Employers in the United States use the I-9 form to confirm the identification and legal right to work in the country of any new hires. The 1986 Immigration Reform and Control Act mandates this (IRCA). Each party involved in an employment relationship must accomplish an I-9 form. The company ought to provide the form to the worker, check the worker’s identification and job Eligibility documentation, and fill out the form’s Employer section. 

The paperwork and employee information section of the form must be provided by the employee. The I-9 form must be signed in the presence of a notary, like https://onenotary.us/i-9-form-employment-eligibility-verification-online-notary/, who may then attest to its authenticity.

The I-9 form is required by law to verify that only legally permitted workers are hired by an employer and to prevent bias against people because of their nationality or residency status. If an employer fails to properly complete Form I-9, they may face steep fines and penalties.

Documents required to complete an I 9 form

Employees completing an I 9 form must provide identity and immigration documents to prove their eligibility to work in the US. Acceptable identification for use with Form I-9 includes:

Identification and work eligibility documents.

1. Documents similar to a U.S. passport.
2. Cards for Permanent Residents (Form I-551).
3. Certificate of Employment Eligibility (Form I-766).
4.  Foreign Passport with I-94A Form.

Identification documents only.

1. A valid driver’s license or state or territory ID issued by the United States.
2. Picture ID card for school use only.
3. Proof of registration as a voter.
4. Proof of U.S. citizenship or enlistment in the military.

Proof of eligibility for employment only

1. Document evidencing Social Security Numbers.
2. Document proving the bearer’s birth is American, such as a state, county, or municipal birth certificate.
3. The State Department’s Birth Certificate, Issued Overseas.
4. Tribal record from the Americas.

The employer is responsible for reviewing each employee’s supporting documentation and filling out Sections 2 through 7 of Form I-9. The form and any attachments must be kept on file for the specified time period by the employer. When requested, government personnel may review your completed Form I-9 and the papers you submitted to verify your identity.

Consequences for employers that submit an incorrect I-9

Any workers employed after November 6, 1986, need to have a completed I-9 on file. If you don’t fill out your form correctly, it might cost you a lot of money and cause additional problems. There are civil and criminal consequences, including fines and jail time, that may be levied against an employer for improperly completing the I 9. Department of Labor (DOL), Department of Justice (DOJ), and U.S. Immigration and Customs Enforcement (ICE) are just some of the government entities with the authority to levy such fines (DOL).

Penalties for false information on I9 form may range from being warned to being fired. Fines may range from $234 to $2,332 per violation for companies that fail to comply with federal regulations relating to this form. The maximum fine for knowingly employing an illegal immigrant is $22,927. If an employer does not properly complete a Form I-9, they may be subject to fines, but they also risk losing customers and government contracts if they have a bad reputation.

Employers must guarantee they are in full compliance with I 9 form by following all of the rules and regulations. To be sure they’re doing all they can to comply with I-9 regulations, companies may want to consult an attorney or HR expert.

Also read: How to Prepare for The US Visa Interview? 5 Things that Can Impact the Success

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