➾

Fill in Your USCIS I-9 Template

The USCIS I-9 form is a crucial document used by employers to verify the identity and employment authorization of individuals hired for work in the United States. This form ensures compliance with immigration laws and helps prevent unauthorized employment. Understanding its requirements and proper completion is essential for both employers and employees alike.

Table of Contents

The USCIS I-9 form plays a crucial role in the employment verification process in the United States. Employers are required to use this form to confirm the identity and employment authorization of their employees, ensuring compliance with federal immigration laws. The form consists of three sections: the employee's personal information, the employer's verification of the documents presented, and the re-verification process for employees whose work authorization is set to expire. Accurate completion of the I-9 is essential, as errors or omissions can lead to significant penalties for employers. Additionally, the form must be retained for a specific period, even after an employee leaves the organization. Understanding the I-9 form's requirements is vital for both employers and employees to navigate the complexities of employment eligibility in the U.S.

Sample - USCIS I-9 Form

	Employment Eligibility Verification	USCIS
	Department of Homeland Security	Form I-9
	Department of Homeland Security	OMB No.1615-0047
	U.S. Citizenship and Immigration Services	OMB No.1615-0047
	U.S. Citizenship and Immigration Services	Expires 05/31/2027

START HERE: Employers must ensure the form instructions are available to employees when completing this form. Employers are liable for failing to comply with the requirements for completing this form. See below and the Instructions.

ANTI-DISCRIMINATION NOTICE: All employees can choose which acceptable documentation to present for Form I-9. Employers cannot ask employees for documentation to verify information in Section 1, or specify which acceptable documentation employees must present for Section 2 or Supplement B, Reverification and Rehire. Treating employees differently based on their citizenship, immigration status, or national origin may be illegal.

Section 1. Employee Information and Attestation: Employees must complete and sign Section 1 of Form I-9 no later than the first day of employment, but not before accepting a job offer.

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Other Last Names Used (if any)

Address (Street Number and Name)

Apt. Number (if any)

City or Town

State

ZIP Code

Date of Birth (mm/dd/yyyy)

U.S. Social Security Number

Employee's Email Address

Employee's Telephone Number

I am aware that federal law		Check one of the following boxes to attest to your citizenship or immigration status (See page 2 and 3 of the instructions.):
provides for imprisonment and/or		1. A citizen of the United States
fines for false statements, or the		1. A citizen of the United States
fines for false statements, or the
use of false documents, in		2. A noncitizen national of the United States (See Instructions.)
connection with the completion of	3.		A lawful permanent resident (Enter USCIS or A-Number.)
this form. I attest, under penalty
this form. I attest, under penalty	4.		An alien authorized to work until			(exp. date, if any)
of perjury, that this information,	4.		An alien authorized to work until			(exp. date, if any)
including my selection of the box		If you check Item Number 4., enter one of these:
attesting to my citizenship or		If you check Item Number 4., enter one of these:
immigration status, is true and		USCIS A-Number		OR	Form I-94 Admission Number			OR	Foreign Passport Number and Country of Issuance
correct.				OR				OR
correct.

Signature of Employee							Today's Date (mm/dd/yyyy)

If a preparer and/or translator assisted you in completing Section 1, that person MUST complete the Preparer and/or Translator Certification on Page 3.

Section 2. Employer Review and Verification: Employers or their authorized representative must complete and sign Section 2 within three business days after the employee's first day of employment, and must physically examine, or examine consistent with an alternative procedure authorized by the Secretary of DHS, documentation from List A OR a combination of documentation from List B and List C. Enter any additional documentation in the Additional Information box; see Instructions.

	List A	OR	List B	AND	List C
Document Title 1

Issuing Authority

Document Number (if any)

Expiration Date (if any)

Document Title 2 (if any)			Additional Information

Issuing Authority

Document Number (if any)

Expiration Date (if any)

Document Title 3 (if any)

Issuing Authority

Document Number (if any)

Expiration Date (if any)			Check here if you used an alternative procedure authorized by DHS to examine documents.

