New Version of USCIS Form I-9 is Now Available. Deadline for Implementation of the New Form I-9 is September 18, 2017
By John S. Collins, Associate Attorney
On Monday, July 17, 2017, the United States Citizenship and Immigration Services Department (“USCIS”) released another revised version of the Form I-9, Employment Eligibility Verification. The latest version of the Form I-9 contains minor changes to the Instructions section and the List of Acceptable Documents. Specifically, the Instructions section contains the following revisions:
- The Instructions have been updated to reflect that the Office of Special Counsel for Immigration-Related Unfair Employment Practices has changed its name to the Immigrant and Employee Rights Section.
- References made in the Instructions to “the end of the first day of employment” have been shortened to “the first day of employment.”
In addition to the revisions to the Instructions section, the List of Acceptable Documents contains the following changes:
- The Consular Report of Birth Abroad (Form FS-240) has been added to List C on the List of Acceptable Documents.
- The Certifications of Report of Birth issued by the Department of State (Form FS-545, Form DS-1350, and Form FS-240) have been combined in List C of the List of Acceptable Documents.
- The documents in List C of the List of Acceptable Documents have been renumbered.
Fortunately, the new version of the Form I-9 does not contain significant substantive changes, and it retains the user-friendly features that were introduced in the version of the Form I-9 that was released in November 2016.
Employers can use the latest version of the Form I-9 (revision date of 07/17/17 N) or continue using the Form I-9 that was released in November 2016 (revision date of 11/14/16 N) through September 17, 2017. However, beginning on September 18, 2017, employers must use the latest version of the Form I-9 (revision date of 07/17/17 N). The new version of the Form I-9 can be found of the USCIS website located at https://www.uscis.gov/i-9.
The labor and employment team at ScottHulse, P.C. is experienced in conducting trainings and audits to ensure proper completion of the Form I-9, and will help guide you in implementing the new Form I-9 in your business. If you have any questions about this or we can assist with any other matter, please do not hesitate to contact us.
THIS INFORMATION IS PROVIDED AS A COURTESY – NOT AS LEGAL ADVICE. Please know that we are raising the above issues as a courtesy and for informational purposes only. It is not intended as a substitute for legal advice concerning a particular situation that may be affecting your business.
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