All U.S. employers are responsible for verifying, through a specific process, the identity and work authorization or eligibility of all individuals. To implement this, employers are required to complete Employment Eligibility Verification Form I-9 for all employees.  In today’s world, with so much emphasis on Homeland Security, immigration reform, and focus on legitimate eligibility in the workplace, it is especially important to be certain that your paperwork is accurate and complete.

Such a simple form can cause such huge problems, along with potentially significant fines, for employers if the I-9 is not completed properly or if the employer is not aware of recent changes to what is, and what is not, an acceptable document.  Ask yourself the following questions:

• Did you know that while the I-9 form itself has not changed, that as of 1991, forms that are currently listed on the I-9 form are either no longer acceptable, the form number has changed, or the version of a specific acceptable form has changed?

• Do you know what to do if presented with a receipt for employment authorization in lieu of the original document?

• What do you do when you notice that a long-time employee’s I-9 is missing or may have never been completed at time of hire?

• How do you handle an employee who comes to you with a “new” social security card, to replace the social security number they originally gave you ten year prior?

If you have concerns about one or more of the scenarios listed above, contact SDEA to conduct an audit of your I-9 files.  The audit will consist of a review of all of your I-9 forms to ensure they are completed accurately, that you are accepting acceptable documents, and that there are no obvious discrimination issues.