Certification: I attest, under penalty of perjury, that (1) I have examined the documentation presented by the above-named employee, (2) the above-listed documentation appears to be genuine and to relate to the employee named, and (3) to the best of my knowledge, the employee is authorized to work in the United States.

First Day of Employment (mm/dd/yyyy):

Last Name, First Name and Title of Employer or Authorized Representative		Signature of Employer or Authorized Representative	Today's Date (mm/dd/yyyy)

Employer's Business or Organization Name	Employer's Business or Organization Address, City or Town, State, ZIP Code

For reverification or rehire, complete Supplement B, Reverification and Rehire on Page 4.

Form I-9 Edition 01/20/25

Page 1 of 4

LISTS OF ACCEPTABLE DOCUMENTS

All documents containing an expiration date must be unexpired.

* Documents extended by the issuing authority are considered unexpired.

Employees may present one selection from List A or a

combination of one selection from List B and one selection from List C.

Examples of many of these documents appear in the Handbook for Employers (M-274).

		LIST A			LIST B					LIST C
Documents that Establish Both Identity			OR		Documents that Establish Identity	AND			Documents that Establish Employment
	and Employment Authorization		OR		Documents that Establish Identity	AND				Authorization
	and Employment Authorization									Authorization
1.	U.S. Passport or U.S. Passport Card			1. Driver's license or ID card issued by a State or				1. A Social Security Account Number card,
1.	U.S. Passport or U.S. Passport Card			1. Driver's license or ID card issued by a State or				unless the card includes one of the following
					outlying possession of the United States			unless the card includes one of the following
2.	Permanent Resident Card or Alien				outlying possession of the United States			restrictions:
					provided it contains a photograph or			restrictions:
					provided it contains a photograph or
	Registration Receipt Card (Form I-551)				information such as name, date of birth,				(1)	NOT VALID FOR EMPLOYMENT
					sex, height, eye color, and address				(2)
3.	Foreign passport that contains a				sex, height, eye color, and address					VALID FOR WORK ONLY WITH
3.	Foreign passport that contains a									VALID FOR WORK ONLY WITH
	temporary I-551 stamp or temporary									INS AUTHORIZATION
	temporary I-551 stamp or temporary			2. ID card issued by federal, state or local						INS AUTHORIZATION
	I-551 printed notation on a machine-			2. ID card issued by federal, state or local
	I-551 printed notation on a machine-				government agencies or entities, provided it				(3)	VALID FOR WORK ONLY WITH
	readable immigrant visa				government agencies or entities, provided it				(3)	VALID FOR WORK ONLY WITH
	readable immigrant visa				contains a photograph or information such as					DHS AUTHORIZATION
					contains a photograph or information such as					DHS AUTHORIZATION
4.	Employment Authorization Document				name, date of birth, sex, height, eye color,
4.	Employment Authorization Document				and address
	that contains a photograph (Form I-766)				and address		2.		Certification of report of birth issued by the
	that contains a photograph (Form I-766)						2.		Certification of report of birth issued by the
				3. School ID card with a photograph					Department of State (Forms DS-1350,
5. For an individual temporarily authorized									Department of State (Forms DS-1350,
									FS-545, FS-240)

	to work for a specific employer because
	to work for a specific employer because			4.	Voter's registration card
	of his or her status or parole:			4.	Voter's registration card		3.		Original or certified copy of birth certificate
	of his or her status or parole:						3.		Original or certified copy of birth certificate
									issued by a State, county, municipal
	a. Foreign passport; and			5.	U.S. Military card or draft record				issued by a State, county, municipal
	a. Foreign passport; and			5.	U.S. Military card or draft record				authority, or territory of the United States
	b. Form I-94 or Form I-94A that has			6.	Military dependent's ID card				bearing an official seal
	the following:							4. Native American tribal document
	the following:			7. U.S. Coast Guard Merchant Mariner Card

