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I-9 and E-Verify Compliance

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<h1>I-9 and E-Verify Compliance</h1>
<p>This playbook provides employers with a guide to properly complete and maintain Form I-9 and use the E-Verify system for immigration compliance.</p>

<h3>Step 1: Obtain Form I-9</h3>
<p>Ensure you have the latest version of Form I-9 from the U.S. Citizenship and Immigration Services (USCIS) website.</p>

<h3>Step 2: Complete Section 1</h3>
<p>Have the employee fill out Section 1 of Form I-9 on their first day of employment (but not before accepting a job offer).</p>

<h3>Step 3: Verify Documents</h3>
<p>Physically examine one document from List A or a combination of one document from List B and one from List C that the employee presents to determine if they appear to be genuine and relate to the employee.</p>

<h3>Step 4: Complete Section 2</h3>
<p>Complete Section 2 of Form I-9 by recording the document information provided by the employee and by signing and dating the certification within three business days of the employee's first day of work.</p>

<h3>Step 5: Maintain Records</h3>
<p>Store completed Form I-9 securely in a manner that protects the privacy of the employee and allows for inspection by authorized government officers.</p>

<h3>Step 6: Use E-Verify</h3>
<p>If your company is enrolled, submit the necessary employee information from Form I-9 to E-Verify, usually within three days of the employee’s first day of employment.</p>

<h3>Step 7: Respond to TNC</h3>
<p>In case of a Tentative Nonconfirmation (TNC) from E-Verify, promptly notify the employee and take the required steps to resolve it.</p>

<h3>Step 8: Audit Forms</h3>
<p>Conduct regular internal audits of I-9 forms to ensure accuracy and compliance.</p>

<h3>Step 9: Reverify Employment</h3>
<p>Reverify employee eligibility when required, for example, in case of the expiration of work authorization.</p>

<h2>General Notes</h2>

<h3>Retaining I-9</h3>
<p>Retain Form I-9 for three years after the date of hire or one year after the date of termination, whichever is later.</p>

<h3>Electronic I-9</h3>
<p>You may use an electronic I-9 system, but it must meet USCIS regulations and provide for a reliable audit trail.</p>

<h3>Avoid Discrimination</h3>
<p>Do not specify which documents you will accept from the lists. This could be considered unlawful discrimination.</p>

<h3>Privacy Protection</h3>
<p>Protect the privacy of the information employees provide on Form I-9 and any personal information obtained via E-Verify.</p>