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
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
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.
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 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.
This document provides an overview of immigration compliance rules for employers, including requirements under the Immigration Reform and Control Act (IRCA). Key points include:
1) IRCA requires employers to verify work authorization for all employees and prohibits discrimination. Employers must complete I-9 forms within 3 days of hire to verify identity and work eligibility.
2) Common mistakes include not properly completing I-9 forms, failing to examine original documents, or accepting documents without verification. Employers risk penalties for noncompliance.
3) Acceptable identity and work eligibility documents are divided into List A, B, and C. List A establishes both, while List B and C must be combined to establish eligibility if no List A document
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.
The document provides a side-by-side comparison of the 2009 and 2012 H-2B rules. Key differences include: the 2012 rules require registration with ETA, more stringent recruitment requirements, higher wage guarantees, improved protections for corresponding U.S. workers, and prohibitions on seeking fees from workers or imposing different terms for U.S. versus H-2B workers. The 2012 rules also define terms like full-time employment and corresponding workers. Overall, the 2012 rules enhance protections for U.S. and foreign workers in the H-2B program.
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
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.
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 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.
This document provides an overview of immigration compliance rules for employers, including requirements under the Immigration Reform and Control Act (IRCA). Key points include:
1) IRCA requires employers to verify work authorization for all employees and prohibits discrimination. Employers must complete I-9 forms within 3 days of hire to verify identity and work eligibility.
2) Common mistakes include not properly completing I-9 forms, failing to examine original documents, or accepting documents without verification. Employers risk penalties for noncompliance.
3) Acceptable identity and work eligibility documents are divided into List A, B, and C. List A establishes both, while List B and C must be combined to establish eligibility if no List A document
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.
The document provides a side-by-side comparison of the 2009 and 2012 H-2B rules. Key differences include: the 2012 rules require registration with ETA, more stringent recruitment requirements, higher wage guarantees, improved protections for corresponding U.S. workers, and prohibitions on seeking fees from workers or imposing different terms for U.S. versus H-2B workers. The 2012 rules also define terms like full-time employment and corresponding workers. Overall, the 2012 rules enhance protections for U.S. and foreign workers in the H-2B program.
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.
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.
Nuts and Bolts of Filling in the New I-9 Formgueste6c2c1
Puzzled by the New I-9 Form effective April 3, 2009? This powerpoint highlights the "Nuts and Bolts" of the new Form and its List of Acceptable Documents. Join the 300 companies who have participated in the national webinar on this topic. Need follow up training and a report card on how well you are doing with your I-9s. email enorman@williamsmullen.com.
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 discusses I-9 employment eligibility verification compliance procedures. It provides an overview of the Immigration Reform and Control Act of 1986 which requires employers to complete Form I-9 for newly hired employees. It outlines the various changes to I-9 regulations and forms over time, as well as recent updates to I-9 enforcement by Immigration and Customs Enforcement (ICE) through increased audits and fines. The document advises employers on best practices for I-9 compliance to reduce risks and penalties from I-9 audits and investigations.
New Form I-9 Changes—Here's what you need to know before Sept. 18, 2017 | Sna...Snag
Join Snagajob's free webinar with U.S. Immigration Law and Compliance attorney Curtis Y. Chow to find out what's changed on the new Form I-9 and what today's HR leaders should do now to prepare for the Sept. 17 deadline.
To watch the on-demand recording of this webinar on Snagajob's website, click here: https://goo.gl/vVyzu1
Ready for the New Form I-9? A Step-by-Step Guide to 100% I-9 Compliance in 2017Snag
New year, new Form I-9. Given the big jump in fines that took effect in August for mistakes/omissions on Form I-9, the deadline to comply and use the new version is more important than ever.
Even first offense mistakes on an employment verification form can cost you anywhere from $178 to $4,313 per violation … not to mention the brand damage, loss of workforce and increase in operating costs that come along with it.
