As we reported on our blog on November 21, 2016, employers now are required to use the new version of the Employment Eligibility Verification Form I-9. In November, the U.S. Citizenship and Immigration Services (“USCIS”) announced that employers would be required to use the new I-9 form, which is intended to reduce errors and enhance the completion of the form using computers. The new form is designed to assist employers and employees by offering on-screen prompts, specific instructions, drop-down menus and validation to prevent errors.
Specifically, employers and employees will now see the new Form I-9 include:
- In Section 1, “other names used” has been eliminated and replaced with “other last names used.”
- New prompts to ensure information is entered correctly.
- More space for more than one form preparer and translator if necessary.
- A dedicated space for employers to enter required information such as Temporary Protected Status or Optional Practical Training extensions.
As noted in our prior blog post, the new Form I-9 now separates the instructions from the form itself. Other new features include requiring employees to choose whether they are using a translator or preparer to complete the form, inserting “N/A” in any fields not completed, and completing a new box in Section 2 with the employee’s citizenship/immigration status. The new form also includes a quick response (QR) feature. After the form is completed and printed, a QR code is generated automatically, allowing for most QR readers to easily read the code.
The revised Form I-9 is available at the USCIS website at https://www.uscis.gov/i-9.
The St. Louis employment and immigration attorneys at McMahon Berger have been representing employers across the country in labor and employment matters for almost sixty years, and are available to discuss this immigration issue and others. As always, the foregoing is for informational purposes only and does not constitute legal advice regarding any particular situation as every situation must be evaluated on its own facts. The choice of a lawyer is an important decision and should not be based solely on advertisements.