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Blank USCIS I-9 Form

The USCIS I-9 form is a document used by employers to verify the identity and employment eligibility of individuals hired for work in the United States. This important form ensures that all employees are authorized to work, helping to maintain compliance with federal immigration laws. Completing the I-9 form accurately is essential for both employers and employees to avoid potential legal issues.

Outline

The USCIS I-9 form plays a crucial role in the employment verification process in the United States. Employers use this form to confirm the identity and work authorization of their employees. It consists of three sections: the first section requires the employee to provide personal information, such as name, address, and date of birth, along with documentation proving their eligibility to work. The second section is completed by the employer, who must review the documents presented by the employee and attest to their authenticity. Finally, the third section addresses reverification for employees whose work authorization may expire. Accurate completion of the I-9 form is essential, as failure to comply can lead to significant penalties for employers. Understanding the nuances of the I-9 process is vital for both employers and employees, ensuring a smooth and lawful hiring experience.

Sample - USCIS I-9 Form

	Employment Eligibility Verification	USCIS
	Department of Homeland Security	Form I-9
	Department of Homeland Security	OMB No.1615-0047
	U.S. Citizenship and Immigration Services	OMB No.1615-0047
	U.S. Citizenship and Immigration Services	Expires 05/31/2027

START HERE: Employers must ensure the form instructions are available to employees when completing this form. Employers are liable for failing to comply with the requirements for completing this form. See below and the Instructions.

ANTI-DISCRIMINATION NOTICE: All employees can choose which acceptable documentation to present for Form I-9. Employers cannot ask employees for documentation to verify information in Section 1, or specify which acceptable documentation employees must present for Section 2 or Supplement B, Reverification and Rehire. Treating employees differently based on their citizenship, immigration status, or national origin may be illegal.

Section 1. Employee Information and Attestation: Employees must complete and sign Section 1 of Form I-9 no later than the first day of employment, but not before accepting a job offer.

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Other Last Names Used (if any)

Address (Street Number and Name)

Apt. Number (if any)

City or Town

State

ZIP Code

Date of Birth (mm/dd/yyyy)

U.S. Social Security Number

Employee's Email Address

Employee's Telephone Number

I am aware that federal law		Check one of the following boxes to attest to your citizenship or immigration status (See page 2 and 3 of the instructions.):
provides for imprisonment and/or		1. A citizen of the United States
fines for false statements, or the		1. A citizen of the United States
fines for false statements, or the
use of false documents, in		2. A noncitizen national of the United States (See Instructions.)
connection with the completion of	3.		A lawful permanent resident (Enter USCIS or A-Number.)
this form. I attest, under penalty
this form. I attest, under penalty	4.		An alien authorized to work until			(exp. date, if any)
of perjury, that this information,	4.		An alien authorized to work until			(exp. date, if any)
including my selection of the box		If you check Item Number 4., enter one of these:
attesting to my citizenship or		If you check Item Number 4., enter one of these:
immigration status, is true and		USCIS A-Number		OR	Form I-94 Admission Number			OR	Foreign Passport Number and Country of Issuance
correct.				OR				OR
correct.

Signature of Employee							Today's Date (mm/dd/yyyy)

If a preparer and/or translator assisted you in completing Section 1, that person MUST complete the Preparer and/or Translator Certification on Page 3.

Section 2. Employer Review and Verification: Employers or their authorized representative must complete and sign Section 2 within three business days after the employee's first day of employment, and must physically examine, or examine consistent with an alternative procedure authorized by the Secretary of DHS, documentation from List A OR a combination of documentation from List B and List C. Enter any additional documentation in the Additional Information box; see Instructions.

	List A	OR	List B	AND	List C
Document Title 1

Issuing Authority

Document Number (if any)

Expiration Date (if any)

Document Title 2 (if any)			Additional Information

Issuing Authority

Document Number (if any)

Expiration Date (if any)

Document Title 3 (if any)

Issuing Authority

Document Number (if any)

Expiration Date (if any)			Check here if you used an alternative procedure authorized by DHS to examine documents.

Certification: I attest, under penalty of perjury, that (1) I have examined the documentation presented by the above-named employee, (2) the above-listed documentation appears to be genuine and to relate to the employee named, and (3) to the best of my knowledge, the employee is authorized to work in the United States.

