Form I-9 Compliance Update for 2022
If you are doing business in the United States of America or employed in the United States or an employer, then you probably fill out the I-9 Form. This form is a significant form that authorizes your eligibility to work in the United States. And I suppose as an employer, you must be aware of the extended flexibility of the DHS for the Physical I-9 inspection that is April 30, 2022. In the wake of Covid-19, DHS has decided to advance its audit date. So today, we will discuss all the subtle and significant updates and requirements of Form I-9.
What is Form I-9, why it is used, and who must comply?
Form I-9, the Employee Eligibility Verification Form, is a U.S. Citizen & Immigration service form used by employers and organizations to verify the eligibility of the person or employee they are hiring to work in the United States. Every employer is required by law to examine & record the data of the person they hire.
Form I-9 was established into the law under the Immigration Reform & Control Act of 1986 for prohibiting illegal immigration in the United States. For the I-9 form, regulation is enforced by U.S. Immigration and Customs enforcement. The requirement to verify the eligibility and identity of the person by the employee is the result of the IRCA regulation.
How to fill out Form I-9?
The form is mainly divided into three sections.
Section I is for the employee. Employees have to fill in their correct biographical information and establish their identity. It includes all the essential information, for example, their name, street address, email address, phone number, date of birth, Social Security Number (if applicable), et Cetra.
All the employees who fill out section I are under penalty of perjury; this means they shall be penalized if they are found guilty.
Employees must have to place a mark on the box which emphasizes that the person is authorized to work in the United States on account of being:
A non-citizen national of the United States
A lawful permanent resident
An alien authorized to work in the U.S.
Section II is for Employer Review and the Attestation. Employers must sign section II within three business days from the employee’s hiring date.
Though there are many things that an employer have to keep in mind while reviewing Section II, such as:
List of Acceptable Documents
Employer’s Business and Address et Cetra.
Section III is for verification, updates, and rehires.
According to the SHRM Survey, 72% of employers have their I-9 documents with errors. Therefore, the Course Ministry is conducting a webinar on Form I-9 Compliance Update for 2022. This webinar will help employers and business organizations to create a risk management strategy that will assist them in avoiding violations of I-9 form errors.
The Form I-9 and Remote Employees
Why do HR Professionals seem to violate the request for document section?
Learn how to conduct an Internal I-9 Form Audit and reduce your error rate
And learn what particulars do employees have to have in place to complete the I-9 remote option when the policy expires.Â
The webinar has much more to give you. However, as an employer, I know you can not afford non-compliance. So if you want to know more about Form I-9 updates, Check out the Course Ministry website for more information and other compliance online training webinars.
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