity and legal authorization to work of all paid employees in the United States.
If you are an enrolled international student check the fourth box and enter the expiration date which can be found on your visa. Issuing Authority – Enter the issuing authority of the List A document or receipt.
Part I: For The Employee, Establishing Identity
The Immigration Reform and Control Act of required employers to verify that all newly hired employees presented facially valid documentation verifying the employee’s identity and legal authorization to accept employment in the United States. The I-9 form, or more properly the Employment Eligibility Verification Form, is provided by the federal government for that purpose. The student must provide document from column A or document from column B and document from column C. The most common document provided is a US passport which fulfils both the identity and eligibility requirement.
The OSC can help workers by calling employers and explaining proper verification practices and, when necessary, by providing victims of discrimination with charge forms. Upon receipt of a charge of discrimination, OSC investigations typically take no longer than seven months. Victims may obtain various types of relief including job relief and back pay.
However, the address on the I-9 should never be the place of employment. E-Verify is an Internet-based system that allows businesses to determine the eligibility of their employees to work in the United States. I-9 form E-Verify compare the information an employee provides on Form I-9 and is processed through Tracker I-9 Complete. For locations using E-Verify, an E-Verify case will be created with the information from the I-9.
If Form I-9 is not completed within seven business days of hire, employment will be terminated. Employers must not assume that the employee is unauthorized to work just because the individual either could not bring the proof of employment authorization or has brought the unaccepted documents until the start date of the employment. Instead, employers should encourage that employee to bring the acceptable documents which are under the List A, B and C. Employers may terminate the employment only if the employee cannot attest the person’s work authorization by bringing the proof after the start date. When hiring an individual who will be working outside of the tristate area, departments can work with the employee to designate an authorized external institution to complete the employee’s I-9 on behalf of Columbia University.
Within this section, you’ll find a library of government publications, industry articles, white papers and fast facts relevant to human resources professionals. Expiration Date (mm/dd/yyyy) – Enter the expiration date of the List C document or receipt.
In the case where an employer re-hires an employee within three years of the original employment, the employer needs to fill out the section of the I-9 Form that refers to re-hiring. The employer just needs to list the name of the employee and the date they were re-hired. The employee must sign the document to verify they’re still eligible to work in the US.
Examples of acceptable documentation include either a valid U.S. A complete list of acceptable documents can be found at I-9 Central. On the Form I-9, an employee must attest to his or her employment authorization. The employee must also present his or her employer with acceptable documents evidencing identity and employment authorization. The list of acceptable documents can be found on the last page of the form. Employers must retain the Form I-9 for a designated period and make it available for inspection by authorized government officers. Once the documents have been physically inspected, the employer should add “documents physically examined” with the date of inspection to the Section 2 additional information field on the Form I-9, or to section 3 as appropriate.
Completing Your I
This form is part of Duke’s SuccessFactors Employment system and your hiring department will send you a link to this system. Federal law requires that the employee complete this form on or before the first date of employment. Duke Visa Services must complete Section 2 of the I-9 within 3 business days of the start date of employment. Employing unit/departments must initiate the e-verify process in a manner to meet federal timelines. In order to complete Form I-9 employees are required to present documentation confirming identity and eligibility to work in the United States.
List Of Acceptable Documents
As another example, a company could not insist that an employee provide a passport rather than, say, a driver’s license and social security card. Another anti-discrimination provision requires that employers must enforce I-9 compliance in a uniform manner. For example, an employer must not require some employees to complete an I-9 before being https://www.bookstime.com/ hired, but allow others to complete the form after starting employment. The Federal Form I-9 is used to verify the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of the Form I-9 for each individual they hire for employment in the United States.