First Day of Employment (mm/dd/yyyy):

Last Name, First Name and Title of Employer or Authorized Representative		Signature of Employer or Authorized Representative	Today's Date (mm/dd/yyyy)

Employer's Business or Organization Name	Employer's Business or Organization Address, City or Town, State, ZIP Code

For reverification or rehire, complete Supplement B, Reverification and Rehire on Page 4.

Form I-9 Edition 01/20/25

Page 1 of 4

LISTS OF ACCEPTABLE DOCUMENTS

All documents containing an expiration date must be unexpired.

* Documents extended by the issuing authority are considered unexpired.

Employees may present one selection from List A or a

combination of one selection from List B and one selection from List C.

Examples of many of these documents appear in the Handbook for Employers (M-274).

		LIST A			LIST B					LIST C
Documents that Establish Both Identity			OR		Documents that Establish Identity	AND			Documents that Establish Employment
	and Employment Authorization		OR		Documents that Establish Identity	AND				Authorization
	and Employment Authorization									Authorization
1.	U.S. Passport or U.S. Passport Card			1. Driver's license or ID card issued by a State or				1. A Social Security Account Number card,
1.	U.S. Passport or U.S. Passport Card			1. Driver's license or ID card issued by a State or				unless the card includes one of the following
					outlying possession of the United States			unless the card includes one of the following
2.	Permanent Resident Card or Alien				outlying possession of the United States			restrictions:
					provided it contains a photograph or			restrictions:
					provided it contains a photograph or
	Registration Receipt Card (Form I-551)				information such as name, date of birth,				(1)	NOT VALID FOR EMPLOYMENT
					sex, height, eye color, and address				(2)
3.	Foreign passport that contains a				sex, height, eye color, and address					VALID FOR WORK ONLY WITH
3.	Foreign passport that contains a									VALID FOR WORK ONLY WITH
	temporary I-551 stamp or temporary									INS AUTHORIZATION
	temporary I-551 stamp or temporary			2. ID card issued by federal, state or local						INS AUTHORIZATION
	I-551 printed notation on a machine-			2. ID card issued by federal, state or local
	I-551 printed notation on a machine-				government agencies or entities, provided it				(3)	VALID FOR WORK ONLY WITH
	readable immigrant visa				government agencies or entities, provided it				(3)	VALID FOR WORK ONLY WITH
	readable immigrant visa				contains a photograph or information such as					DHS AUTHORIZATION
					contains a photograph or information such as					DHS AUTHORIZATION
4.	Employment Authorization Document				name, date of birth, sex, height, eye color,
4.	Employment Authorization Document				and address
	that contains a photograph (Form I-766)				and address		2.		Certification of report of birth issued by the
	that contains a photograph (Form I-766)						2.		Certification of report of birth issued by the
				3. School ID card with a photograph					Department of State (Forms DS-1350,
5. For an individual temporarily authorized									Department of State (Forms DS-1350,
									FS-545, FS-240)

	to work for a specific employer because
	to work for a specific employer because			4.	Voter's registration card
	of his or her status or parole:			4.	Voter's registration card		3.		Original or certified copy of birth certificate
	of his or her status or parole:						3.		Original or certified copy of birth certificate
									issued by a State, county, municipal
	a. Foreign passport; and			5.	U.S. Military card or draft record				issued by a State, county, municipal
	a. Foreign passport; and			5.	U.S. Military card or draft record				authority, or territory of the United States
	b. Form I-94 or Form I-94A that has			6.	Military dependent's ID card				bearing an official seal
	the following:							4. Native American tribal document
	the following:			7. U.S. Coast Guard Merchant Mariner Card

