Here are the key points regarding copying documents:
- Copies are required for US Passports, Permanent Resident Cards (Form I-551), and Employment Authorization Documents (Form I-766) presented from List A.
- Copies are not required for any other documents presented from List A or Lists B and C.
- The copies must be legible and accompany the Form I-9 for the payroll department to complete E-Verify photo matching.
- Original documents must be physically examined, not photocopies. Copies are only made of certain List A documents for E-Verify purposes.
So in summary - copies are only required for certain List A documents to facilitate E-Verify, but
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
This document contains a practice test for an I-9 form with multiple choice questions. It covers topics like where an NRA employee needs to go to get their I-9 validated, acceptable documents for List A identification, when to fill out section 3 for reverification, and that copies or laminated documents are not acceptable for identification purposes. The practice test aims to prepare someone to correctly fill out and process an I-9 employment eligibility form.
The document provides an overview of I-9 compliance requirements for employers, including common mistakes made in completing Form I-9, acceptable documents for different types of employees, and enforcement trends by Immigration and Customs Enforcement (ICE). It summarizes best practices for properly completing Form I-9, avoiding common pitfalls, and responding in the event of an I-9 audit by federal authorities.
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form must be completed within 3 business days of starting a new job. Section 1 is filled out by the employee to provide identifying information. Section 2 is completed by the employer to examine identity and work authorization documents presented by the employee. Section 3 is used to update or reverify the form when needed, such as when rehiring an employee or reverifying an authorization that will expire. Employers must retain completed I-9 forms for 3 years.
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) Form I-9 must be completed for all employees within 3 business days of starting work to verify identity and employment eligibility.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two sets - List A contains documents that establish both, and List B and C contain documents that can be combined to establish eligibility.
4) Employers
This document contains a 10 question I-9 practice test for employees of the NRA. It addresses various policies and procedures regarding the I-9 form, including that NRA employees must go to the Human Resources office to have their I-9 validated, acceptable documents for List A identification, dates to include for work authorization, reasons for filling out an I-9 on behalf of an employee, and procedures for updating preparer information or re-verifying the I-9. The practice test also notes an employer has 3 days to validate an I-9 and that copies or laminated documents are not acceptable identification.
The document discusses important information about properly completing Form I-9 for new hires. It emphasizes that the form verifies a person's identity and legal right to work in the US, and fines can be imposed for violations. Common errors that can occur when filling out the form are outlined, such as incorrect name order or missing signatures. The summary also provides guidance on using either one document from List A verifying both identity and work authorization, or two documents, one from List B for identity and one from List C for work authorization. Attaching copies of documents is also important. The purpose is to help simplify completing I-9 forms correctly to avoid issues and spend more time on other responsibilities.
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
This document contains a practice test for an I-9 form with multiple choice questions. It covers topics like where an NRA employee needs to go to get their I-9 validated, acceptable documents for List A identification, when to fill out section 3 for reverification, and that copies or laminated documents are not acceptable for identification purposes. The practice test aims to prepare someone to correctly fill out and process an I-9 employment eligibility form.
The document provides an overview of I-9 compliance requirements for employers, including common mistakes made in completing Form I-9, acceptable documents for different types of employees, and enforcement trends by Immigration and Customs Enforcement (ICE). It summarizes best practices for properly completing Form I-9, avoiding common pitfalls, and responding in the event of an I-9 audit by federal authorities.
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form must be completed within 3 business days of starting a new job. Section 1 is filled out by the employee to provide identifying information. Section 2 is completed by the employer to examine identity and work authorization documents presented by the employee. Section 3 is used to update or reverify the form when needed, such as when rehiring an employee or reverifying an authorization that will expire. Employers must retain completed I-9 forms for 3 years.
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) Form I-9 must be completed for all employees within 3 business days of starting work to verify identity and employment eligibility.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two sets - List A contains documents that establish both, and List B and C contain documents that can be combined to establish eligibility.
4) Employers
This document contains a 10 question I-9 practice test for employees of the NRA. It addresses various policies and procedures regarding the I-9 form, including that NRA employees must go to the Human Resources office to have their I-9 validated, acceptable documents for List A identification, dates to include for work authorization, reasons for filling out an I-9 on behalf of an employee, and procedures for updating preparer information or re-verifying the I-9. The practice test also notes an employer has 3 days to validate an I-9 and that copies or laminated documents are not acceptable identification.