	(1)	The same name as the
	(1)	The same name as the						5. U.S. Citizen ID Card (Form I-197)
	(2)	passport; and		8.	Native American tribal document			5. U.S. Citizen ID Card (Form I-197)
		passport; and		8.	Native American tribal document
		An endorsement of the					6.		Identification Card for Use of Resident
		An endorsement of the		9.	Driver's license issued by a Canadian		6.		Identification Card for Use of Resident
		individual's status or parole as		9.	Driver's license issued by a Canadian				Citizen in the United States (Form I-179)
		long as that period of			government authority
		long as that period of			government authority
		endorsement has not yet					7.		Employment authorization document
		endorsement has not yet		For persons under age 18 who are			7.		Employment authorization document
		expired and the proposed		For persons under age 18 who are					issued by the Department of Homeland
		employment is not in conflict			unable to present a document				Security
		with any restrictions or			listed above:				For examples, see Section 7 and
		limitations identified on the form.							For examples, see Section 7 and
		limitations identified on the form.		10.	School record or report card				Section 13 of the M-274 on
				10.	School record or report card				Section 13 of the M-274 on
6. Passport from the Federated States of									uscis.gov/i-9-central.
6. Passport from the Federated States of				11.	Clinic, doctor, or hospital record				uscis.gov/i-9-central.
	Micronesia (FSM) or the Republic of the			11.	Clinic, doctor, or hospital record				The Form I-766, Employment
	Marshall Islands (RMI) with Form I-94 or								The Form I-766, Employment
	Marshall Islands (RMI) with Form I-94 or			12. Day-care or nursery school record					Authorization Document, is a List A, Item
	Form I-94A indicating nonimmigrant			12. Day-care or nursery school record					Number 4. document, not a List C
	admission under the Compact of Free								document.
	Association Between the United States								document.
	Association Between the United States
	and the FSM or RMI

Acceptable Receipts

May be presented in lieu of a document listed above for a temporary period.

For receipt validity dates, see the M-274.

●Receipt for a replacement of a lost, stolen, or damaged List A document.

●Form I-94 issued to a lawful permanent resident that contains an I-551 stamp and a photograph of the individual.

●Form I-94 with “RE” notation or refugee stamp issued to a refugee.

Receipt for a replacement of a lost, stolen, or damaged List B document.

Receipt for a replacement of a lost, stolen, or damaged List C document.

*Refer to the Employment Authorization Extensions page on I-9 Central for more information.

Form I-9 Edition 01/20/25

Page 2 of 4

Supplement A,	USCIS
Preparer and/or Translator Certification for Section 1	Form I-9
Department of Homeland Security	Supplement A
Department of Homeland Security	OMB No. 1615-0047
U.S. Citizenship and Immigration Services	Expires 05/31/2027

Last Name (Family Name) from Section 1.

First Name (Given Name) from Section 1.

Middle initial (if any) from Section 1.

Instructions: This supplement must be completed by any preparer and/or translator who assists an employee in completing Section 1 of Form I-9. The preparer and/or translator must enter the employee's name in the spaces provided above. Each preparer or translator must complete, sign, and date a separate certification area. Employers must retain completed supplement sheets with the employee's completed Form I-9.

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator			Date (mm/dd/yyyy)

Last Name (Family Name)	First Name (Given Name)				Middle Initial (if any)

Address (Street Number and Name)		City or Town		State	ZIP Code

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator

Date (mm/dd/yyyy)

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Address (Street Number and Name)

City or Town

State

ZIP Code

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator

Date (mm/dd/yyyy)

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Address (Street Number and Name)

City or Town

State

ZIP Code

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator

Date (mm/dd/yyyy)

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Address (Street Number and Name)

City or Town

State

ZIP Code

Form I-9 Edition 01/20/25

Page 3 of 4

Supplement B,	USCIS
Reverification and Rehire (formerly Section 3)	Form I-9
Department of Homeland Security	Supplement B
Department of Homeland Security	OMB No. 1615-0047
U.S. Citizenship and Immigration Services	Expires 05/31/2027

Last Name (Family Name) from Section 1.