	(1)	The same name as the
	(1)	The same name as the						5. U.S. Citizen ID Card (Form I-197)
	(2)	passport; and		8.	Native American tribal document			5. U.S. Citizen ID Card (Form I-197)
		passport; and		8.	Native American tribal document
		An endorsement of the					6.		Identification Card for Use of Resident
		An endorsement of the		9.	Driver's license issued by a Canadian		6.		Identification Card for Use of Resident
		individual's status or parole as		9.	Driver's license issued by a Canadian				Citizen in the United States (Form I-179)
		long as that period of			government authority
		long as that period of			government authority
		endorsement has not yet					7.		Employment authorization document
		endorsement has not yet		For persons under age 18 who are			7.		Employment authorization document
		expired and the proposed		For persons under age 18 who are					issued by the Department of Homeland
		employment is not in conflict			unable to present a document				Security
		with any restrictions or			listed above:				For examples, see Section 7 and
		limitations identified on the form.							For examples, see Section 7 and
		limitations identified on the form.		10.	School record or report card				Section 13 of the M-274 on
				10.	School record or report card				Section 13 of the M-274 on
6. Passport from the Federated States of									uscis.gov/i-9-central.
6. Passport from the Federated States of				11.	Clinic, doctor, or hospital record				uscis.gov/i-9-central.
	Micronesia (FSM) or the Republic of the			11.	Clinic, doctor, or hospital record				The Form I-766, Employment
	Marshall Islands (RMI) with Form I-94 or								The Form I-766, Employment
	Marshall Islands (RMI) with Form I-94 or			12. Day-care or nursery school record					Authorization Document, is a List A, Item
	Form I-94A indicating nonimmigrant			12. Day-care or nursery school record					Number 4. document, not a List C
	admission under the Compact of Free								document.
	Association Between the United States								document.
	Association Between the United States
	and the FSM or RMI

Acceptable Receipts

May be presented in lieu of a document listed above for a temporary period.

For receipt validity dates, see the M-274.

●Receipt for a replacement of a lost, stolen, or damaged List A document.

●Form I-94 issued to a lawful permanent resident that contains an I-551 stamp and a photograph of the individual.

●Form I-94 with “RE” notation or refugee stamp issued to a refugee.

Receipt for a replacement of a lost, stolen, or damaged List B document.

Receipt for a replacement of a lost, stolen, or damaged List C document.

*Refer to the Employment Authorization Extensions page on I-9 Central for more information.

Form I-9 Edition 01/20/25

Page 2 of 4

Supplement A,	USCIS
Preparer and/or Translator Certification for Section 1	Form I-9
Department of Homeland Security	Supplement A
Department of Homeland Security	OMB No. 1615-0047
U.S. Citizenship and Immigration Services	Expires 05/31/2027

Last Name (Family Name) from Section 1.

First Name (Given Name) from Section 1.

Middle initial (if any) from Section 1.

Instructions: This supplement must be completed by any preparer and/or translator who assists an employee in completing Section 1 of Form I-9. The preparer and/or translator must enter the employee's name in the spaces provided above. Each preparer or translator must complete, sign, and date a separate certification area. Employers must retain completed supplement sheets with the employee's completed Form I-9.

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator			Date (mm/dd/yyyy)

Last Name (Family Name)	First Name (Given Name)				Middle Initial (if any)

Address (Street Number and Name)		City or Town		State	ZIP Code

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator

Date (mm/dd/yyyy)

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Address (Street Number and Name)

City or Town

State

ZIP Code

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator

Date (mm/dd/yyyy)

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Address (Street Number and Name)

City or Town

State

ZIP Code

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Signature of Preparer or Translator

Date (mm/dd/yyyy)

Last Name (Family Name)

First Name (Given Name)

Middle Initial (if any)

Address (Street Number and Name)

City or Town

State

ZIP Code

Form I-9 Edition 01/20/25

Page 3 of 4

Supplement B,	USCIS
Reverification and Rehire (formerly Section 3)	Form I-9
Department of Homeland Security	Supplement B
Department of Homeland Security	OMB No. 1615-0047
U.S. Citizenship and Immigration Services	Expires 05/31/2027

Last Name (Family Name) from Section 1.

First Name (Given Name) from Section 1.

Middle initial (if any) from Section 1.

Instructions: This supplement replaces Section 3 on the previous version of Form I-9. Only use this page if your employee requires reverification, is rehired within three years of the date the original Form I-9 was completed, or provides proof of a legal name change. Enter the employee's name in the fields above. Use a new section for each reverification or rehire. Review the Form I-9 instructions before completing this page. Keep this page as part of the employee's Form I-9 record. Additional guidance can be found in the

Handbook for Employers: Guidance for Completing Form I-9 (M-274)

Date of Rehire (if applicable)	New Name (if applicable)
Date (mm/dd/yyyy)	Last Name (Family Name)	First Name (Given Name)	Middle Initial

Reverification: If the employee requires reverification, your employee can choose to present any acceptable List A or List C documentation to show
continued employment authorization. Enter the document information in the spaces below.

