Today Employers Must Start Using The New Form I-9
Starting Today Employers Must Use The New Form I-9
As of today, May 1, 2020, Employers MUST use the new version of the Form I-9 showing expiration date of 10/31/2022 at the top right of the form.
Hopefully, all employers are already using the new version of the Form I-9, and this is simply a reminder that as of today, employers may be subject to fines and penalties if they use the expired version that was allowed by USCIS until April 30, 2020.
For more details about the new form I-9, please see our previous article here:
https://www.usimmigrationcompliance.com/single-post/2020/02/06/USCIS-Releases-new-Version-of-Form-I-9-What-Employers-Need-to-Know Employer Should Ensure Their I-9 Vendors and Onboarding Services Use New I-9: Remember that if the employer is using a third party vendor or onboarding service for electronic I-9s, the employer is still 100% liable for any errors. If your company uses an I-9 vendor or onboarding service, we recommend that you check to make sure that system is fully updated to include the latest version of the form I-9, and that the form I-9 functions are up to date with current government standards. I-9 Administrator Certification & Training:
ICE Best Practices includes annual I-9 administrator and certification training. If our I-9 administrators have not gone through training on the new I9, now is the time to have them trained by I-9 experts. If you have I-9 questions, or if you are unsure if your I-9 vendor is up to date with latest government I-9 requirements, please consider registering for one of our live I-9 training webinars, taught by licensed and experienced corporate immigration attorneys, by clicking here: https://www.usimmigrationcompliance.com/training
Business Immigration Attorney MDIVANI CORPORATE IMMIGRATION LAW FIRM
NOT LEGAL ADVICE: This article is for educational purposes only, it is not legal advice that may be applicable to our situation
The information provided here does not constitute legal advice. It is general information regarding law and policy that may be applicable to your particular HR issue or legal problem. Information provided in this blog, or any of our other public posts, does not create an attorney-client relationship. For specific advice you can rely upon, please contact your attorney.