Form I-9 Verification
Employment Eligibility Verification is the key element of E-Verify's web-
We provide efficient I-9 management and storage services for our clients, which meet the US employment and certification requirements. Our experts will guide you through the Form I-9 Documents and all types of Form I-9 Instructions in detail and at your convenience.
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Simplifying the Form I-9 Process
Peopletrail can make the Form I-9 process simple for your business. This is a post-hire activity that requires employer action. However, Peopletrail has partnered with the Social Security Administration (SSA) and Department of Homeland Security (DHS) to provide access directly through your ATS or our background screening portal. First, you need to get candidates to complete Section 1 of the I-9 form ate of recruitment. Once hired Section 2 of the I-9 is supposed to be completed by employers within three days of the employee being hired.
Form I-9 Management
Employers must retain I-9 forms for three years after the date of hire or one year after the date of termination. Additionally, the law requires recruiters and referrers to retain I-9 forms for three years after the date of any hire. Failure to properly complete and retain the I-9 form subjects employers to civil penalties ranging from $100 to $1,100. This service allows you to store and verify electronic I-9 forms for employees, saving the hassle of storing and maintenance.
Employment eligibility verification
Form I-9 verification is used for verifying the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens. Both employees and employers (or authorized representatives of the employer) must complete the form.
Form I-9 Instructions - What must the employers expect and do?
Form I-9 Documents
Necessary form I-9 documents need to be provided by the employee that verifies their eligibility for employment in the U.S and their identity. There are three different lists – A, B, and C.
Employees are required to provide one document that verifies both employment eligibility and identity.
- Unexpired Foreign Passport with the I-94 form attached or an I-551 stamp to indicate an unexpired employment authorization
- Unexpired US Passport or Passport Card
- Alien Registration Receipt Card or Permanent Resident Card (Green Card) with a photograph
- Unexpired Temporary Resident Card
- Unexpired Employment Authorization Document that includes a photograph issued by the Department of Homeland Security
- Unexpired Employment Authorization Card
Employees are required to provide one document to verify identity.
- US Armed Services identification card or Draft record
- Federal or State ID Card (must contain identifying information such as name, address, gender, height, birthday and eye color or photograph)
- School ID with a photograph
- Driver’s License or ID Card (must contain identifying information or photograph)
- US Coast Guard Merchant Mariner Card
- Voter Registration Card
- Driver’s License issued by a Canadian government authority
- Native American Tribal document
Following documents can be provided for candidates under the age of 18:
- Clinic, Doctor, or Hospital Record
- Day-Care of Nursery School Record
- School Record or Report Card
Employees are required to provide one document that verifies employment eligibility.
- Birth Certificate issued by the US State Department
- US Social Security Card issued by the Social Security Administration
- Certificate of Naturalization
- Certificate of US Citizenship
- US Citizen ID Card
- Native American Tribal Document
- Unexpired Employment Authorization Card issued by the Department of Homeland Security
Get Started with Form I-9 Verification
Understanding I-9 Anti-Discrimination
The Immigration Reform and Control Act has included anti-discrimination provisions along with the I-9 Form, which mandates that an individual legally allowed to work in the United States cannot be discriminated against on citizenship status or national origin while hiring or terminating.
The provision also requires standardized compliance of I-9 enforcement. This means all candidates are required to complete the I-9 before they can start working, regardless of the circumstances. These provisions are set in place by the Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC).
Types of I-9 Discrimination
Peopletrail has a deep understanding of all I-9 rules and regulations. We can help you stay compliant and protect your business from accidentally discriminating against candidates, applicants, and/or employees. These are common types of I-9 discrimination.
National Origin Discrimination
Employers are not allowed to treat their employees differently per the Equal Employment Opportunity Commission (EEOC) based on their ancestry, birthplace, country of origin, and native language or accent.
Citizenship or Immigration Status Discrimination
Employers are not allowed to discriminate against applicants and/or employees on the basis of their citizenship or whether they are work-authorized individuals or not. This involves recent permanent residents, citizens, temporary residents, those with a work visa, and refugees.
Unfair Documentary Practices
Employers cannot request unnecessary or additional documents from potential candidates, other than the ones deemed relevant when verifying their employment eligibility. In addition, employers are not allowed to request for additional documents or deny accepting reasonably genuine-looking documents for the purpose of discrimination.
No employee should be discriminated against, simply because they filed a formal complaint with the OSC or cooperated with them on an investigation. They should not be discriminated against even if they contested unfair actions based on protected anti-discrimination provisions, such as their national origin.