ALERT: The USCIS (United States Citizenship and Immigration Service) revised and reissued the I-9 employment eligibility form and verification regulations on April 3, 2009. The I-9 form issued with that revision was dated 2/2/2009. On 8/7/2009, the I-9 was reissued but basically unchanged. Thus both forms are currently acceptable.

The Immigration Reform and Control Act (IRCA) requires employers and their new hires to complete a Form I-9 (Employment Eligibility Authorization Form) within three days of employment. This form establishes that the individual is eligible to work in the United States as a citizen, national, or legal immigrant. Penalties for I-9 violations range up to $1,100 per employee.

In 2006, the United States Congress considered legislation to reform existing immigration laws, clarify employer obligations with regard to the I-9, and increase penalties for non-compliance. The Bush Administration also took steps to increase enforcement of immigration laws as part of an ongoing homeland security initiative.

As a result, in early 2009 new regulations were put in place regarding the documents that can be used to verify employment eligibility. Then on April 3, 2009, a new I-9 dated 2/2/2009 was issued and mandated for use to reflect the new requirements. That form, unchanged, was reissued on 8/7/2009, and thus either form is currently accepted. The new form dated 8/7/2009 is included with pertinent Personnel Concepts 1-9 products such as our I-9 Compliance Kit.

Failure to comply with I-9 requirements can result in fines up $1,100 per employee.

Choose from our I-9 Compliance products, including pads of forms, applicant posters, and plain language compliance kits.