You may designate an authorized representative to act on your behalf to complete Section 2. The updated edition provides the following guidance: The first is related to a company’s authorized representatives who may be designated to complete Section 2 on behalf of the company. The edition of the I-9 involves several updates to the form instructions worth noting.
Employers must still take care to use the form with the revision date as of May 1, 2020, though. The form itself remains unchanged - only the instructions and foreign country lists in List A have been updated. The Form I-9 was most recently updated in J(and must have been used by all employers as of September 18, 2017), and so the changes on this version of the form are relatively subtle. Regulations pertaining to completion or retention of electronic I-9s remain in place, and employers working with outside vendors on electronic I-9 completion or storage systems should work quickly to ensure that their systems are compliant with this new form by May 1. Employers are liable for all errors on the form (even errors made by the employee in completing Section 1), and employers must retain I-9s for inspection for a certain period of time after an employee leaves the company (either one year after the date of termination or three years after the hire date, whichever date is later).Įmployers may continue to complete the I-9 entirely on paper or have Sections 1 and 2 completed on a computer, or any combination thereof. The Form I-9 is a document that employers must complete to verify the identity and employment authorization of every new hire (both citizens and noncitizens), hired after November 6, 1986, to work in the United States. Using earlier versions of the form will not be acceptable after that date. Employers may use the new version starting on January 31, 2020, but will be required to use the new version starting May 1, 2020.
Citizenship and Immigration Services (USCIS) released a new version of the Form I-9.