The document discusses important information about properly completing Form I-9 for new hires. It emphasizes that the form verifies a person's identity and legal right to work in the US, and fines can be imposed for violations. Common errors that can occur when filling out the form are outlined, such as incorrect name order or missing signatures. The summary also provides guidance on using either one document from List A verifying both identity and work authorization, or two documents, one from List B for identity and one from List C for work authorization. Attaching copies of documents is also important. The purpose is to help simplify completing I-9 forms correctly to avoid issues and spend more time on other responsibilities.
This document provides instructions for completing Form I-9, which verifies employment eligibility in the US. It notes that employers cannot specify which documents they will accept, as that would be discriminatory. The form has 3 sections: Section 1 collects employee information and attestation of eligibility; Section 2 verifies the employee's identity and work authorization documents; and Section 3 is for reverifying employment authorization for employees with time-limited work authorization. Employers must complete Sections 2 and 3 and retain the forms.
Progressive Business Conference. New I 9 RulesMEPivec
The document discusses new proposed rules for completing Form I-9 employment eligibility verification, best practices for I-9 compliance, common I-9 mistakes employers make, and updates on E-Verify and immigration enforcement. It provides an overview of proposed changes to the I-9 form, guidelines for proper I-9 completion, training of hiring staff, audits, and penalties for noncompliance.
Form I-9 | Wednesday, February 19th | 11AM PST/2PM EST
‘Who’s Eyeing your Form I-9’?
This first session in a two-part series provides greater detail than just the basics of Form I-9. DHS covers form completion for remote hires, use of abbreviations, what address should be entered in each address block (this will surprise many), the true definition of the 3-day rule, how to avoid work-related discrimination in regards to completing Form I-9 with your employee, copying documents, form retention, and many other areas.
Alliance 2017 session 4427 employment eligibility verification trends new for...Smart ERP Solutions, Inc.
With a new Form I-9 required since JAN 22, 2017 as well as a new presidential administration since JAN 20th, employment eligibility verification requirements are changing that effect all U.S. employers. Also, the corresponding E-Verify system from the Department of Homeland Security will be required by more and more states and more types of positions. This session covers employment eligibility verification trends and ways to address the trends within PeopleSoft HCM applications. Topics include automating employment eligibility verification processes making compliance easier for employees as well as employers for onboarding new hires and reverifications.
October 1st marks the beginning of the “onboarding” of new H-1B employees at many companies throughout the United States. Winning the lottery and having H-1B Petitions approved by United States Citizenship and Immigration Services (USCIS) were just two initial steps involved in the hiring and retaining process of talented foreign nationals in the United States. Carefully onboarding the H-1B employee is as crucial as selecting, hiring and bringing them into the United States (or assisting in changing their nonimmigrant status in the United States). This article briefly addresses few very basic but very important topics that HR Managers, HR Professionals and Business Owners should be aware of, and religiously comply with, in order to avoid potential pitfalls pertaining to the onboarding of new H-1B employees.
Overcoming Form I-9 challenges in staffing - Form I-9 & E-Verify Webinar Pres...I-9 Advantage
If you missed I-9 Advantage's recent webinar, you'll want to ensure you view the presentation as a helpful resource to ensuring compliance during your Form I-9 and E-Verify process.
This document provides an overview and summary of Form I-9 completion requirements for employers. It discusses the purpose of Form I-9, who must complete it, prohibited discrimination, acceptable documents for verification, completion deadlines, storage requirements, electronic filing, reverification, common errors, and resources. Key points include that Form I-9 must be completed within three days of hire to verify identity and work authorization, employers must retain I-9s for three years after hire or one year after employment ends, and penalties can be assessed for incorrect completion or knowingly employing unauthorized workers.
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories - List A contains documents that establish both, List B and List C contain documents that together establish identity and work authorization.
4) Employers
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are separated into List A, B, and C. Employers must accept any valid combination of documents from these lists.
4) Completed I-9 forms must be
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form has three sections. Section 1 is completed by the employee to provide identity and employment authorization information. Section 2 is completed by the employer to examine identity and work authorization documents within 3 days of hire. Section 3 is used to update and reverify employment authorization when needed. Employers must retain completed I-9 forms for 3 years after hire or 1 year after employment ends.