First Name (Given Name) from Section 1.

Middle initial (if any) from Section 1.

Instructions: This supplement replaces Section 3 on the previous version of Form I-9. Only use this page if your employee requires reverification, is rehired within three years of the date the original Form I-9 was completed, or provides proof of a legal name change. Enter the employee's name in the fields above. Use a new section for each reverification or rehire. Review the Form I-9 instructions before completing this page. Keep this page as part of the employee's Form I-9 record. Additional guidance can be found in the

Handbook for Employers: Guidance for Completing Form I-9 (M-274)

Date of Rehire (if applicable)	New Name (if applicable)
Date (mm/dd/yyyy)	Last Name (Family Name)	First Name (Given Name)	Middle Initial

Reverification: If the employee requires reverification, your employee can choose to present any acceptable List A or List C documentation to show
continued employment authorization. Enter the document information in the spaces below.

Document Title		Document Number (if any)		Expiration Date (if any) (mm/dd/yyyy)

I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the
employee presented documentation, the documentation I examined appears to be genuine and to relate to the individual who presented it.

Name of Employer or Authorized Representative		Signature of Employer or Authorized Representative			Today's Date (mm/dd/yyyy)

Additional Information (Initial and date each notation.)					Check here if you used an
					alternative procedure authorized
					by DHS to examine documents.


Date of Rehire (if applicable)	New Name (if applicable)
Date (mm/dd/yyyy)	Last Name (Family Name)		First Name (Given Name)			Middle Initial

Reverification: If the employee requires reverification, your employee can choose to present any acceptable List A or List C documentation to show
continued employment authorization. Enter the document information in the spaces below.
Document Title		Document Number (if any)		Expiration Date (if any) (mm/dd/yyyy)

I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the
employee presented documentation, the documentation I examined appears to be genuine and to relate to the individual who presented it.

Name of Employer or Authorized Representative		Signature of Employer or Authorized Representative			Today's Date (mm/dd/yyyy)

Additional Information (Initial and date each notation.)					Check here if you used an
					Check here if you used an
					alternative procedure authorized
					by DHS to examine documents.


Date of Rehire (if applicable)	New Name (if applicable)
Date (mm/dd/yyyy)	Last Name (Family Name)		First Name (Given Name)			Middle Initial

Reverification: If the employee requires reverification, your employee can choose to present any acceptable List A or List C documentation to show
continued employment authorization. Enter the document information in the spaces below.
Document Title		Document Number (if any)		Expiration Date (if any) (mm/dd/yyyy)

I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the
employee presented documentation, the documentation I examined appears to be genuine and to relate to the individual who presented it.

Name of Employer or Authorized Representative		Signature of Employer or Authorized Representative			Today's Date (mm/dd/yyyy)

Additional Information (Initial and date each notation.)					Check here if you used an
					Check here if you used an
					alternative procedure authorized
					by DHS to examine documents.

Form I-9 Edition 01/20/25

Page 4 of 4

↓ USCIS I-9 PDF

File Specs

Fact Name	Description
Purpose	The I-9 form verifies the identity and employment authorization of individuals hired for employment in the United States.
Who Completes It	Both employers and employees must complete the I-9 form. Employers fill out Section 2, while employees complete Section 1.
Deadline for Completion	Employees must complete Section 1 by their first day of work. Employers have three business days to complete Section 2.
Retention Period	Employers must keep the I-9 form for three years after the date of hire or for one year after employment ends, whichever is later.
State-Specific Forms	Some states, like California, have additional requirements. California’s governing law includes the Fair Employment and Housing Act (FEHA).
Penalties for Non-Compliance	Employers can face fines and penalties for failing to properly complete or retain I-9 forms.
Acceptable Documents	Employees must present documents that establish identity and employment authorization. Lists of acceptable documents are provided on the I-9 form.

