FormI-9 accustomed for confirming the identity and employment authorization of
people employed for employment within the United States. All U.S. employers
should guarantee appropriate completion of form I-9 for every individual they
rent for employment within the United States. This considers citizens and
non-citizens.
Both staff and employers (or approved representatives of the
employer) should complete the form. On the form, an employee should attest to
his or her employment authorization. The employee should conjointly present his
or her employer with acceptable documents evidencing identity and employment
authorization. The employer should examine the utilization eligibility and
identity document(s) an employee presents to work out whether the document(s)
fairly seem to be real and to relate to the employee and record the document
data on the form I-9. The list of acceptable documents is often found on the
last page of the form. Employers should retain form I-9 for a chosen amount and
build it out there for examination by approved government officers.
NOTE:
State agencies might use kind I-9. Also, some agricultural recruiters and
referrers for a fee could also be needed to use kind I-9.
Do
not file form I-9 with USCIS or U.S. Immigrations and Customs enforcement
(ICE). Employers should have a completed form I-9 on file for every person on
their payroll who is needed to finish the form. Form I-9 should be maintained
and hold on by the employer either for 3 years when the date of hire or for one
year after employment is terminated, whichever is later. The form should be
offered for examination by approved U.S. governance from the Department of
homeland security, Department of Labor, or Department of Justice.
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