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form has three sections. Section 1 is completed by the employee to provide identity and employment authorization information. Section 2 is completed by the employer to examine identity and work authorization documents within 3 days of hire. Section 3 is used to update and reverify employment authorization when needed. Employers must retain completed I-9 forms for 3 years after hire or 1 year after employment ends.
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form has three sections. Section 1 is completed by the employee to provide identity and employment authorization information. Section 2 is completed by the employer to examine identity and work authorization documents within 3 days of hire. Section 3 is for updating and reverifying employment authorization for current employees. Employers must retain completed I-9 forms for 3 years after hire or 1 year after employment ends.
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form has three sections. Section 1 is completed by the employee to provide identity and employment authorization information. Section 2 is completed by the employer to examine identity and work authorization documents within 3 days of hire. Section 3 is used to update and reverify employment authorization when needed. Employers must retain completed I-9 forms for 3 years after hire or 1 year after employment ends.
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form has three sections. Section 1 is completed by the employee to provide identity and employment authorization information. Section 2 is completed by the employer to examine identity and work authorization documents within 3 days of hire. Section 3 is used to update and reverify employment authorization when needed. Employers must retain completed I-9 forms for 3 years after hire or 1 year after employment ends.
On March 8th, 2013 The U.S. Citizenship and Immigration Services (USCIS) published a revised Employment Eligibility Verification Form I-9. All employers are required to complete a Form I-9 for each employee hired in the United States.
Improvements to Form I-9 include new fields, reformatting to reduce errors, and clearer instructions to both employees and employers. The Department of Homeland Security has published a Notice in the Federal Register informing employers of the new Form I-9.
Effective 03/08/13 employers:
Should begin using the newly revised Form I-9 (Rev. 03/08/13)N for all new hires and reverifications.
May continue to use previously accepted revisions (Rev.02/02/09)N and (Rev. 08/07/09) Y until May 7, 2013.
Will have a 60-day grace period, until May 7, 2013 to comply by using the new form.
After May 7, 2013, employers must only use Form I-9 (Rev. 03/08/13)N.
Should not complete a new Form I-9 for current employees if a properly completed Form I-9 is already on file.
This document provides instructions for completing Form I-9, which verifies employment eligibility in the US. It notes that employers cannot specify which documents they will accept, as that would be discriminatory. The form has 3 sections: Section 1 collects employee information and attestation of eligibility; Section 2 verifies the employee's identity and work authorization documents; and Section 3 is for reverifying employment authorization for employees with time-limited work authorization. Employers must complete Sections 2 and 3 and retain the forms.
Progressive Business Conference. New I 9 RulesMEPivec
The document discusses new proposed rules for completing Form I-9 employment eligibility verification, best practices for I-9 compliance, common I-9 mistakes employers make, and updates on E-Verify and immigration enforcement. It provides an overview of proposed changes to the I-9 form, guidelines for proper I-9 completion, training of hiring staff, audits, and penalties for noncompliance.
Form I-9 | Wednesday, February 19th | 11AM PST/2PM EST
‘Who’s Eyeing your Form I-9’?
This first session in a two-part series provides greater detail than just the basics of Form I-9. DHS covers form completion for remote hires, use of abbreviations, what address should be entered in each address block (this will surprise many), the true definition of the 3-day rule, how to avoid work-related discrimination in regards to completing Form I-9 with your employee, copying documents, form retention, and many other areas.
Alliance 2017 session 4427 employment eligibility verification trends new for...Smart ERP Solutions, Inc.
With a new Form I-9 required since JAN 22, 2017 as well as a new presidential administration since JAN 20th, employment eligibility verification requirements are changing that effect all U.S. employers. Also, the corresponding E-Verify system from the Department of Homeland Security will be required by more and more states and more types of positions. This session covers employment eligibility verification trends and ways to address the trends within PeopleSoft HCM applications. Topics include automating employment eligibility verification processes making compliance easier for employees as well as employers for onboarding new hires and reverifications.
