All new employees working in America need to ensure that their employers are using the new form for verifying their identity and employment eligibility. The changes brought about are in effect from November 1, 2023. Form I-9 is used to verify an individual’s identity and employment authorization when they are hired for work in the United States. The form must be completed by both employees and employers (or authorized representatives of the employer).
By using the Form I-9, US employers can remotely verify an employee’s identity and employment eligibility. Employers were required to use the most recent version of Form I-9, which was made available by the Department of Homeland Security (DHS) on November 1, 2023.
In addition to presenting their employer with appropriate documentation, new hires are required to attest to their employment authorization. The employee’s documents must be examined by the employer, who must also enter the document information in the form. If an employer uses a DHS-approved alternative procedure to remotely review an employee’s documentation, they have to disclose that they did so.
Form I-9 may be electronically generated, signed, and maintained in accordance with 8 CFR section 274a.2 regulations from the Department of Homeland Security. Employers who want to have all parties sign electronically must upload the completed form to an electronic signature solution that complies with these regulations; otherwise, both employers and employees must still print the completed sections of the form and sign them by hand.
Employers that take part in E-Verify and are in good standing are entitled to use the DHS-authorized Alternative Procedure at their E-Verify hiring sites to remotely examine employees’ identity and work authorization documentation in order to address the growing number of workers who work remotely.
Employers need to refrain from discriminatory practices, such as deciding which employees are ineligible for remote examination, or treating workers differently because of their citizenship, immigration status, or country of origin. Nonetheless, companies may only use the Alternative Procedure for remote hires; all other employees, whether onsite or in a hybrid role, must undergo a physical examination in person.
