The USCIS recently issued a revised version of the Form I-9, Employment Eligibility Verification Form. This form must be used beginning on September 18, 2017. All existing storage and retention rules for Form I-9 must continue to be followed. As you know, employers use the Form I-9 to verify the identity and employment authorization of newly hired employees. In this latest revision, the USCIS modified the List of Acceptable Documents to include adding to List C the Consular Report of Birth Abroad (Form FS-240), combined all certifications of report of birth issued by the U.S. Department of State (Forms, FS-545, DS-1350 and FS-240) into List C, and renumbered all List C documents except the Social Security Card. Additionally, the name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices was changed to its new name of Immigrant and Employee Rights Section and removed "the end of" from the phrase "the first day or employment." Please contact your HLG attorney if you have any questions about the new form, how to do an internal audit, E-Verify or with any other immigration or employment verification questions.
ICE recently provided some updated data regarding I-9 audits and recents fines against U.S. businesses. 4,000 business have been subject to I-9 investigations since FY 2009 with over $7 million in fines being levied. If you have not audited your I-9 records lately, it may be a good item to add to your task list. For information on how HLG could assist with compliance related matters, please contact Sherry Neal at email@example.com