Employment Eligibility Verification Form and Process
Employment eligibility verification form process is crucial for compliance. Learn the step-by-step process, best practices, and tips for call centers and BPOs
Employment Eligibility Verification Form Template (I-9)
Employment Eligibility Verification (Form I-9)
U.S. Department of Homeland Security
U.S. Citizenship and Immigration Services
Section 1: Employee Information and Attestation
(To be completed by the employee)
- Last Name (Family Name): __________________
- First Name (Given Name): __________________
- Middle Initial: ______________
- Other Last Names Used (if any): __________________
- Address (Street Number and Name): __________________
- Apt. Number: _______
- City or Town: __________________
- State: __________________
- ZIP Code: __________________
- Date of Birth (mm/dd/yyyy): __________________
- U.S. Social Security Number: __________________
- Employee’s Email Address (optional): __________________
- Employee’s Telephone Number (optional): __________________
I attest, under penalty of perjury, that I am (check one of the following):
- A citizen of the United States
- A noncitizen national of the United States
- A lawful permanent resident (Alien Registration Number/USCIS Number): __________________
- An alien authorized to work (Expiration Date, if applicable, mm/dd/yyyy): __________________
Employee’s Signature: __________________
Date: __________________
Section 2: Employer or Authorized Representative Review and Verification
(To be completed by the employer)
Employer Information:
- Employer’s Business Name: __________________
- Employer’s Business Address: __________________
- City: __________________
State: __________________ - ZIP Code: __________________
Documents that Establish Employment Authorization:
- List A:
Document Title: __________________
Issuing Authority: __________________
Document Number: __________________
Expiration Date (if any): __________________
OR - List B (Identity):
Document Title: __________________
Issuing Authority: __________________
Document Number: __________________
Expiration Date (if any): __________________
AND - List C (Employment Authorization):
Document Title: __________________
Issuing Authority: __________________
Document Number: __________________
Expiration Date (if any): __________________
Certification:
I attest, under penalty of perjury, that the above-listed documents appear to be genuine and to relate to the employee named, and that, to the best of my knowledge, the employee is authorized to work in the United States.
Employer’s Signature: __________________
Date: __________________
Section 3: Reverification and Rehires
(To be completed and signed by the employer, if applicable)
- Name of Employee: __________________
- Date of Rehire (if applicable): __________________
- Document Title: __________________
- Document Number: __________________
- Expiration Date (if any): __________________
Employer’s Signature: __________________
Date: __________________
Instructions:
- Employee: Complete Section 1 at the time of hire. Provide valid documentation from the Lists of Acceptable Documents.
- Employer: Verify the documents and complete Section 2 within three business days of the employee’s first day of employment.
- Reverification: Complete Section 3 for reverification or rehires.
Privacy Act Statement:
- Authority for collection of this information is found in 8 U.S.C. § 1324a.
- This information will be used to verify your employment authorization.
- The information you provide may be disclosed to the Department of Homeland Security (DHS) or other law enforcement authorities.
Employment Eligibility Verification Form and Process: A Detailed Guide
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Employment eligibility verification process is crucial for ensuring that businesses comply with federal regulations while maintaining a legally authorized workforce. This verification process becomes even more critical for services businesses due to the high turnover rates and the need to manage workforce diversity effectively.
In this extensive guide, we’ll explore the importance of the employment eligibility verification form, the step-by-step process involved, and the best practices to ensure compliance. We’ll also delve into specific tips tailored for services businesses to streamline their verification process efficiently.
Why Employment Eligibility Verification Matters for Services Businesses
Employment eligibility verification is essential as it helps businesses ensure that their workforce is legally authorized to work in the country. This is a critical compliance requirement that can shield companies from legal repercussions and fines. For services businesses, the stakes are particularly high because they often employ a large number of workers, and non-compliance can result in significant disruptions and costs.
Understanding the Employment Eligibility Verification Form I-9
The Employment Eligibility Verification Form I-9, issued by the U.S. Citizenship and Immigration Services (USCIS), is used to verify the identity and employment authorization of individuals hired for employment in the United States. It’s a mandatory form that all employers must complete for newly hired employees. This section will take a closer look at its components and significance.
Step-by-Step Process to Complete Form I-9
Employee Information and Attestation (Section 1)
The first part of the I-9 form is completed by the employee. They must provide personal information such as name, address, date of birth, and Social Security number. Additionally, they must attest under penalty of perjury their citizenship or immigration status.