October 1st marks the beginning of the “onboarding” of new H-1B employees at many companies throughout the United States. Winning the lottery and having H-1B Petitions approved by United States Citizenship and Immigration Services (USCIS) were just two initial steps involved in the hiring and retaining process of talented foreign nationals in the United States. Carefully onboarding the H-1B employee is as crucial as selecting, hiring and bringing them into the United States (or assisting in changing their nonimmigrant status in the United States). This article briefly addresses few very basic but very important topics that HR Managers, HR Professionals and Business Owners should be aware of, and religiously comply with, in order to avoid potential pitfalls pertaining to the onboarding of new H-1B employees.
Overcoming Form I-9 challenges in staffing - Form I-9 & E-Verify Webinar Pres...I-9 Advantage
If you missed I-9 Advantage's recent webinar, you'll want to ensure you view the presentation as a helpful resource to ensuring compliance during your Form I-9 and E-Verify process.
This document provides an overview and summary of Form I-9 completion requirements for employers. It discusses the purpose of Form I-9, who must complete it, prohibited discrimination, acceptable documents for verification, completion deadlines, storage requirements, electronic filing, reverification, common errors, and resources. Key points include that Form I-9 must be completed within three days of hire to verify identity and work authorization, employers must retain I-9s for three years after hire or one year after employment ends, and penalties can be assessed for incorrect completion or knowingly employing unauthorized workers.
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories - List A contains documents that establish both, List B and List C contain documents that together establish identity and work authorization.
4) Employers
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are separated into List A, B, and C. Employers must accept any valid combination of documents from these lists.
4) Completed I-9 forms must be
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form has three sections. Section 1 is completed by the employee to provide identity and employment authorization information. Section 2 is completed by the employer to examine identity and work authorization documents within 3 days of hire. Section 3 is used to update and reverify employment authorization when needed. Employers must retain completed I-9 forms for 3 years after hire or 1 year after employment ends.
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form has three sections. Section 1 is completed by the employee to provide identity and employment authorization information. Section 2 is completed by the employer to examine identity and work authorization documents within 3 days of hire. Section 3 is used to update and reverify employment authorization when needed. Employers must retain completed I-9 forms for 3 years after hire or 1 year after employment ends.
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, the Employment Eligibility Verification form used by employers to verify that individuals are authorized to work in the United States. The summary includes:
1) The form must be completed within 3 business days of starting work to verify the identity and employment authorization of all new employees.
2) Section 1 is completed by the employee to provide identity and employment eligibility information. Section 2 is completed by the employer to examine identity and work authorization documents.
3) Acceptable identity and work authorization documents are listed in two categories, and employers must accept documents from either list.
4) Employers must reverify employment authorization for employees whose work authorization expires and update Form
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form has three sections. Section 1 is completed by the employee to provide identity and employment authorization information. Section 2 is completed by the employer to examine identity and work authorization documents within 3 days of hire. Section 3 is for updating and reverifying employment authorization for current employees. Employers must retain completed I-9 forms for 3 years after hire or 1 year after employment ends.
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form has three sections. Section 1 is completed by the employee to provide identity and employment authorization information. Section 2 is completed by the employer to examine identity and work authorization documents within 3 days of hire. Section 3 is used to update and reverify employment authorization when needed. Employers must retain completed I-9 forms for 3 years after hire or 1 year after employment ends.
The document provides instructions for completing Form I-9, which is used to verify employment eligibility in the United States. The form has three sections. Section 1 is completed by the employee to provide identity and employment authorization information. Section 2 is completed by the employer to examine identity and work authorization documents within 3 days of hire. Section 3 is used to update and reverify employment authorization when needed. Employers must retain completed I-9 forms for 3 years after hire or 1 year after employment ends.
On March 8th, 2013 The U.S. Citizenship and Immigration Services (USCIS) published a revised Employment Eligibility Verification Form I-9. All employers are required to complete a Form I-9 for each employee hired in the United States.
Improvements to Form I-9 include new fields, reformatting to reduce errors, and clearer instructions to both employees and employers. The Department of Homeland Security has published a Notice in the Federal Register informing employers of the new Form I-9.
Effective 03/08/13 employers:
Should begin using the newly revised Form I-9 (Rev. 03/08/13)N for all new hires and reverifications.
May continue to use previously accepted revisions (Rev.02/02/09)N and (Rev. 08/07/09) Y until May 7, 2013.