USCIS I-9 - Usage Guidelines

Completing the USCIS I-9 form is an important step in the employment process. After filling out the form, it will be submitted to your employer for verification. Below are the steps to guide you through the process of filling out the form accurately.

Begin by downloading the USCIS I-9 form from the official USCIS website.
In Section 1, provide your full name, including your first, middle, and last names.
Enter your address, including the street number, street name, city, state, and ZIP code.
Fill in your date of birth, using the format MM/DD/YYYY.
Select your citizenship or immigration status by checking the appropriate box.
If applicable, enter your Alien Registration Number or Admission Number.
Sign and date the form in the designated area.

Once you have completed Section 1, submit the form to your employer. They will then complete Section 2, verifying your identity and employment eligibility.

Your Questions, Answered

What is the USCIS I-9 form?

The USCIS I-9 form, officially known as the Employment Eligibility Verification form, is a document that employers in the United States must complete to verify the identity and employment authorization of their employees. Both the employer and the employee must fill out the form, which helps ensure that all individuals hired are eligible to work in the U.S.

Who needs to fill out the I-9 form?

All employers in the U.S. are required to complete the I-9 form for every employee they hire. This includes full-time, part-time, and temporary workers. Additionally, employees must provide documentation that proves their identity and eligibility to work in the country.

When should the I-9 form be completed?

The I-9 form must be completed within three days of the employee's start date. The employee must fill out Section 1 of the form on or before their first day of work. Employers must complete Section 2 after reviewing the employee's documents, which must be done within the three-day window.

What documents are acceptable for the I-9 form?

The I-9 form requires employees to present documents that establish both identity and employment authorization. The documents are categorized into three lists: List A includes documents that prove both identity and work authorization (e.g., U.S. passport); List B includes documents that establish identity (e.g., driver's license); and List C includes documents that establish work authorization (e.g., Social Security card). Employees can choose which documents to present from these lists.

How long should employers keep the I-9 form?

Employers must retain the I-9 form for three years after the date of hire or for one year after the employee's termination, whichever is longer. It is crucial to keep these forms on file in case of an audit or inspection by immigration authorities.

What happens if an employer fails to complete the I-9 form?

Failure to complete the I-9 form can lead to significant penalties for employers. This may include fines and potential legal action. Additionally, not completing the form can expose the employer to liability if it is later discovered that the employee was not authorized to work in the U.S.

Can an employee correct errors on the I-9 form?

Yes, if an employee notices an error on their I-9 form, they should inform their employer immediately. The employer should then correct the error by drawing a line through the incorrect information, writing the correct information next to it, and initialing and dating the correction. This ensures that the form remains accurate and compliant with regulations.

Is the I-9 form available in languages other than English?

Yes, the I-9 form is available in multiple languages, including Spanish. However, employees must complete Section 1 in English, regardless of the language of the form. Employers can use the translated versions to assist employees in understanding the requirements.

Where can I obtain the I-9 form?

The I-9 form can be downloaded for free from the U.S. Citizenship and Immigration Services (USCIS) website. It is important to use the most current version of the form to ensure compliance with federal regulations.

