I-9

(redirected from Form I-9)

I-9

A form that an employer must file with the U.S. federal government to verify that an employee is eligible to work in the United States. The employee fills out a portion of the form and the employer completes and files it. The form states that the employee has shown appropriate identification and documentation proving his/her legal ability to work. Employers have been required to file the I-9 form since 1986.
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The 2018 edition reflects a new version of the Form I-9 and the 2017 FICA-OASDI taxable wage base.
Spaulding is poised to be a critical asset to the Firm, leading a team dedicated to Form I-9 and related employer compliance matters, navigating EB-5 Regional Center and H-1B site visits, and obtaining immigrant and nonimmigrant benefits for clients.
Frank concentrates on Title VII, ADA, FLSA, FMLA, and Form I-9 compliance.
Also in limbo is E-Verify, the internet-based system that compares information new employees provide on Form I-9 to government records to confirm that an employee is authorized to work in the U.S.
The acting executive associate director for ICE's Homeland Security investigations, Derek Benner, recently told the press that ICE plans to soon conduct up to 15,000 Form I-9 audits per year a rate almost eight times the current one.
E-Verify is a web-based system that compares information from Form I-9, Employment Eligibility Verification, to government records to confirm that an employee is authorized to work in the United States.
* The most-important step is to ensure that Form I-9 is properly created when a worker is first hired.
(19) Part IV provides a brief description of the relevant immigration acts Congress enacted, and what misrepresentation on I-9 Employment Eligibility Verification Form ("Form I-9") means to the DHS and to immigrants.
Employers need to be prepared with internal policy decisions regarding Form I-9 re-verification and related issues.
Immigration compliance practices currently center around the completion of Form I-9 Employment Eligibility Verification and related procedures.
Delays usually result when employees have misplaced a Social Security card or ID or otherwise fail to provide Form I-9 documents on time.
1166 (2013), ICE aggravated all penalties for lack of good faith because ORM's employees backdated the employer's attestation in [section] 2 of Form I-9 to make them appear as though the forms had been prepared timely.