Check out our “Ready for the New Form I-9?” webinar presentation, featuring our Form I-9 subject matter expert with U.S. Citizenship and Immigration Services, Dave Basham, to:
-- Understand all of the new blocks added to the Form I-9 and how that affects your current hiring process
-- Learn the differences between the paper copy, the “fillable” PDF version and the version used with talent management software
-- Get USCIS’ insider best practices to decrease your time-to-hire and avoid common Form I-9 mistakes
-- Find out must-know tips to avoid getting “in the weeds” with your company-wide I-9 compliance process
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.
Respirators are important protective equipment used when airborne hazards cannot be adequately controlled through other means. There are two main types - air-purifying respirators that filter contaminants, and atmosphere-supplying respirators that provide breathing air from an external source. Proper respirator selection, use, fit testing, cleaning and maintenance are critical to ensure the equipment is functioning correctly and providing expected protection from hazardous workplace exposures.
Ankeny Temporary Services is located at 104 East First Street, Suite 212 in Ankeny, Iowa. It provides contact information including a phone number of 515-965-4299, fax number of 515-965-1014, and email of ankenytemp@gmail.com. The document also includes monthly calendars for January through December.
This document is an application for employment. It requests basic personal information such as name, address, phone number, and availability. It also asks about the applicant's employment history, qualifications, and availability to work. Reasonable accommodations for disabilities are available upon request to the Human Resources department. The applicant acknowledges the attendance and availability policies of the position.
This document provides an overview of OSHA's requirements for controlling hazardous energy during maintenance and service of machines through lockout/tagout procedures. It explains what lockout/tagout is, why it is important for safety, and the key elements that must be included in an employer's energy control program such as energy isolation procedures, training for authorized employees, and periodic inspections.
This document summarizes a webinar on protective clothing. It discusses evaluating workplace hazards, selecting protective clothing standards like NFPA 70E and ASTM F1506, and managing protective clothing assets. Key topics covered include hazard assessment goals and practices, an overview of common protective clothing standards, factors for apparel selection like cost effectiveness, and considerations for rental vs purchase programs and home washing vs industrial laundry. The document provides guidance on steps to establish a protective equipment program and questions to ask clothing suppliers.
The document provides an overview of Powerpoint Engineering Limited, an Irish company that supplies electrical test equipment, safety equipment, power cable accessories, calibration services, and training. It details the products, services, training courses, and contact information offered by the company. The company has been operating since 1996 and is an authorized distributor for various leading manufacturers of electrical testing and safety equipment.
Good communication skills are important for employees to provide quality work, satisfy customers, and increase profits. Sharing information, thoughts, and ideas between supervisors, coworkers, and customers helps achieve work goals and objectives. Effective communication is necessary for a company's success.
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.
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.
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.
Nuts and Bolts of Filling in the New I-9 Formgueste6c2c1
Puzzled by the New I-9 Form effective April 3, 2009? This powerpoint highlights the "Nuts and Bolts" of the new Form and its List of Acceptable Documents. Join the 300 companies who have participated in the national webinar on this topic. Need follow up training and a report card on how well you are doing with your I-9s. email enorman@williamsmullen.com.
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 discusses I-9 employment eligibility verification compliance procedures. It provides an overview of the Immigration Reform and Control Act of 1986 which requires employers to complete Form I-9 for newly hired employees. It outlines the various changes to I-9 regulations and forms over time, as well as recent updates to I-9 enforcement by Immigration and Customs Enforcement (ICE) through increased audits and fines. The document advises employers on best practices for I-9 compliance to reduce risks and penalties from I-9 audits and investigations.
New Form I-9 Changes—Here's what you need to know before Sept. 18, 2017 | Sna...Snag
Join Snagajob's free webinar with U.S. Immigration Law and Compliance attorney Curtis Y. Chow to find out what's changed on the new Form I-9 and what today's HR leaders should do now to prepare for the Sept. 17 deadline.
