I-9 Compliance
 
National Employment Screening is authorized by DHS to conduct I-9 employment eligibility verifications through the E-Verify program on behalf of our clients.

This helps insure your company's compliance with the new laws by running your candidate’s documents through DHS and Social Security Administration (SSA) databases.

DHS then issues a confirmation that the I-9 forms and documents are valid and the candidate is eligible to work in the U.S., or a tentative non-confirmation which requires the candidate to contact the appropriate agency to resolve any potential I-9 verification discrepancy.

Over 19,000 US companies are already enrolled in this online program.

See description of I-9 Employment Form Regulations below:

U.S. businesses are not permitted to employ non-U.S. citizens or foreigners lacking a valid work authorization. Responsibility for enforcement of this requirement now lies with the Department of Homeland Security (DHS).

I-9 Verification of employment eligibility is the sole responsibility of the employer.

Form I-9 requires every employer to obtain and keep on file positive evidence that they have checked each employee’s identity and U.S. work eligibility. Employers are subject to audit by DHS and may be required to show I-9 employment form documentation upon request.

 

Purpose of Form :
All U.S. employers are responsible for completion and retention of Form I-9 for each individual they hire for employment in the United States. This includes citizens and non-citizens. On the form, the employer must verify the employment eligibility and identity documents presented by the employee and record the document information on the Form I-9. Acceptable documents are listed on the back of the form, and detailed below under "Special Instructions."

Where to File :
Do not file Form I-9 with U.S. Immigrations and Customs Enforcement (ICE) or USCIS. Form I-9 must be kept by the employer either for three years after the date of hire or for one year after employment is terminated, whichever is later. The form must be available for inspection by authorized U.S. Government officials (e.g., ICE, Department of Labor).

Special Instructions :
Notice regarding expiration of control number on Form I-9, Employment Eligibility Verification: The Office of Management and Budget (OMB) control number on the current Form I-9 expired March 31, 2007. USCIS is working on issuing a Form I-9 with an updated control number. This expiration does not affect employers' requirement to comply with employment eligibility verification responsibilities, and employers should continue to use this current version of the Form I-9 until an updated form is posted.

This version of Form I-9, Employment Eligibility Verification, is a fillable form. You should have the latest version of the free Adobe Reader to use the form.

Please note the following changes to the Form I-9 process:

Form I-766 (Employment Authorization Document), although not listed on the 5/31/05 version of the Form I-9, is an acceptable List A document #10.
Form I-151 is no longer an acceptable List A document #5. However, Form I-551 remains an acceptable List A document #5.

The following documents have been removed from the list of acceptable identity and work authorization documents: Certificate of U.S. Citizenship (List A #2), Certificate of Naturalization (List A #3), Unexpired Reentry Permit (List A #8) and Unexpired Refugee Travel Document (List A #9).
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I-9 Frequently Asked Questions

I-9 Compliance

 I-9 Verification


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None of the information in this web site should be construed as legal advice. All forms policies, terms, information and procedures should be reviewed by your legal counsel before being used in any way.