USCIS Publishes Revised Form I-9. Compliance Deadline is January 22, 2017
The United States Citizenship and Immigration Services Department (“USCIS”) has published its long-awaited revised version of the Form I-9. Beginning on January 22, 2017, employers will be required to use only the new version of the Form I-9 (dated 11/14/2016 N). Until then, employers may continue to use the current version of the Form I-9 (dated 03/08/2013 N) or the new version of the Form I-9.
The new version of the Form I-9 includes several notable changes, including:
- Section 1 asks for “other last names used” rather than “other names used.”
- Section 1 allows employers to enter multiple preparers and translators.
- Section 2 contains a dedicated area for including additional information, unlike the prior version which often required employers to write additional information in the margins.
- Section 2 contains a box for “Citizenship/Immigration Status.”
- The Form I-9 contains a revised set of instructions that includes, among other things, a list of suggested abbreviations for the titles of employment documents.
In addition, the new version of the Form I-9 includes several features designed to reduce user errors, such as drop-down lists and calendars for filling in dates, as well as on-screen instructions for each field. The new version of the Form I-9, as well as the revised set of instructions, can be accessed on the USCIS webpage: (https://www.uscis.gov/i-9).
President-Elect Donald J. Trump has promised to focus on immigration enforcement during his administration, so now is the time to prepare for the transition to the new Form I-9 and other workplace immigration issues.
The ScottHulse labor and employment team 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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