To watch the on-demand recording of this webinar on Snagajob's website, click here: https://goo.gl/vVyzu1
Ready for the New Form I-9? A Step-by-Step Guide to 100% I-9 Compliance in 2017Snag
New year, new Form I-9. Given the big jump in fines that took effect in August for mistakes/omissions on Form I-9, the deadline to comply and use the new version is more important than ever.
Even first offense mistakes on an employment verification form can cost you anywhere from $178 to $4,313 per violation … not to mention the brand damage, loss of workforce and increase in operating costs that come along with it.
Check out our “Ready for the New Form I-9?” webinar presentation, featuring our Form I-9 subject matter expert with U.S. Citizenship and Immigration Services, Dave Basham, to:
-- Understand all of the new blocks added to the Form I-9 and how that affects your current hiring process
-- Learn the differences between the paper copy, the “fillable” PDF version and the version used with talent management software
-- Get USCIS’ insider best practices to decrease your time-to-hire and avoid common Form I-9 mistakes
-- Find out must-know tips to avoid getting “in the weeds” with your company-wide I-9 compliance process
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.
Respirators are important protective equipment used when airborne hazards cannot be adequately controlled through other means. There are two main types - air-purifying respirators that filter contaminants, and atmosphere-supplying respirators that provide breathing air from an external source. Proper respirator selection, use, fit testing, cleaning and maintenance are critical to ensure the equipment is functioning correctly and providing expected protection from hazardous workplace exposures.
Ankeny Temporary Services is located at 104 East First Street, Suite 212 in Ankeny, Iowa. It provides contact information including a phone number of 515-965-4299, fax number of 515-965-1014, and email of ankenytemp@gmail.com. The document also includes monthly calendars for January through December.
This document is an application for employment. It requests basic personal information such as name, address, phone number, and availability. It also asks about the applicant's employment history, qualifications, and availability to work. Reasonable accommodations for disabilities are available upon request to the Human Resources department. The applicant acknowledges the attendance and availability policies of the position.
This document provides an overview of OSHA's requirements for controlling hazardous energy during maintenance and service of machines through lockout/tagout procedures. It explains what lockout/tagout is, why it is important for safety, and the key elements that must be included in an employer's energy control program such as energy isolation procedures, training for authorized employees, and periodic inspections.
This document summarizes a webinar on protective clothing. It discusses evaluating workplace hazards, selecting protective clothing standards like NFPA 70E and ASTM F1506, and managing protective clothing assets. Key topics covered include hazard assessment goals and practices, an overview of common protective clothing standards, factors for apparel selection like cost effectiveness, and considerations for rental vs purchase programs and home washing vs industrial laundry. The document provides guidance on steps to establish a protective equipment program and questions to ask clothing suppliers.
The document provides an overview of Powerpoint Engineering Limited, an Irish company that supplies electrical test equipment, safety equipment, power cable accessories, calibration services, and training. It details the products, services, training courses, and contact information offered by the company. The company has been operating since 1996 and is an authorized distributor for various leading manufacturers of electrical testing and safety equipment.
Good communication skills are important for employees to provide quality work, satisfy customers, and increase profits. Sharing information, thoughts, and ideas between supervisors, coworkers, and customers helps achieve work goals and objectives. Effective communication is necessary for a company's success.
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.
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
This document summarizes immigration compliance requirements for employers, including properly completing Form I-9 for new hires, avoiding document abuse, handling SSN mismatches, internal audits, retention periods, and risks of sanctions for violations. It discusses independent contractor issues, hiring and termination practices, and resources for minimizing liability risks related to citizenship status, national origin, and visa sponsorship compliance.
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.
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.
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.
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.
Human Resource & Payroll Services And Solutions - Houston, Dallas, Austin - Texas www.hrp.net. The latest version of the Form I-9 was released on March 8. While there is some leeway, use of the new forms will soon be mandatory. Keep reading to find out about the changes and reminders of your responsibilities.
The document discusses the legal requirements for Form I-9 employment eligibility verification compliance. It outlines the penalties for non-compliance, including civil and criminal penalties. It provides guidance on properly completing Form I-9, avoiding discrimination, conducting self-audits, and responding to potential ICE worksite enforcement investigations.