Document Title		Document Number (if any)		Expiration Date (if any) (mm/dd/yyyy)

I 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 documentation, the documentation I examined appears to be genuine and to relate to the individual who presented it.

Name of Employer or Authorized Representative		Signature of Employer or Authorized Representative			Today's Date (mm/dd/yyyy)

Additional Information (Initial and date each notation.)					Check here if you used an
					alternative procedure authorized
					by DHS to examine documents.


Date of Rehire (if applicable)	New Name (if applicable)
Date (mm/dd/yyyy)	Last Name (Family Name)		First Name (Given Name)			Middle Initial

Reverification: If the employee requires reverification, your employee can choose to present any acceptable List A or List C documentation to show
continued employment authorization. Enter the document information in the spaces below.
Document Title		Document Number (if any)		Expiration Date (if any) (mm/dd/yyyy)

I 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 documentation, the documentation I examined appears to be genuine and to relate to the individual who presented it.

Name of Employer or Authorized Representative		Signature of Employer or Authorized Representative			Today's Date (mm/dd/yyyy)

Additional Information (Initial and date each notation.)					Check here if you used an
					Check here if you used an
					alternative procedure authorized
					by DHS to examine documents.


Date of Rehire (if applicable)	New Name (if applicable)
Date (mm/dd/yyyy)	Last Name (Family Name)		First Name (Given Name)			Middle Initial

Reverification: If the employee requires reverification, your employee can choose to present any acceptable List A or List C documentation to show
continued employment authorization. Enter the document information in the spaces below.
Document Title		Document Number (if any)		Expiration Date (if any) (mm/dd/yyyy)

I 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 documentation, the documentation I examined appears to be genuine and to relate to the individual who presented it.

Name of Employer or Authorized Representative		Signature of Employer or Authorized Representative			Today's Date (mm/dd/yyyy)

Additional Information (Initial and date each notation.)					Check here if you used an
					Check here if you used an
					alternative procedure authorized
					by DHS to examine documents.

Form I-9 Edition 01/20/25

Page 4 of 4

Click for PDF

Form Information

Fact Name	Description
Purpose	The USCIS I-9 form is used to verify the identity and employment authorization of individuals hired for employment in the United States.
Who Must Complete	All employers must complete the I-9 form for each employee hired after November 6, 1986.
Completion Timeline	Employers must complete the I-9 form within three business days of the employee's start date.
Employee Responsibility	Employees must provide valid documentation to establish their identity and eligibility to work in the U.S.
Retention Period	Employers must retain the completed I-9 form for three years after the employee's hire date or one year after termination, whichever is longer.
State-Specific Forms	Some states may have additional forms or requirements; for example, California has the California I-9 form governed by state employment laws.
Penalties for Non-Compliance	Employers may face fines and penalties for failing to properly complete and retain the I-9 form.
Electronic I-9	Employers can use electronic systems to complete and store I-9 forms, provided they comply with federal regulations.

Detailed Guide for Filling Out USCIS I-9

Completing the USCIS I-9 form is essential for verifying employment eligibility in the United States. Follow these steps to ensure the form is filled out correctly.

Obtain the USCIS I-9 form. You can download it from the USCIS website or request a hard copy from your employer.
Fill out Section 1, which is for employee information. Provide your full name, address, date of birth, and Social Security number. Indicate your citizenship status by checking the appropriate box.
Sign and date Section 1. This confirms that the information you provided is accurate.
In Section 2, your employer will complete the necessary information. They will need to review your documents that establish your identity and employment eligibility.
Provide the required documents to your employer. Acceptable documents include a U.S. passport, a permanent resident card, or a combination of documents from List A, B, and C of the I-9 instructions.
After your employer completes Section 2, they will sign and date the form. This indicates that they have verified your documents.
Keep your copy of the I-9 form for your records. Your employer is required to retain the original for a specified period.