Common mistakes

Failing to complete the form in a timely manner. The I-9 form must be filled out within three days of starting a new job. Delays can lead to compliance issues.
Not providing accurate information. Always double-check names, addresses, and dates. Mistakes can cause complications during the verification process.
Using outdated versions of the form. The USCIS updates the I-9 form periodically. Ensure you’re using the most current version to avoid potential legal issues.
Neglecting to sign and date the form. Both the employee and employer must sign and date the I-9. An unsigned form is considered incomplete.
Choosing incorrect documents for verification. The I-9 requires specific documents to establish identity and employment eligibility. Always refer to the list of acceptable documents.
Forgetting to complete Section 2. Employers must fill out Section 2 of the I-9 form within three days of the employee’s start date. This section is crucial for compliance.
Not keeping the form for the required duration. Employers should retain completed I-9 forms for at least three years after the hire date or one year after the employee's termination, whichever is longer.
Not training staff on proper completion. Employers should ensure that anyone responsible for filling out the I-9 form understands the requirements and procedures.
Overlooking the importance of updates. If an employee’s work authorization status changes, it’s essential to update the I-9 form accordingly.
Failing to provide language assistance. If an employee is not fluent in English, providing help in their preferred language can prevent misunderstandings and errors.

Documents used along the form

The USCIS I-9 form is essential for verifying the identity and employment authorization of individuals hired in the United States. Alongside the I-9 form, several other documents are commonly used to facilitate the employment verification process. Below is a list of these documents, each serving a specific purpose in ensuring compliance with immigration and employment laws.

Form W-4: This form is used by employees to indicate their tax situation to their employer. It helps determine the amount of federal income tax to withhold from an employee's paycheck.
Form I-765: Known as the Application for Employment Authorization, this form allows individuals to request work permits under certain conditions, such as those with pending immigration applications.
Form I-131: This is the Application for Travel Document. It can be used by individuals seeking permission to re-enter the U.S. after traveling abroad while their immigration status is pending.
Form I-485: The Application to Register Permanent Residence or Adjust Status is used by individuals in the U.S. to apply for a green card, allowing them to become lawful permanent residents.
Form I-20: Issued by U.S. educational institutions, this form is required for non-immigrant students to apply for an F-1 visa, which allows them to study in the U.S.
Form DS-2019: This form is used for J-1 visa applicants. It is issued by a designated sponsor and is necessary for individuals participating in exchange visitor programs.
Employment Offer Letter: This document outlines the terms of employment, including job title, salary, and start date. It serves as a formal agreement between the employer and the employee.
Social Security Card: This card is issued by the Social Security Administration and is often required for tax purposes and to verify an individual’s eligibility to work in the U.S.
State Identification or Driver’s License: These forms of identification can be used to verify an employee's identity and age. They are typically required along with the I-9 form during the hiring process.

Understanding these documents is crucial for both employers and employees to navigate the complexities of employment verification. Each form plays a role in ensuring compliance with federal regulations while protecting the rights of workers. Proper documentation helps create a transparent and lawful employment environment.

Similar forms

The Employment Eligibility Verification Form, commonly known as the I-9 form, is primarily used by employers to verify the identity and employment authorization of individuals hired for employment in the United States. Similar to the I-9, the Form W-4 is used by employees to indicate their tax withholding preferences. While the I-9 focuses on verifying eligibility to work, the W-4 allows employees to communicate their financial situation to their employer, ensuring the correct amount of federal income tax is withheld from their paychecks.

The Form 1040 is another document that shares similarities with the I-9 in that it is essential for individuals in the employment context. This form is used by taxpayers to file their annual income tax returns with the IRS. While the I-9 is about employment eligibility, the 1040 reflects the income earned during the year, which is often a direct result of employment. Both forms require accurate information to ensure compliance with federal regulations.

The Social Security Administration's Form SS-5, which is an application for a Social Security card, is also comparable to the I-9. The SS-5 is used to establish an individual’s eligibility for a Social Security number, which is crucial for employment in the U.S. Just like the I-9, the SS-5 requires proof of identity and eligibility, thereby linking identity verification with employment opportunities.

The Form I-20, issued to international students, is another document that resembles the I-9. This form certifies that a student has been accepted into a program of study in the U.S. and is eligible for a student visa. While the I-9 is used by employers, the I-20 is essential for students to maintain their legal status while working in the U.S. Both documents play critical roles in ensuring compliance with immigration laws.