The document summarizes OSHA's Bloodborne Pathogens standard which is intended to protect workers from diseases transmitted through contact with blood and other bodily fluids. It discusses two pathogens of primary concern, HIV which causes AIDS, and hepatitis B virus. It notes that while the chances of exposure on the job are low, the consequences can be serious so precautions are important. The standard requires employers to implement exposure control plans and provides guidance on identifying hazards, required personal protective equipment, hygiene practices, and handling of contaminated materials to prevent transmission of bloodborne diseases.
Ankeny Temporary Services provides businesses with temporary employees to fill vacancies caused by unexpected resignations, special projects, illnesses, maternity leave, vacations, or peak periods. Using temporary employees saves businesses money on costs associated with full-time employees like salary, benefits, taxes, recruiting, training, and reduces turnover costs. Ankeny Temporary Services handles all paperwork and legal responsibilities and provides employees who are bonded and insured.
Employee Handbook Intitials and dates updated 5-28-09Jo Woolery
The document outlines policies for ATS regarding employee conduct and documentation. It states that candidates must provide proper documentation like a Social Security card to be interviewed. It also prohibits discrimination and harassment, and mandates reporting any such incidents. Employees must provide updated personal information and documentation to ATS and will be terminated for violating any policies. The document also addresses dress code, driver's license requirements, and disciplinary actions.
Copy of Presentation (Blue Marbles Theme)Jo Woolery
The document provides an outline for a presentation with several sections and bullet points. It includes titles for the different sections and placeholders for things like author names, images, captions, and questions. The document gives a high-level structure for a presentation without providing the specific content or details for each point.
This document provides guidelines for proper office and telephone etiquette for employees. It discusses the importance of treating all people with respect, not permitting inappropriate behaviors, maintaining confidentiality, returning calls and messages promptly, and using polite language and behaviors when interacting with clients, both in person and over the phone. Specific tips are provided around dress code, taking messages, placing callers on hold, transferring calls, and closing conversations professionally. The overall message is that courtesy, respect and following basic etiquette rules are important for maintaining positive workplace interactions and customer service.
The document is a substance testing consent form for an employee of the Company. It states that the employee consents to providing blood, breath, hair, saliva, and/or urine samples as part of the Company's substance testing program, which is administered according to applicable laws. The employee agrees to cooperate fully with the testing process and authorizes the release of test results to the Company and appropriate agencies. The employee also releases from liability all those involved in the testing process.
[Name] OFF 8-5 8-5 8-5 8-5 8-5 OFF
[Duties]
Manager: [Name] OFF 9-6 9-6 9-6 9-6 9-6 OFF
[Duties]
Notes:
- Lunch is from 12-1 daily
- Overtime must be pre-approved by manager
- Call-ins must be made by 6am if not coming in
Methamphetamine use poses risks in the workplace. Approximately 3% of American workers report using illicit drugs while at work, including methamphetamine. Meth can impair work performance and increase risks of accidents, injuries, and turnover. It is important for employers to establish drug-free workplace policies, train supervisors, and provide access to employee assistance programs to help workers struggling with meth addiction. Treatment and recovery are possible, though it takes time and ongoing support.
ATS provides customized temporary staffing solutions for businesses in the Ankeny, Ames, and Des Moines areas. As a locally owned and operated agency, ATS understands the unique staffing needs of the market. ATS offers a variety of specialized services not provided by other agencies, including recruiting, payroll processing, and free job postings. Businesses benefit from using ATS for temporary employees because there are no costs associated with unemployment, workers compensation, or transportation issues. ATS is committed to building strong partnerships with clients to meet their staffing needs.
ATS places a strong emphasis on safety for its employees. They follow all government regulations and provide training and protective equipment to prevent accidents and ensure employee health and safety. However, individuals still need to take responsibility for their own safety by being aware of hazards, understanding safety procedures, avoiding distractions or shortcuts, and asking questions if uncertain. Safety is an important part of every employee's job at ATS.
