Employers: Current Form I-9 valid until Jan 21, 2017

Sheppard Mullin’s Labor & Employment Law Blog is designed to provide employers with breaking news, insights, and legal analysis on virtually every labor and employment law issue facing employers. U.S. Citizenship and Immigration Services (“USCIS”) recently released an updated version of Form I-9, Employment Eligibility Verification. This new version, dated November 11, 2016, will become mandatory on January 22, 2017; however, employers are allowed to use the new or current version of the Form I-9 until January https://www.bookstime.com/blog/a-rundown-of-the-new-i-9-form-for-2017 21, 2017. Secretary of Homeland Security Alejandro Mayorkas extended and redesignated Yemen for Temporary Protected Status (TPS) through Sept. 3, 2024. Current beneficiaries who want to maintain their status must re-register between Jan. 3, 2023 through March 4, 2023. Yemeni nationals and individuals having no nationality who last habitually resided in Yemen may submit an initial registration application under the redesignation of Yemen for TPS and apply for an Employment Authorization Document (EAD).

• The revised M-274 is a hefty handbook, running roughly 69 pages cover to cover.
• If an employee provides a document that does not appear to be genuine or relate to the employee and the employee cannot present other documentation, then the employer may terminate employment.
• The employer’s duty is to verify the documentation; the job of fully “investigating” whether the employee is authorized to work rests with U.S.
• Are you using the correct version of the I-9 Form to verify that your new employees are eligible for employment?
• James Jensen practices in the labor and employment group, specifically in the area of business immigration.
• Use of the blog is at your own risk, and the site is provided without warranty of any kind.

Fragomen is a contributing author to AmCham China’s White Paper, which provides critical insights into the business environment in China and offers valuable recommendations from Chamber members. Immigration Manager David Makau discusses Morocco’s new short-term authorization immigration application category, implemented in May 2023. If you have any questions, please contact the immigration professional with whom you work at Fragomen. Employers are once again able to fully access their E-Verify accounts and process cases. This document is an acceptable List A receipt for Form I-551, Permanent Resident Card. Employers who have not already done so must record the E‑Verify case verification number on the corresponding Form I‑9, Employment Eligibility Verification, or attach a copy of the case details page to the Form I‑9.

Revised Form I-9 (07.17.17 N) Released by USCIS – Effective September 18, 2017

You must reverify these employees on Form I-9 before they start work on June 25, 2025. Enter the EAD document number you entered on Form I-9, as well as the EAD expiration date of March 9, 2025. You must reverify these employees on Form I-9 before they start work on March 10, 2025. Enter the EAD document number you entered on Form I-9, as well as the EAD expiration date of July 5, 2025. You must reverify these employees on Form I-9 before they start work on July 6, 2025. The online version of Form I-9 was designed in an effort to use technology in helping to assist employees and employers in the I-9 process.

• There is, however, a “Table of Changes” describing alterations between the previous version of the handbook and the new revision.
• In the U.S., the firm’s clients include more than half of the Fortune 100.
• On the “delivery” Form I-94 with ADIT stamp, the LPR’s printed photo is located at the top right portion of the Form I-94.
• Citizenship and Immigration Services (“USCIS”) issued a revised Form I-9.
• At the pre-hire stage, an employer may not ask an applicant their citizenship, nationality, immigration status, type of work authorization, or green card status.

For this reason, it’s imperative that employers use the most recently revised form. Form I-9 requirements were established in November 1986 when Congress passed the Immigration Reform and Control Act (“IRCA”). IRCA prohibits employers from hiring people, including U.S. citizens, for employment in the United States without verifying their identity and employment authorization on Form I-9.

W-4 Forms

If you need help understanding and completing the New Form I-9, you can post a request on UpCounsel’s marketplace. Lawyers on UpCounsel come from law schools such as Harvard Law and Yale Law and have an average of 14 years of legal experience, including work with or on behalf of companies like Google, Menlo Ventures, and Airbnb. However, https://www.bookstime.com/ the ICE states that an employer is not required to keep a Form I-9 for an individual who doesn’t ever begin to work for pay, and therefore wouldn’t be forced to produce that I-9 if there were to be an inspection. Employers now also must review the underlying documentation much more carefully in order to ensure the employee still qualifies.

For U.S. citizens, I-9s are valid continuously unless a break of more than a year of employment occurs. As to authorized representatives for the completion of Section 2 of the Form I-9, the new Form I-9 instructions do confirm that any person may be designated to complete and sign the form on the employer’s behalf. The employer, of course, is still liable for errors of their designee in Form I-9 completion. Maynard Nexsen is a full-service law firm with more than 550 attorneys in 24 offices from coast to coast across the United States.

How will the new process be different?

Employers should retain the Historic Records Report with the Forms I‑9. Employers are already familiar with the term ”I-9 Central,” which is the nickname the U.S.C.I.S. uses to describe the online library of resources and tips available to help properly complete the new Form I-9. Box in section 1 of the I-9, in order to address concerns by employees who participate in state address confidentiality, or in a safe-at-home program, who may not want to reveal their addresses.

Secretary of Homeland Security Alejandro Mayorkas rescinded the termination of the designation of Nepal for Temporary Protected Status (TPS) and extended TPS for Nepal for 18 months, from Dec. 25, 2023, through June 24, 2025. Current beneficiaries who want to maintain their status must re-register from Oct. 24, 2023, through Dec. 23, 2023. Secretary of Homeland Security Alejandro Mayorkas rescinded the termination of the designation of Honduras for Temporary Protected Status (TPS) and extended TPS for Honduras for 18 months, from Jan. 6, 2024, through July 5, 2025. Current beneficiaries who want to maintain their status must re-register from Nov. 6, 2023, through Jan. 5, 2024. Secretary of Homeland Security Alejandro Mayorkas rescinded the termination of the designation of El Salvador for Temporary Protected Status (TPS) and extended TPS for El Salvador for 18 months, from Sept. 10, 2023, through March 9, 2025. Current beneficiaries who want to maintain their status must re-register from July 12, 2023, through Sept. 10, 2023.

II. Changes to Form I-9

DHS previously extended through June 30, 2024, the validity of certain TPS-related Employment Authorization Documents (EADs) issued under Honduras’ ongoing TPS designation. DHS previously extended through June 30, 2024, the validity of certain TPS-related Employment Authorization Documents (EADs) issued under El Salvador’s ongoing TPS designation. DHS previously extended through June 30, 2024, the validity of certain TPS-related Employment Authorization Documents (EADs) issued under Nicaragua’s ongoing TPS designation. Some employers who are familiar with Temporary Protected Status, or TPS, will already be familiar with the procedure. It basically involves updating Section 1 and Section 2 to update the automatic extension start and expiration dates. Under this new rule, EADs can be automatically extended for as much as 180 days.

The OSC can help workers by calling employers and explaining proper verification practices and, when necessary, by providing victims of discrimination with charge forms. Upon receipt of a charge of discrimination, OSC investigations typically take no longer than seven months. Victims may obtain various types of relief including job relief and back pay.