Start Your Employment Screening With I-9 Verification: A Guide for Both Employers And Employees

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With the rise of digitalization, many traditional ways of the corporate world have been transformed. As a result, the advanced background e-verification check has become one crucial aspect for the recruiters for safe man force and work environment, producing fruitful results.

But what are the authentic ways of employee screenings? The government has released effective policies in this regard. Let’s read ahead to know about the acts made by the state.

When employing a potential staff to work in the United States, the Immigration Reform and Control Act (IRCA) 1986 mandates all U.S. firms, regardless of size, to complete an I9 employment verification documents. Under certain conditions, re-verification of qualification for employment may be necessary.

E-Verify is a system used by the federal government to improve immigration enforcement. Federal contractors must utilize E-Verify if their contracts include the Federal Acquisition Regulation (FAR) E-Verify provision, and certain states mandate employers to use E-Verify. Other corporations may choose to augment Form I-9 with E-Verify voluntarily.

What Is an I-9 Form and Why Do you Need One?

You must ensure that a new employee is legally qualified to work in the U.s. before hiring them. After you’ve issued an offer of employment but not before, the new employee must complete the I9 employment verification documents, Employment Eligibility Verification, to prove their eligibility to work in the United States.

As an employer, it is your job to ensure that the employee and you both complete this form from the U.S. Citizenship and Immigration Services. Do not file the paperwork with the government; keep it to your other employment history.

Obtaining an I-9 Form

The I-9 form collects information from new workers to verify their advanced background check legal right to work in the United States. No employee is excluded from completing the form.

The I-9 Form is Made up of Three Parts

Part I: Establishing Identity for the Employee

The employee fills up this section of the form. It includes the employee’s full name, contact, date of birth, Social Security number if applicable, email address, and phone number, among other things.

This section is used to certify, under penalty of perjury, that the person is lawfully entitled to work in the U.S. as:

  • A citizen
  • A nonresident national of the state
  • A permanent legal resident
  • An immigrant permitted to remain in the United States If this authorization has an expiration date, the employee must input it.

The alien registration number: an “A-number,” which is a distinctive 7-, 8-, or 9-digits number that is assigned to an alien) or Form I-94 admission number must be entered by a worker who is an alien and permitted to work.

Part II: Reviewing the Employee’s Documents for the Employer

The employer fills up this section of the form. It describes the documentation that the employer has examined to verify job eligibility. The employer should take this step within three days of the employee’s first day on the job. The employer can duplicate the document(s) given but is not obligated to do so.

There are three document lists to choose from. The proportion of Part II, which the recruiter must complete, is determined by the type of papers used.

List A: This list of documents establishes the employee’s identity and their employment permission.

List B: The papers in this list prove the employee’s identity. If an individual does not possess documentation from List A, they must produce one documentation from List B and one record from List C.

Alternative documents allowed to confirm the employee’s identity for minors (under the age of 18) who cannot present one of the forms in List B have included a school history or progress report; customer, physician, or medical record; or day-care or elementary school record.

List C: This document confirms the employee’s eligibility to labor in the United States. If the employee cannot submit documentation from List A, they should produce documents from Lists B and C.

All the contents of the A, B, & C lists can be acknowledged from here.

Part III: For employers in the time on rehiring

This section is filled only by the employers, but it is only needed when rehiring a worker for re-verification. If an employee is rehired within three years of the initial I-9, the employer has the option of completing this section or starting again with a new I-9.

If this section is required, the employer lists the employee’s name (or new title if the employee’s name has changed) and rehire date. In addition, add information about the document creating such authorization if the prior approval of service expired but was recently extended.

Employers must keep I-9s for three years from the recruitment date or one year after the employment terminates, whichever comes first. The national govt may investigate your advanced background checks or job records from time to time. You might face civil and criminal fines if you fail to yield I-9s. The “Handbook for Employers: Instructions for Completing Form I-9” has more information about the I-9. You can also speak with an employment legislation professional if you have any further questions concerning the I-9.

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