This memo provides information about an upcoming meeting. It lists the recipient, any copies to other individuals, the number of pages, who it is from, the date, and the subject of the memo. In summary, this is a basic memo with standard header information.
Kathryn Hanus has a Bachelor's degree in Business Administration and Psychology from Culver-Stockton College with a 3.9 GPA. She has experience in campus programming, customer service, human resources, and early childhood education. Her roles have included directing campus programming, providing customer service, assisting the human resources manager, and creating curriculum for preschoolers. She has also been involved in student government, honor societies, and a sorority at Culver-Stockton College.
This document is an interview waiver form for Ankeny Temporary Services. It states that if offered a temporary or temporary-to-hire position by Ankeny or one of its clients, the applicant will be legally bound as an Ankeny employee until hired permanently or the temporary assignment ends. It also notes that if hired directly by a client without informing Ankeny, the applicant must pay Ankeny $1,500 for its services and that unpaid invoices will incur late fees and processing fees. The applicant must sign to acknowledge understanding and accepting the terms.
This document contains slide content for a presentation, including a subtitle sourced from Flickr, two slide titles with text in a bullet list format, and an image caption. The slides cover multiple topics in an outlined format with headlines, supporting points, and a supplementary image.
This document provides guidance on safely using various material handling aids. It identifies potential hazards like losing loads from dollies and hand trucks or overexerting oneself. It recommends selecting the proper aid for the job, loading and operating it safely, and inspecting rope aids regularly to prevent deterioration and ensure safety. Proper techniques like lifting with legs not back, securing loads, and moving slowly are emphasized.
The document outlines an employee training program on a company's drug-free workplace policy. It discusses the objectives of the training which are to inform employees about the policy, the impacts of substance abuse, and types of assistance available. It covers topics like the effects of different drugs, signs of addiction, and maintaining confidentiality for employees who seek help. The overall goal is to promote a safe, productive and compliant workplace.
Ebenezer Emunah has over 15 years of experience as a mathematics teacher in Ghana and worked as a scripts checker and supervisor. He has a Master's degree in Public Administration from Drake University and a Bachelor's degree in Mathematics and Economics from University of Cape Coast in Ghana. His interests include sports, traveling, and symphony orchestra.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
1. OMB No. 1615-0047; Expires 06/30/09
Department of Homeland Security
Form I-9, Employment
U.S. Citizenship and Immigration Services Eligibility Verification
Instructions
Read all instructions carefully before completing this form.
Anti-Discrimination Notice. It is illegal to discriminate against in Section 2 evidence of employment authorization that
any individual (other than an alien not authorized to work in the contains an expiration date (e.g., Employment Authorization
United States) in hiring, discharging, or recruiting or referring for a Document (Form I-766)).
fee because of that individual's national origin or citizenship status.
It is illegal to discriminate against work-authorized individuals. Preparer/Translator Certification
Employers CANNOT specify which document(s) they will accept The Preparer/Translator Certification must be completed if
from an employee. The refusal to hire an individual because the Section 1 is prepared by a person other than the employee. A
documents presented have a future expiration date may also
preparer/translator may be used only when the employee is
constitute illegal discrimination. For more information, call the
unable to complete Section 1 on his or her own. However, the
Office of Special Counsel for Immigration Related Unfair
Employment Practices at 1-800-255-8155. employee must still sign Section 1 personally.
Section 2, Employer
What Is the Purpose of This Form? For the purpose of completing this form, the term "employer"
means all employers including those recruiters and referrers
The purpose of this form is to document that each new for a fee who are agricultural associations, agricultural
employee (both citizen and noncitizen) hired after November employers, or farm labor contractors. Employers must
6, 1986, is authorized to work in the United States. complete Section 2 by examining evidence of identity and
employment authorization within three business days of the
date employment begins. However, if an employer hires an
When Should Form I-9 Be Used?
individual for less than three business days, Section 2 must be
All employees, citizens, and noncitizens hired after November completed at the time employment begins. Employers cannot
6, 1986, and working in the United States must complete specify which document(s) listed on the last page of Form I-9
Form I-9. employees present to establish identity and employment
authorization. Employees may present any List A document
Filling Out Form I-9 OR a combination of a List B and a List C document.