Employer Review and Verification (Section 2)
Employers must then review the documents presented by the employee to establish identity and employment authorization. This section requires the employer to complete information about the documents reviewed and certify that the employee is authorized to work in the U.S.
Reverification and Rehires (Section 3)
Section 3 is used for reverification of employment eligibility when an employee’s work authorization has expired or when an employee is rehired within three years of the date that the Form I-9 was originally completed.
Common Pitfalls in Completing Form I-9
Missing Deadlines
One of the most common mistakes in the I-9 verification process is missing deadlines. Employers are required to complete Section 2 of the form within three business days of the employee starting work.
Inadequate Document Review
Employers sometimes fail to properly review and verify the documents provided by employees. This can lead to non-compliance if incomplete or inaccurate documents are accepted.
Reverification Errors
Another common issue is failing to properly complete Section 3 for reverification, particularly when an employee’s authorization expires. This leads to potential legal complications and fines.
Using E-Verify for Employment Verification
Overview of E-Verify
E-Verify is an online system provided by the U.S. Department of Homeland Security (DHS) that allows employers to electronically verify the work eligibility of their employees. It’s integrated with the I-9 process, providing a more streamlined approach to employment verification.
How E-Verify Works
Employers enter the information from the I-9 form into the E-Verify system. The system then checks this data against records available from the Social Security Administration and DHS. Results are typically returned within seconds.
Benefits of Using E-Verify
Using E-Verify can significantly reduce the risk of employing unauthorized workers and can streamline the verification process. It also provides an added layer of protection against potential legal issues related to employment eligibility.
Best Practices for Services Businesses in Employment Verification
Standardized Processes
Implementing standardized and documented procedures for completing the I-9 form and using E-Verify can help ensure consistency and compliance. This includes training HR personnel and regularly revisiting the process to make necessary updates.
Regular Audits and Reviews
Conducting periodic internal audits of your I-9 forms can help identify and rectify any errors or lapses in compliance. Regular reviews ensure that your processes are up-to-date with current regulations.
Employee Training
Providing training for employees on the I-9 process and the importance of employment verification can help them understand their role in the process and the significance of compliance.
Integration with Onboarding Systems
Modernizing your verification processes by integrating them with your existing HR or onboarding systems can streamline the entire procedure. This ensures better record-keeping and reduces the risk of errors.
Pro Tip: Streamlining Employment Verification
Automating Notifications: Utilize software solutions that offer automated alerts and reminders for completing Form I-9 and reverifying documentation. This ensures timely compliance and reduces the risk of missing deadlines.
FAQ
1. What is the purpose of the employment eligibility verification form?
The employment eligibility verification form (Form I-9) ensures that employers confirm the identity and employment authorization of their employees, in compliance with federal laws.
2. Who needs to complete the employment eligibility verification form?
Every employee hired in the United States is required to complete the Form I-9. Employers must ensure that the form is filled out correctly to comply with federal regulations.
3. What is E-Verify and how does it relate to the I-9 process?
E-Verify is an online system that works in conjunction with Form I-9 to provide electronic verification of employees’ employment authorization. It cross-checks data with government records to confirm eligibility.
4. What documents are needed for the I-9 employment eligibility verification?
Employees must present documents like a passport, driver’s license, or Social Security card. These documents are used to confirm both identity and employment authorization.
5. How long should I retain I-9 forms?
Employers must retain each employee’s I-9 form for three years after the date of hire or for one year after employment ends, whichever is later.
6. Can I complete Form I-9 for remote employees?
Yes, but it requires careful coordination. Employers can designate a trusted representative to complete Section 2 of Form I-9 on their behalf.
7. What are the penalties for non-compliance with Form I-9 requirements?
Non-compliance can result in civil fines, criminal penalties, and even debarment from government contracts, depending on the severity and frequency of the violations.
8. How does automation help in the employment verification process?
Automation can streamline the verification process by providing reminders for deadlines, ensuring better record-keeping, and reducing the risk of errors, thereby ensuring compliance.
9. Can an employer ask for specific documents for Form I-9 completion?
No, employers must provide the list of acceptable documents to employees and allow them to choose which documents to present, as specified by law.
10. Are there any exemptions to completing Form I-9?
Some, but not many. Certain individuals, such as those hired before November 7, 1986, or occasional domestic workers, may be exempt. However, it’s crucial to consult legal guidelines to confirm any exemptions.