Updating i 9 documents

Posted by / 09-Nov-2017 00:48

Updating i 9 documents

If you rehire an employee within three years of his or her original hire date and you have previously completed Form I-9 for that employee, you may complete a new Form I-9 or you may be able to rely on the previously completed Form I-9 in certain circumstances.To reverify: For non-citizen employees when an their employment authorization document expires, you must reverify his or her employment authorization no later than the date employment authorization expires.The employee must present a document that shows current employment authorization, e.g., any document from List A or List C, including an unrestricted Social Security card.If the employee cannot provide you with proof of current employment authorization, you cannot continue to employ that person.So here is some information on the “who and when” of I-9 reverification. S.citizens and noncitizen nationals never need reverification, except when they terminate and are then rehired.Do not reverify the following documents: That means that the fact that someone driver’s license has expired does not negate their legal right to work.

For uninterrupted employment, the employer should complete Section 3 and use the student’s new EAD (granting the additional 7-month STEM OPT extension) to complete Section 3 of Form I-9 no later than the date that employment authorization expires.

To many employers and HR professionals, an I-9 form may appear to be a simple one-page piece of hiring paperwork.

However, the one page I-9 form comes with enough rules and regulations to fill a 69-page how-to manual, the M-274 Handbook for Employers.

No, Form I-94 and Form I-20 do not establish employment authorization for reverification in the case of F-1 students seeking employment under optional practical training (OPT), STEM OPT extension, or off-campus employment based on severe economic hardship.

If employment authorization is granted in these cases, USCIS issues an Employment Authorization Document (EAD) as evidence of employment authorization.

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In addition to the steep fines and system upgrades, it is likely that the company incurred additional expenses including legal costs and the added time for its employees to respond to the audit.