If an employee is unable to present a required document (or
Section 1, Employee
documents), the employee must present an acceptable receipt
This part of the form must be completed no later than the time in lieu of a document listed on the last page of this form.
of hire, which is the actual beginning of employment. Receipts showing that a person has applied for an initial grant
Providing the Social Security Number is voluntary, except for of employment authorization, or for renewal of employment
employees hired by employers participating in the USCIS authorization, are not acceptable. Employees must present
Electronic Employment Eligibility Verification Program (E- receipts within three business days of the date employment
Verify). The employer is responsible for ensuring that begins and must present valid replacement documents within
Section 1 is timely and properly completed. 90 days or other specified time.
Noncitizen Nationals of the United States Employers must record in Section 2:
Noncitizen nationals of the United States are persons born in
American Samoa, certain former citizens of the former Trust 1. Document title;
Territory of the Pacific Islands, and certain children of 2. Issuing authority;
noncitizen nationals born abroad. 3. Document number;
4. Expiration date, if any; and
Employers should note the work authorization expiration
5. The date employment begins.
date (if any) shown in Section 1. For employees who indicate
an employment authorization expiration date in Section 1, Employers must sign and date the certification in Section 2.
employers are required to reverify employment authorization Employees must present original documents. Employers may,
for employment on or before the date shown. Note that some but are not required to, photocopy the document(s) presented.
employees may leave the expiration date blank if they are If photocopies are made, they must be made for all new hires.
aliens whose work authorization does not expire (e.g., asylees, Photocopies may only be used for the verification process and
refugees, certain citizens of the Federated States of Micronesia must be retained with Form I-9. Employers are still
or the Republic of the Marshall Islands). For such employees, responsible for completing and retaining Form I-9.
reverification does not apply unless they choose to present
Form I-9 (Rev. 02/02/09) N
2. For more detailed information, you may refer to the Information about E-Verify, a free and voluntary program that
USCIS Handbook for Employers (Form M-274). You may allows participating employers to electronically verify the
obtain the handbook using the contact information found employment eligibility of their newly hired employees, can be
under the header "USCIS Forms and Information." obtained from our website at www.uscis.gov/e-verify or by
calling 1-888-464-4218.
Section 3, Updating and Reverification
General information on immigration laws, regulations, and
Employers must complete Section 3 when updating and/or
procedures can be obtained by telephoning our National
reverifying Form I-9. Employers must reverify employment
Customer Service Center at 1-800-375-5283 or visiting our
authorization of their employees on or before the work
Internet website at www.uscis.gov.
authorization expiration date recorded in Section 1 (if any).
Employers CANNOT specify which document(s) they will
accept from an employee. Photocopying and Retaining Form I-9
A. If an employee's name has changed at the time this form
is being updated/reverified, complete Block A. A blank Form I-9 may be reproduced, provided both sides are
copied. The Instructions must be available to all employees
B. If an employee is rehired within three years of the date completing this form. Employers must retain completed Form
this form was originally completed and the employee is I-9s for three years after the date of hire or one year after the
still authorized to be employed on the same basis as date employment ends, whichever is later.
previously indicated on this form (updating), complete
Block B and the signature block. Form I-9 may be signed and retained electronically, as
authorized in Department of Homeland Security regulations
C. If an employee is rehired within three years of the date at 8 CFR 274a.2.
this form was originally completed and the employee's
work authorization has expired or if a current
employee's work authorization is about to expire Privacy Act Notice
(reverification), complete Block B; and:
The authority for collecting this information is the
1. Examine any document that reflects the employee Immigration Reform and Control Act of 1986, Pub. L. 99-603
is authorized to work in the United States (see List (8 USC 1324a).