Will have a 60-day grace period, until May 7, 2013 to comply by using the new form.
After May 7, 2013, employers must only use Form I-9 (Rev. 03/08/13)N.
Should not complete a new Form I-9 for current employees if a properly completed Form I-9 is already on file.
This document provides instructions for employers on completing Form I-9 to verify the identity and employment authorization of new employees. It explains that employers must complete Section 1 within 3 business days of hire and review documents to complete Section 2. Acceptable documents include those establishing identity, employment authorization, or both. Receipts may be presented in some cases as temporary proof until the actual document is provided. The document also covers topics like unlawful discrimination, E-Verify, and frequently asked questions about Form I-9 requirements.
This guide details common mistakes made by employees in Section 1 and by employers in Section 2 and Section 3 of the Form I-9 and best practices for avoiding such errors.
Who is responsible for completing the I-9 employment verification form What i...pdxsigning
The I-9 form, also known as the Employment Eligibility Verification form, is a document needed for all new recruits by the United States Citizenship and Immigration Services (USCIS). The form is used to verify new employees' identities and job eligibility in the United States. This post will go through who fills out the I-9 form and what must be given with it.
USCIS updated the I-9 Employment Verification Form on March 8, 2013 and all employers will be required to use the new form starting May 7, 2013. AlphaStaff is here to help! On this webinar we’ll review the I-9 basics and the most common mistakes made in the I-9 process; and how to properly make corrections on the I-9 form.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
This document discusses the new Form I-9 that employers must use to verify the identity and employment authorization of new hires. Some key changes to the new form include being two pages long instead of one, additional fields for employee contact information, and clarified employer certification in Section 2. Employers must use the new form for all new hires as of March 8, 2013 and must complete Section 2 within three business days of the hire date after examining identity and work authorization documents presented by the employee from the Lists of Acceptable Documents.
Temporary Policy Changes to Form I-9 and E-Verify due to COVID-19 - Remote an...Smart ERP Solutions, Inc.
Form I-9/E-Verify updates during COVID-19 for remote and in-office hires
Description
As employers slowly move back to hiring on-site workers and others remaining remote, the differences in policies can be confusing regarding Form I-9 and E-Verify when bringing on new hires. Onboarding remote employees is already a challenge for employers - add the global pandemic with a mix of in-office and remote hires, and things can get frustrating, confusing, and even difficult for employers to comply with rules and regulations.
In this session, we heard directly from the Department of Homeland Security about all the updates for Form I-9 and E-Verify during the COVID period and the differences in policies between remote and on-premise new hires.
In response to the coronavirus (COVID-19) National Emergency Declaration, the United States Department of Homeland Security (DHS) announced temporary modifications to the Form I-9 Employment Eligibility Verification process, E-Verify, and enforcement actions.
Everything you need to know to complete the I-9 formSnag
"Properly completing the I-9 form is a very important part of employee and employer compliance. But have no fear –Snag's here to help you do it right.
Check out the Snag's “Completing the I-9 Form"" webinar featuring Dave Basham from U.S. Citizenship and Immigrations Services, to get insider I-9 tips.
The webinar explores:
- Best practices for conducting employment eligibility verifications correctly and efficiently
- Some of the most common I-9 myths that could lead to fines, loss of workforce and brand damage
- How to avoid work-related discriminatory employment practices
- The nitty gritty on when to store I-9 documents ... and for how long
- How I-9 software tools can help ensure 100% compliance across all of your locations"
Similar to Authorization to Complete I-9 Forms (20)
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Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
2. Learning Objectives
This class will authorize you to:
• Fill out the Form I-9
• Recognize the correct documents that establish
Identity and Employment Eligibility
• Distinguish between foreign and domestic hires and the different requirements
• Prevent delays in establishing pay for a new employee
• Submit a correctly completed Form I-9 on the
employee's first day of work or at the least within the
first 72 hours (3 days) of starting their job.
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3. Facts
I-9 Questions?
Please contact Human Resource Employee Services at:
1-855-ASU-5081
1-855-278-5081
Department of Homeland Security Form I-9 must be completed and
submitted to the Payroll Office immediately upon the hiring of a new
employee.
Federal and State law requires that an employee’s employment eligibility
must be confirmed using E-verify within 3 days of hire.
