The newly revised Form I-9 (Rev. 03/08/13) should be used for club new hires; after May 7, 2013, all prior versions of Form I–9 can no longer be used by the public. Download the new Form I–9 at www.uscis.gov
WHAT HAPPENS IF I CONTINUE TO USE THE OLD VERSION OF THE FORM I-9?
After May 7, 2013, employers who fail to use Form I–9 (Rev. 03/08/13) may be subject to all applicable penalties particularly necessary for employers utilizing electronic Forms I–9.
Note that employers do not need to complete the new Form I–9 (Rev. 03/08/13) for current employees for whom there is already a properly completed Form I–9 on file, unless re-verification applies. Unnecessary verification may violate the anti-discrimination provision.
A Spanish-language version of the new Form I–9 is available at www.uscis.gov for use in Puerto Rico only and may also be used for translation purposes.
Introduction of the Revised Employment Eligibility Verification Form
March 15, 2013
Agency: U.S. Citizenship and Immigration Services, DHS
CHANGES TO FORM I-9
The newly revised Form I–9 makes several improvements designed to minimize errors in form completion. The key revisions to Form I–9 include:
• Adding data fields, including the employee’s foreign passport information (if applicable) and telephone and email addresses.
• Improving the form’s instructions.
• Revising the layout of the form, expanding the form from one to two pages (not including the form instructions and the List of Acceptable Documents).
Employers and certain agricultural recruiters and referrers for a fee (referred to collectively as ‘‘employers’’) are required to verify on Employment Eligibility Verification form (Form I–9) the employment authorization and identity of each individual they hire (or recruit or refer for a fee if applicable), for employment in the United States.
Form I–9 contains three sections.
The purpose of Section 1 of the form is to collect, at the time of hire identifying information about the employee (and preparer or translator if used), and for the employee to attest to whether he or she is a U.S. citizen, noncitizen national, lawful permanent resident, or alien authorized to work in the United States. The employee must also present documentation for review evidencing his or her identity and authorization to engage in this employment.
The purpose of Section 2 of the form is to collect, within 3 business days of the employee’s hire, identifying information from the employer and information regarding the identity and employment authorization documentation presented by the employee and reviewed by the employer.
The purpose of Section 3 of the form is to collect information regarding the continued employment authorization of the employee. This section, if applicable, is completed at the time that the employee’s employment authorization and/or employment authorization documentation recorded in either Section 1 or Section 2 of the form expires. This section may also be used if the employee is rehired within 3 years of the date of the initial execution of the form and to record a name change if Section 3 is otherwise completed.
HOW LONG AM I REQUIRED TO KEEP THE I-9?
Employers are required to maintain Forms I–9 for as long as an individual works for the employer and for the required retention period for the termination of an individual’s employment [either 3 years after the date of hire or 1 year after the date employment ended, whichever is later].
For more information contact:
Clare Vazquez. HR Business Partner
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