A or C);
This information is for employers to verify the eligibility of
2. Record the document title, document number, and individuals for employment to preclude the unlawful hiring, or
expiration date (if any) in Block C; and recruiting or referring for a fee, of aliens who are not
3. Complete the signature block. authorized to work in the United States.
Note that for reverification purposes, employers have the
option of completing a new Form I-9 instead of completing This information will be used by employers as a record of
Section 3. their basis for determining eligibility of an employee to work
in the United States. The form will be kept by the employer
What Is the Filing Fee? and made available for inspection by authorized officials of
the Department of Homeland Security, Department of Labor,
There is no associated filing fee for completing Form I-9. This and Office of Special Counsel for Immigration-Related Unfair
form is not filed with USCIS or any government agency. Form Employment Practices.
I-9 must be retained by the employer and made available for
Submission of the information required in this form is
inspection by U.S. Government officials as specified in the
voluntary. However, an individual may not begin employment
Privacy Act Notice below.
unless this form is completed, since employers are subject to
civil or criminal penalties if they do not comply with the
USCIS Forms and Information Immigration Reform and Control Act of 1986.
To order USCIS forms, you can download them from our
website at www.uscis.gov/forms or call our toll-free number at
1-800-870-3676. You can obtain information about Form I-9
from our website at www.uscis.gov or by calling
1-888-464-4218.
EMPLOYERS MUST RETAIN COMPLETED FORM I-9 Form I-9 (Rev. 02/02/09) N Page 2
DO NOT MAIL COMPLETED FORM I-9 TO ICE OR USCIS
3. Paperwork Reduction Act
An agency may not conduct or sponsor an information
collection and a person is not required to respond to a
collection of information unless it displays a currently valid
OMB control number. The public reporting burden for this
collection of information is estimated at 12 minutes per
response, including the time for reviewing instructions and
completing and submitting the form. Send comments
regarding this burden estimate or any other aspect of this
collection of information, including suggestions for reducing
this burden, to: U.S. Citizenship and Immigration Services,
Regulatory Management Division, 111 Massachusetts
Avenue, N.W., 3rd Floor, Suite 3008, Washington, DC
20529-2210. OMB No. 1615-0047. Do not mail your
completed Form I-9 to this address.
Form I-9 (Rev. 02/02/09) N Page 3
4. OMB No. 1615-0047; Expires 06/30/09
Department of Homeland Security Form I-9, Employment
U.S. Citizenship and Immigration Services Eligibility Verification
Read instructions carefully before completing this form. The instructions must be available during completion of this form.
ANTI-DISCRIMINATION NOTICE: It is illegal to discriminate against work-authorized individuals. Employers CANNOT
specify which document(s) they will accept from an employee. The refusal to hire an individual because the documents have a
future expiration date may also constitute illegal discrimination.
Section 1. Employee Information and Verification (To be completed and signed by employee at the time employment begins.)
Print Name: Last First Middle Initial Maiden Name
Address (Street Name and Number) Apt. # Date of Birth (month/day/year)
City State Zip Code Social Security #
I attest, under penalty of perjury, that I am (check one of the following):
I am aware that federal law provides for
A citizen of the United States
imprisonment and/or fines for false statements or
use of false documents in connection with the A noncitizen national of the United States (see instructions)
completion of this form. A lawful permanent resident (Alien #)
An alien authorized to work (Alien # or Admission #)
until (expiration date, if applicable - month/day/year)
Employee's Signature Date (month/day/year)
Preparer and/or Translator Certification (To be completed and signed if Section 1 is prepared by a person other than the employee.) I attest, under
penalty of perjury, that I have assisted in the completion of this form and that to the best of my knowledge the information is true and correct.
Preparer's/Translator's Signature Print Name
Address (Street Name and Number, City, State, Zip Code) Date (month/day/year)
Section 2. Employer Review and Verification (To be completed and signed by employer. Examine one document from List A OR
examine one document from List B and one from List C, as listed on the reverse of this form, and record the title, number, and
expiration date, if any, of the document(s).)