A correctly completed I-9 is required in order to complete the E-verify
process.
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4. Facts
To insure that ASU adheres to this new mandate, Financial Services at ASU
now requires that all staff who are responsible for submitting I-9 forms be
authorized.
To become authorized you simply need to complete this course and answer a
few test questions at the end.
A PDF document of the Form I-9 is available for your reference in the Resource
area of this course.
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5. Why Authorization?
Submitting a late or incorrect Form I-9 (and New Hire Packet) to Financial
Services/Payroll may cause these problems:
•It may affect the individual’s start date.
•Benefits could be delayed
•Their paycheck could be delayed
•We would not be able to E-Verify employment timely which would have
serious consequences to ASU as it’s required for entities having federal
contracts and research funding.
•If it is the department’s or ASU's fault (mistake) it can delay when the new
employee receives their first check.
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6. Form I-9
Section 1
Employee Information
and Verification
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7. Section 1
• Although the employee is responsible for completing section 1,
we, as the employer, are responsible for ensuring that it is
accurately and completely filled out prior to the employee leaving
our desk.
(cont’d.)
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8. Section 1
• Please review and ensure the employee has filled in all the
required information completely. Review the information and
compare it to the employee’s documents. Verify that the name is
the same as it appears on the passport and that the date of birth
is entered correctly. The name and date of birth is also noted on
both the passport and the Form I-94. Check both.
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9. Section 1
• Pay special attention to the “attestation box” and ensure that the
employee marks one of the choices and fully completes the
required information for their choice.
• International employees will mark the third box “An alien
authorized to work until ___/__/____”
(Cont’d)
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10. Section 1
• (Alien # or Admission #)_____________
• The alien # or admission # is the 11-digit number located at the
top of the Form I-94.
• The work authorization expiration date will be located on the
employees work authorization document which may be an I-20,
DS-2019 or an H1B Form I 797 A.
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11. Section 1
A. On the "Print Name" line the name should appear exactly as it
appears on the employee's document in List A or List B of the
List of Acceptable documents.
Please note that international employees may only submit
documents from List A.
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12. Section 1
B. The Employee MUST complete the Attestation box to affirm their
legal responsibility for the accuracy of the information and to
protect ASU.
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13. Section 1
• A Lawful Permanent Resident is a person who has gone
through the legal process to become a “Permanent Resident
of the US”. They are eligible for employment as equally as a
Citizen of the US.
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14. Section 1
• A Lawful Permanent Resident will have a Driver License and regular
Social Security card THAT DOES NOT INCLUDE “ for work purposes
only’ printed on it above the SSN. This individual CAN Use their DL
and SSN to complete the form I-9 (List B & List C) OR they can use
their Permanent Resident Card (PRC) Form I-551 (List A).
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15. Section 1
D. For the line titled “An alien authorized to work until”:
The expiration date is collected from either the DS-2019 (J-1
Student or J-1 Researcher), the Form I-20 ( F-1 Student), or the
Form I-797 (H1B).
For the line titled “(Alien # or Admission #)” use the 11-digit
number on the Form I-94.
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16. Section 1
Please send Internationals to the
Human Resource office in the USB
Building to receive one-on-one
assistance from Financial Services
international employee specialists
who can help them to:
1. Correctly complete their I-9
(must bring all original
immigration documents to HR)
2. Understand the Glacier Tax
Compliance System
3. Understand the Social Security
Card application process
4. Review any possible tax treaty
benefits
5. Select the proper Arizona
Form A-4 withholding option
6. Understand direct deposit setup
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17. Form I-9
Section 2
Lists of Acceptable Documents
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18. Section 2
List A affirms BOTH Identity
and Eligibility
IMPORTANT NOTE
International employees
can only provide documents
from List A.
List B affirms Identity ONLY
List C affirms Eligibility ONLY
You cannot use the same
document for both Lists B
and C.
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19. Section 2
Employers must record:
• Document title;
• Issuing authority;
• Document number;
• Expiration date, if any All Passport dates must be Unexpired.
• The date employment begins.
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20. Section 2
• Section 2, List A of the Form I-9 provides space for you to record the
document number and expiration date for both the unexpired Foreign
Passport and the attached Form I-94.
(Cont’d.)
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21. Section 2
• Section 2, List A
These documents establish both identity and employment eligibility.