Obtain Answers on USCIS I-9

What is the USCIS I-9 form?
The USCIS I-9 form, officially known as the Employment Eligibility Verification form, is a document that employers in the United States must complete for every new hire. This form verifies the identity and employment authorization of individuals hired for employment in the U.S. It is a crucial step in ensuring that employers comply with federal laws regarding the hiring of authorized workers.
Who needs to complete the I-9 form?
All employers must complete the I-9 form for each employee they hire, regardless of the employee's citizenship status. This includes U.S. citizens, permanent residents, and non-citizens who are authorized to work in the United States. It is important for both the employer and the employee to understand their responsibilities in completing this form accurately.
What documents are required for the I-9 form?
Employees must present documents that establish both their identity and their eligibility to work. The I-9 form lists acceptable documents in three categories:
- List A: Documents that establish both identity and employment authorization (e.g., U.S. passport, Permanent Resident Card).
- List B: Documents that establish identity (e.g., driver's license, state ID).
- List C: Documents that establish employment authorization (e.g., Social Security card, birth certificate).
Employees can choose to provide documents from List A or a combination of one document from List B and one from List C.
What happens if the I-9 form is not completed?
If the I-9 form is not completed, the employer may face serious consequences, including fines and penalties. Additionally, the employee may not be legally permitted to work. It is vital for both parties to ensure that the I-9 form is completed accurately and on time. Employers should retain the completed forms for a specified period, as they may be subject to inspection by federal authorities.

Common mistakes

Filling out the USCIS I-9 form correctly is crucial for both employers and employees. Mistakes can lead to delays, penalties, or even legal issues. Here are seven common mistakes people often make when completing this important document.

One frequent error is not providing the correct identification documents. Employees must present valid documents that establish both identity and employment eligibility. Some individuals mistakenly think that any form of identification will suffice. It’s essential to refer to the list of acceptable documents provided by USCIS to ensure compliance.

Another common mistake is failing to complete the form within the required time frame. Employers must verify the employee's eligibility within three days of their start date. Delays in completing the I-9 can result in penalties for the employer. Employees should be proactive in providing their documentation to avoid any issues.

Many people overlook the importance of signing and dating the form. The I-9 form requires both the employee and the employer to sign and date it. An unsigned form is considered incomplete, which can lead to complications later on. Always double-check that all necessary signatures are in place before submitting.

Inaccurate information is another significant pitfall. Errors in names, Social Security numbers, or dates can create confusion and may lead to compliance issues. It’s advisable to take your time and review all entries for accuracy. If a mistake is found, it’s better to correct it immediately rather than waiting until later.

Some individuals also forget to use the most current version of the I-9 form. USCIS periodically updates the form, and using an outdated version can cause problems. Always verify that you are using the latest form available on the USCIS website to ensure compliance.

Additionally, people sometimes fail to understand the distinction between Section 1 and Section 2 of the form. Section 1 is filled out by the employee, while Section 2 is completed by the employer. Mixing up these sections can lead to errors that may complicate the verification process.

Lastly, not keeping proper records can be a costly mistake. Employers are required to retain completed I-9 forms for a specific period. Failing to maintain these records can lead to fines and audits. It is important to have a system in place to ensure that all forms are stored securely and are easily accessible if needed.

Documents used along the form

The USCIS I-9 form is essential for verifying the identity and employment eligibility of individuals hired for work in the United States. However, several other forms and documents often accompany it to ensure compliance with employment regulations. Below is a list of commonly used forms and documents that may be required alongside the I-9 form.

W-4 Form: This form is used by employees to indicate their tax situation to their employer. It helps determine the amount of federal income tax to withhold from each paycheck.
State Tax Withholding Form: Similar to the W-4, this form is specific to state taxes. Employees fill it out to inform their employer about state tax withholding preferences.
Form 1099: This form is used to report income received by independent contractors or freelancers. It is not for employees but is essential for tax reporting purposes.
Employment Agreement: This document outlines the terms of employment, including job responsibilities, salary, and benefits. It serves as a formal agreement between the employer and employee.
Background Check Authorization: Employers may require this document to obtain consent from the employee to conduct a background check, ensuring a safe and trustworthy workplace.

Understanding these forms and documents is crucial for both employers and employees to navigate the employment process effectively. Proper documentation not only ensures compliance but also promotes a transparent and fair work environment.