List A OR List B AND List C
Document title:
Issuing authority:
Document #:
Expiration Date (if any):
Document #:
Expiration Date (if any):
CERTIFICATION: I attest, under penalty of perjury, that I have examined the document(s) presented by the above-named employee, that
the above-listed document(s) appear to be genuine and to relate to the employee named, that the employee began employment on
(month/day/year) and that to the best of my knowledge the employee is authorized to work in the United States. (State
employment agencies may omit the date the employee began employment.)
Signature of Employer or Authorized Representative Print Name Title
HR Representative
Business or Organization Name and Address (Street Name and Number, City, State, Zip Code) Date (month/day/year)
Los Alamos National laboratory, PO BOX 1663,Los Alamos,NM 87545
Section 3. Updating and Reverification (To be completed and signed by employer.)
A. New Name (if applicable) B. Date of Rehire (month/day/year) (if applicable)
C. If employee's previous grant of work authorization has expired, provide the information below for the document that establishes current employment authorization.
Document Title: Document #: Expiration Date (if any):
l 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
document(s), the document(s) l have examined appear to be genuine and to relate to the individual.
Signature of Employer or Authorized Representative Date (month/day/year)
Form I-9 (Rev. 02/02/09) N Page 4
5. LISTS OF ACCEPTABLE DOCUMENTS
All documents must be unexpired
LIST A LIST B LIST C
Documents that Establish Both Documents that Establish Documents that Establish
Identity and Employment Identity Employment Authorization
Authorization OR AND
1. U.S. Passport or U.S. Passport Card 1. Driver's license or ID card issued by 1. Social Security Account Number
a State or outlying possession of the card other than one that specifies
United States provided it contains a on the face that the issuance of the
photograph or information such as card does not authorize
2. Permanent Resident Card or Alien name, date of birth, gender, height, employment in the United States
Registration Receipt Card (Form eye color, and address
I-551)
2. Certification of Birth Abroad
2. ID card issued by federal, state or issued by the Department of State
3. Foreign passport that contains a local government agencies or (Form FS-545)
temporary I-551 stamp or temporary entities, provided it contains a
I-551 printed notation on a machine- photograph or information such as
readable immigrant visa name, date of birth, gender, height,
eye color, and address 3. Certification of Report of Birth
issued by the Department of State
(Form DS-1350)
4. Employment Authorization Document 3. School ID card with a photograph
that contains a photograph (Form
I-766) 4. Voter's registration card 4. Original or certified copy of birth
certificate issued by a State,
5. In the case of a nonimmigrant alien 5. U.S. Military card or draft record county, municipal authority, or
authorized to work for a specific territory of the United States
employer incident to status, a foreign bearing an official seal
6. Military dependent's ID card
passport with Form I-94 or Form
I-94A bearing the same name as the
7. U.S. Coast Guard Merchant Mariner
passport and containing an 5. Native American tribal document
Card
endorsement of the alien's
nonimmigrant status, as long as the
8. Native American tribal document
period of endorsement has not yet
expired and the proposed 6. U.S. Citizen ID Card (Form I-197)
9. Driver's license issued by a Canadian
employment is not in conflict with
government authority
any restrictions or limitations
identified on the form
For persons under age 18 who 7. Identification Card for Use of
are unable to present a Resident Citizen in the United
document listed above: States (Form I-179)
6. Passport from the Federated States of
Micronesia (FSM) or the Republic of
the Marshall Islands (RMI) with 10. School record or report card 8. Employment authorization
Form I-94 or Form I-94A indicating document issued by the
nonimmigrant admission under the 11. Clinic, doctor, or hospital record Department of Homeland Security
Compact of Free Association
Between the United States and the
FSM or RMI 12. Day-care or nursery school record
Illustrations of many of these documents appear in Part 8 of the Handbook for Employers (M-274)
Form I-9 (Rev. 02/02/09) N Page 5