However, this does not indicate they are eligible to work at ASU--just that
they are eligible to work in the US. There are other specific documents
which indicate they are eligible to work at ASU (i.e., I-20, DS-2019 or an
H1B Form I 797 A). (Cont’d.)
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22. Section 2
• Section 2, List A - Examine the documents and fill in the document title,
issuing authority, number, and expiration date in the appropriate spaces
provided
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23. Section 2
The unexpired Foreign Passport will:
• Have a Form I-94 attached to it bearing the same name as the
passport and an employment authorization stamp, so long as the
period of endorsement has not yet expired, and the proposed
employment is not in conflict with any restrictions or limitations
identified on the Form I-94. (Cont’d.)
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24. Section 2
Or
The unexpired Foreign Passport will:
• Contain an unexpired stamp which reads “Processed for I-551.
Temporary Evidence of Lawful Admission for permanent residence.
Valid until ___/__/____ Employment authorized.” (Note: this is less
commonly seen, but still acceptable)
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25. Section 2
Reminder - Please send all international employees to Human Resources to see an international
specialist who can help them to:
1. Correctly complete their I-9 (they must bring all original immigration documents to HR)
2. Understand the Glacier Tax Compliance System
3. Understand the Social Security Card application process
4. Review any possible tax treaty benefits
5. Select the proper Arizona Form A-4 withholding option
6. Understand direct deposit setup
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26. Section 2
C. If any area is not filled out correctly the document will be returned
to the Authorized Representative who signed in Section Two.
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27. Section 2
Items in list A include:
1. U.S. Passport (unexpired)
2. Permanent Resident Card
or Alien Registration
Receipt Card (Form I-551)
3. An unexpired foreign
passport with a temporary
I-551 stamp
4. An unexpired
Employment
Authorization Document
that contains a
photograph (Form I-766, I-
688, I-688A, I-688B)
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28. Section 2
5. An unexpired foreign passport
with an unexpired Arrival-
Departure Record, Form I-94,
bearing the same name as the
passport and containing an
endorsement of the alien's
nonimmigrant status, if that
status authorizes the alien to
work for the employer.
6. Passport from the Federated
States of Micronesia or
Republic of Marshall Island
with Form I-94 or I-94A.
(Cont’d.)
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29. Section 2
Copies required when List A Documents are accepted:
• US Passport
• Permanent Resident Card
• Employment Authorization Document (EAD Card)
A legible copy of these documents are required to be submitted with the
Form I-9 so that a Payroll representative can complete the E-Verify photo
matching process.
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30. Section 2
Items in list B include:
1. Driver's license or ID card
issued by a state or outlying
possession of the United
States provided it contains
a photograph or information
such as name, date of birth,
gender, height, eye color
and address
(Cont’d.)
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31. Section 2
Items in list B include:
2. ID card issued by federal,
state or local government
agencies or entities,
provided it contains a
photograph or information
such as name, date of birth,
gender, height, eye color
and address
3. School ID card with a
photograph
(Cont’d.)
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32. Section 2
4. Voter's registration card
5. U.S. Military card or draft
record
6. Military dependent's ID card
(Cont’d.)
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33. Section 2
7. U.S. Coast Guard Merchant
Mariner Card
8. Native American tribal
document
9. Driver's license issued by a
Canadian government
authority
(Cont’d.)
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34. Section 2
For persons under age 18 who
are unable to present a
document listed above:
10. School record or report
card
11. Clinic, doctor or hospital
record
12. Day-care or nursery school
record
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35. Section 2
Items in list C include:
1. U.S. Social Security card
issued by the Social
Security Administration
(other than a card stating
it is not valid for
employment)
2. Certification of Birth
Abroad issued by the
Department of State (Form
FS-545)
(Cont’d.)
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36. Section 2
3. Certificate of Report of
Birth issued by the
Department of State
(Form DS-1350)
4. Original or certified copy
of birth certificate issued by
a State, county, municipal
authority, or territory of the
United States bearing an
official seal.
(Cont’d.)
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37. Section 2
5. Native American tribal
6. U.S. Citizen ID Card (Form
I-197)
7. ID Card for use of Resident
Citizen in the United States
(Form I-179)
(Cont’d.)
