Over a year ago I did some consulting work for a small contractor who had employees. I was very surprised to find that no employee documents were on file, with the exception of W-4´s.
Quite often, employers are doing what they do best, working in their businesses, and overlook pertinent details that could have serious consequences.
Over the next few months we are going to discuss many different mandatory guidelines employers must follow. Today, the topic is the Employment Eligibility Verification (I-9) form.
Under the Immigration and Nationality Act (INA), employers may hire only persons who may legally work in the United States, and non-citizens authorized to work in the United States. The employer must verify the identity and employment eligibility of anyone to be hired, which includes completing the Employment Eligibility Verification Form (I-9). Some acceptable forms of identification are social security card and driver´s license, or passport. A list of acceptable documents is listed on the back of the form.
This form must be kept by the employer either for three years after the date of hire or for one year after employment is terminated, whichever is later. The form must be available for inspection by the authorized United States Government officials.
The INA protects United States citizens and non-citizens authorized to accept employment in the United States from discrimination in hiring or discharge on the basis of national origin and citizenship status.
To obtain a copy of the I-9 form, visit the U.S. Citizenship and Immigration Services website http://uscis.gov/graphics/formsfee/forms/index.htm, and scroll down the page to the I-9 form.
Don´t be caught without this form on file because you will be subject to penalties. The Department of Homeland Security (DHS) enforces the INA requirements on verification of employment eligibility.
“The only way to make sure people you agree with can speak is to support the rights of people you don’t agree with.” ~ Eleanor Holmes Norton