I-9

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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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References in periodicals archive ?
After receiving the NOIs, employers are required to produce their companys I-9s within three business days, after which ICE will conduct an inspection for compliance.
Medical records need to be kept in a confidential, locked cabinet, separate from other job-related documents and the I-9s.
ICE came to our Union City, Calif., headquarters without notice and hustled off copies of our I-9s, the forms employees must fill out detailing their right to work in the United States.
1174 (2013), ICE also sought the aggravation of penalties for an alleged lack of good faith because the restaurant had failed to complete I-9s for 100 percent of its workforce (about 10 employees), and only completed them after the notice of inspection was issued.
Company employees charged with completing I-9s should understand that they cannot require an employee to produce any specific document.
* Are I-9s and medical information kept separate from personnel files?
Now, the focus is on the employer and doing desk audits of I-9s. The incidence of I-9 audits has increased in number, frequency and fines under the Obama administration."
The list of acceptable documents contractors may rely on for I-9s has been changed considerably and the updating protocols can be complex, so contractors may prefer new I-9s for existing employees assigned to government contracts.
Lane County Human Resource Association - Program: Navigating Your HR Universe (I-9s, ADA, electronic info).
DOL or any other government agency acting on ICE's behalf is required to provide at least three days notice of the intent to inspect I-9s. {8 CFR [section]274a.2(b)(2)(ii)} It is vitally important that companies do not maintain I-9s in personnel files as it may be impossible to remove I-9s from personnel files prior to the agency's arrival.
Those store managers and supervisors who have the most significant day-to-day interactions with employees must be trained in the practices and processes involved, including the completion of I-9s (the Employment Eligibility Verification Form).