Similar forms

Form W-4: This form is used by employees to indicate their tax situation to their employer. Like the I-9, it is essential for compliance with federal regulations. Both forms require personal information and must be completed by the employee.
Form 1040: This is the U.S. Individual Income Tax Return. While it serves a different purpose, it also collects personal information and is a critical document for verifying income. Both forms are important for tax compliance.
Form I-765: This form is for applying for work authorization in the U.S. It is similar to the I-9 in that it relates to employment eligibility. Both forms are part of the process of establishing a person's right to work in the country.
Form I-20: This document is issued to international students to confirm their eligibility to study in the U.S. Like the I-9, it requires verification of identity and eligibility, although it is focused on education rather than employment.
Form DS-2019: This form is used for the J-1 Exchange Visitor Program. It certifies that an individual is eligible to participate in an exchange program. Similar to the I-9, it involves verification of identity and eligibility, but it pertains to cultural and educational exchange.

Dos and Don'ts

Filling out the USCIS I-9 form correctly is crucial for compliance with employment eligibility verification. Below are essential do's and don'ts to guide you through the process.

Do read the instructions carefully before starting.
Do provide accurate information in all sections.
Do complete the form on or before the employee's first day of work.
Do ensure that the employee presents valid identification documents.

Don't leave any sections blank; fill in all required fields.
Don't use white-out or erasers; corrections should be made by striking through and initialing.
Don't submit the form without signatures from both the employer and the employee.
Don't forget to keep a copy for your records.

Misconceptions

The USCIS I-9 form is a crucial document for verifying the identity and employment authorization of individuals hired for work in the United States. However, several misconceptions surround this form, which can lead to confusion for employers and employees alike. Below is a list of common misunderstandings regarding the I-9 form:

The I-9 form is only for new employees. Many believe that the I-9 form must only be completed for new hires. In reality, it is required for all employees, regardless of when they were hired, as long as they are working in the U.S.
Employers must keep the I-9 form for a specific number of years. Some think there is a fixed time frame for retaining the I-9 form. Employers must keep the form for three years after the date of hire or one year after the employee’s termination, whichever is longer.
Only U.S. citizens need to complete the I-9 form. This is a common misconception. All employees, including non-citizens, must complete the I-9 form to verify their eligibility to work in the United States.
The I-9 form does not require supporting documents. Many assume that the I-9 form can be completed without any additional documentation. However, employees must provide documents that establish their identity and work authorization, as specified on the form.
Employers can choose which documents to accept. Some believe that employers have the discretion to accept any documents. In fact, the I-9 form specifies acceptable documents, and employers must adhere to these guidelines.
Once the I-9 form is completed, it never needs to be updated. This is misleading. If an employee's work authorization status changes, or if they are re-hired after a break in employment, the I-9 form may need to be updated.
Employers can ask for specific documents from employees. This misconception leads to potential discrimination. Employers cannot dictate which documents employees must provide; they can only request documents from the lists provided on the I-9 form.
The I-9 form is only necessary for employees in certain industries. This is incorrect. The I-9 form is required for all employers and employees in the U.S., regardless of the industry.
Failure to complete the I-9 form results in automatic penalties. While there are penalties for non-compliance, they are not automatic. Employers may have the opportunity to rectify any mistakes or omissions before facing penalties.
The I-9 form can be completed online. Many think that the I-9 form can be submitted electronically. While employers can use electronic systems to manage the I-9 process, the form itself must be printed, signed, and retained in physical or electronic format.

Understanding these misconceptions can help both employers and employees navigate the requirements of the I-9 form with greater confidence and clarity. Ensuring compliance not only protects the rights of workers but also safeguards employers from potential legal issues.

Key takeaways

Filling out the USCIS I-9 form is an essential process for employers and employees in the United States. Here are some key takeaways to keep in mind:

Purpose of the Form: The I-9 form is used to verify the identity and employment authorization of individuals hired for employment in the U.S.
Completion Timeline: Employers must ensure that the I-9 form is completed within three days of the employee's start date.
Acceptable Documents: Employees must present valid documents that establish both identity and employment eligibility. A list of acceptable documents is provided on the form.
Record Keeping: Employers are required to keep completed I-9 forms for a specific period, typically three years after the hire date or one year after the employee's termination, whichever is longer.
Penalties for Non-Compliance: Failing to properly complete or retain I-9 forms can result in fines and penalties for employers, making compliance crucial.

Understanding these points can help ensure that both employers and employees navigate the I-9 process smoothly and in accordance with federal regulations.