An I-9 Guide for Employers
The Immigration Reform and Control Act (IRCA) of 1986 requires all US employers to complete a Form I-9 (I-9) upon hiring a new employee to work in the U.S. The I-9 is used to verify an employee’s identity and work authorization. Employers must verify the employment eligibility of all new employees and are prohibited from discrimination based on national origin or citizenship status. If the I-9 is not filled out carefully or thoroughly, substantial fines and potential government trouble could come into play.
The federal government uses E-Verify to supplement the enforcement of federal immigration law. E-Verify is required for federal contracts that contain a FAR E-Verify clause. Several states have also enacted laws that require employers to register and use E-Verify. If using E-Verify, the employer enters the employee’s information from the I-9 to create a case. When you outsource human resources management, this process is managed for you.
Whether you choose to outsource HR or handle HR tasks on your own, here’s what you need to know about the form and some of the common errors associated with it. Immigration and Customs Enforcement (ICE) enforces employer compliance with I-9 and E-Verify rules.
