It is important to know the steps involved in the process of completing an I-9 employment verification form. A self-audit procedure will help avoid mistakes and erroneous information.
Documents required for employment verification
When an employee applies for employment in the United States, the employer must verify the individual’s eligibility for the job. This process involves the submission of documents. The documents must prove the employee’s identity and the legal authorization to work in the US.
There are three categories of acceptable documents: List A, List B and List C. All documents must be unexpired. An employer can specify what type of document should be submitted, but they may not request more than the required number.
When an employee begins working for a new employer, they should complete Section 1 of Form I-9. They will be asked to provide one document from List B and another document from List C.
Once the employee completes Section 1, the employer should review the documents. If there are any errors or inconsistencies, the employer should ask the employee to make the appropriate corrections.
Form I-9 instructions
Whenever you hire a new employee, you will need to complete a Form I-9. It will help verify that the employee is authorized to work in the United States. In addition to the form, you may also need to provide a photocopy of the documents to your payroll department.
The first step in filling out the form is to complete Section 1. On the form, you need to enter your employee’s name, date of birth, legal name, citizenship, immigration status and ZIP code. You can use the drop-down menus at the bottom to select the document you wish to present.
For List B and List C documents, you can enter the title, abbreviations and document number. If you are a computer user, you can click on the drop-down menus to view embedded instructions from the USCIS.
Social Security card bearing legend “Valid for Employment Only With INS/CIS Authorization” is not acceptable
The Social Security card bearing the legend “Valid for Employment Only with INS/CIS Authorization” is not a worthy occupant of the I-9 sandbox. However, it can be a handy tool in the hand of a savvy employer, if you know what to do with it. It is a good thing, because the neophytes of the workforce are a dime a dozen. As such, a social security card in the right hands is a treasure trove of information. If you are not vigilant, a scoundrel could easily slip into your employ. To protect both parties, it pays to know the best practices for hiring and firing. Ensure that the person in charge has at least a passing grade in English and has no prior criminal record. This will save your company thousands of dollars, and prevent a slew of mishaps down the road.
Form I-9 self-audit procedures can help avoid errors
One of the best ways to avoid errors in employment verification is to follow the correct procedures to fill out an I-9. This may involve establishing a policy, implementing a consistent approach, and completing the form correctly. If you are unsure of the right steps, you can find the information you need on the USCIS website.
In addition to the standard I-9, you can also use an employee authorization document or a List of Acceptable Documents (LOAD) to verify the identity of an employee. However, it is important to remember that you can’t dictate which documents you accept.
The Form I-9 is two pages long. It is important to note that you must complete Sections 1 and 2 before proceeding to section 3. You should also take the time to check for common errors, such as missing fields and omissions, incorrect or incomplete information, and not providing the appropriate documentation.
Office of Special Counsel for Immigration-Related Unfair Employment Practices
The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) was created by Congress to enforce the anti-discrimination provisions of the Immigration and Nationality Act (INA). IRCA prohibits employers from engaging in discrimination based on national origin. Applicants who have suffered discrimination are entitled to relief from their employer.
The Office of Special Counsel is a federal agency based in the Department of Homeland Security’s Civil Rights Division. It has a multilingual staff, and is available to answer questions about employment discrimination. In addition to the litigation that the office has the ability to engage in, it also provides education to employers and employees about IRCA.
As part of its mission, the Office of Special Counsel for Immigration-Related Uneagly Employment Practices announces grants and solicitation for grant applications. The fund is intended to support public education programs on the rights of individuals who have been affected by unfair employment practices.