The Form DS-2019 is similar to the I-9 in that it is used for exchange visitors participating in programs approved by the U.S. Department of State. This form allows individuals to apply for a J-1 visa, which permits them to work and study in the U.S. Like the I-9, the DS-2019 requires verification of the individual’s eligibility to participate in a specific program, linking it to employment authorization.

The Form I-797, a Notice of Action, can also be compared to the I-9. This document is issued by USCIS to communicate approval or receipt of various immigration benefits, including work authorizations. While the I-9 verifies current employment eligibility, the I-797 serves as proof of an individual's legal status and right to work, making it a vital document in the employment verification process.

Lastly, the Form G-28, Notice of Entry of Appearance as Attorney or Accredited Representative, is another related document. This form allows an attorney or representative to act on behalf of an individual in immigration matters. While it does not directly relate to employment verification, it plays a role in the legal processes surrounding work eligibility and immigration status, similar to how the I-9 functions in the employment context.

Dos and Don'ts

When filling out the USCIS I-9 form, it’s important to follow specific guidelines to ensure accuracy and compliance. Here’s a list of things you should and shouldn't do:

Do read the instructions carefully before starting.
Do provide accurate and complete information.
Do sign and date the form in the appropriate sections.
Don't leave any required fields blank.
Don't use white-out or correction fluid on the form.
Don't forget to keep a copy for your records.

Misconceptions

The USCIS I-9 form is an essential document for verifying an employee's identity and eligibility to work in the United States. However, there are several misconceptions surrounding this form that can lead to confusion. Here are four common misunderstandings:

Misconception 1: The I-9 form only needs to be completed once.

This is not true. Employers must ensure that the I-9 form is completed for each new hire. Additionally, if an employee's work authorization expires, a new form may need to be completed to reflect their current status.

Misconception 2: Employers can choose which documents to accept from employees.

Actually, the I-9 form provides a list of acceptable documents that employees can present to verify their identity and work eligibility. Employers must accept any valid combination of these documents as specified in the form.

Misconception 3: The I-9 form is only for U.S. citizens.

This is a common misunderstanding. The I-9 form is required for all employees, regardless of their citizenship status. This includes permanent residents and individuals with work visas.

Misconception 4: The I-9 form is only necessary for federal employees.

In reality, the I-9 form is required for all employers in the United States, including state and local governments, as well as private sector employers. Compliance is crucial for maintaining lawful hiring practices.

Key takeaways

The USCIS I-9 form is a crucial document for employers and employees in the United States, serving to verify an individual's identity and eligibility to work. Here are some key takeaways to keep in mind when filling out and using this form:

Purpose of the I-9 Form: The I-9 form is designed to confirm that employees are legally authorized to work in the U.S.
Who Must Complete It: All employers must have their employees complete the I-9 form, regardless of their citizenship status.
Timing is Important: The form must be completed within three days of the employee’s start date.
Sections of the Form: The I-9 consists of three sections: employee information, employer review, and reverification.
Acceptable Documents: Employees must present valid identification documents from the lists provided on the form to verify their identity and work eligibility.
Record Keeping: Employers are required to retain completed I-9 forms for three years after the employee's hire date or one year after their employment ends, whichever is longer.
Electronic vs. Paper Forms: The I-9 form can be completed electronically or on paper, but employers must ensure they comply with the same rules in either format.
Penalties for Non-Compliance: Failing to complete or retain the I-9 form correctly can result in fines and penalties for employers.
Updates and Revisions: The I-9 form is subject to updates; it is important to use the most current version to ensure compliance.
Training and Resources: Employers should consider training staff on the I-9 process and utilize resources from USCIS for guidance.

Understanding these key points can significantly enhance the efficiency and legality of the hiring process. Proper adherence to the I-9 requirements not only protects the employer but also supports employees in establishing their right to work.