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38. Section 2
8. Employment authorization
document issued by the
Department of Homeland
Security.
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39. Section 2
Note: The Form I-9 must be received by the Payroll Office within 1
day of the employee’s start date in order for ASU to complete
the E-verify process within the required 3-day timeline.
Forms I-9 submitted late require an adjusted hire date
and employee’s benefit eligibility may be affected.
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40. Section 2
The Authorized Representative must use the precise address for the
Business Organization.
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41. Section 2
What will happen if any area is not filled out correctly?
The document will be returned to the Authorized Representative who
signed in Section Two.
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42. Form I-9
Section 3
Updating and Reverification
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43. Section 3
This area is to be completed when the employer needs to update
and/or re-verify the Form
I-9. For instance:
• Change in name (update)
• Extension of Visa work permit (reverify)
• Switched Visa type (reverify)
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44. Section 3
During the updating, what will happen if any area is not filled out
correctly?
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45. Section 3
Answer: The document will be returned to the Authorized Representative
who signed in Section Three.
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47. Authorization Process
After studying the I-9 training information:
1. Take the practice test,
2. Then continue on to the final test. You must complete the
test with 100% accuracy. You may retake the test multiple
times.
3. When you are done, notify Financial Services/Payroll that
you’ve completed this training by sending an email to:
I-9@asu.edu and your immediate supervisor.
You will be notified via email to confirm your authorization.
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49. Question 1
Where can I locate the Form I-9?
Note the Form I-9 is available on ASU’s Human Resources Forms page
at:
http://www.asu.ed/hr/forms/I-9
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50. Question 2
Can I accept documents that used to be on the Form I-9 but aren’t now?
No. Employers may only accept documents listed on the List of Acceptable
Document on Form I-9. When re-verifying employees, employers should
ensure that they use the new Form I-9 with its updated list of acceptable
documents.
NOTE: The ORIGINAL documents must be used to collect this information.
ASU CANNOT accept photocopies.
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51. Question 3
Is the Form I-9 available in different languages?
The form I-9 is available in English and Spanish. However, only employers in
Puerto Rico may have employees complete the Spanish version for their
records.
Employers in the 50 states and other U.S. territories may use the Spanish
version as a translation guide for Spanish-speaking employees, but must
complete the English version and keep it in the employer’s records.
Employees may also use or ask for a translator/preparer to assist them in
completing the form.
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52. Question 4
What are a few common problem the Financial Services/Payroll finds
when processing Form I-9s?
• Forms that are not signed or dated. Even if the Form I-9 is certified via a
notary, it must still be signed. The Department is still responsible for this
signature.
• International employees use List B and List C documents (they may only
use List A).
• Dates are not written in the specified MM/DD/YYYY format.
Slide 52 of 58
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53. Question 5
Do I need to make copies of any of the acceptable documents presented
in section 2?
Yes. You must make a legible copy of the US Passport and the Permanent
Resident Card and the Employment Authorization Document (EAD card)
from List A so that a Financial Services representative can complete the
E-Verify photo matching process.
No copies are ever needed from acceptable documents presented from
List B or List C.
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54. Question 6
What must I do differently for international employees?
Please send International hires to the Human Resource office in the USB
Building to receive personal, one-on-one assistance from Financial Services
international employee specialists who can help them to:
1. Correctly complete their I-9
2. Understand the Glacier Tax Compliance System
3. Understand the Social Security Card application process
4. Review any possible tax treaty benefits
5. Select the proper Arizona Form A-4 withholding option
6. Understand direct deposit setup
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55. Resource Links
Handbook for Employers, Instructions for Completing the Form I-9
http://www.uscis.gov/files/nativedocuments/m-274.pdf
The Form I-9 Process In A Nutshell
http://www.uscis.gov/files/article/EIB102.pdf
I-9 Document in Review
http://www.uscis.gov/files/article/OBL_103.pdf
I Am an Employer. . . How Do I. . .
http://www.uscis.gov/files/article/IamanemployercompleteformI9.pdf
Slide 55 of 58
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56. Thank you!
Thank you for your interest in complying with the laws and regulations regarding
how to correctly complete and submit the Form I-9.
Your expertise in serving the ASU Community is much appreciated.
Please continue to the Pre-test section of this training.
End of Presentation
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