Employers often have questions about their responsibilities when it comes to compliance with government regulations. No matter what business you are in, I-9 Verifications are a fact of life for every employer. Every single one. This is why TrendSource has started answering common questions about compliance for employers, Form I-9 employment eligibility verification, and company risk profiles.
What is a Form I-9 Employment Eligibility Verification?
As part of its efforts to regulate immigration, the United States government requires employers to complete Section 2 of Form I-9 for every New Hire. The form consists of three sections, though typically only Section 1 and Section 2 are completed. Section 3 only pertains to rehires and reverifications.
Employees themselves complete Section 1 of Form I-9. Employers complete Section 2 of Form I-9 with the New Hire present, and with the documents the New Hire has brought to verify their identity and employment eligibility.
Is I-9 Required for Employers?
Yes, I-9s are required for employers.
Form I-9 employment eligibility verifications are something that every employer must complete for every employee. Employers who do not complete Form I-9 for their employees can face significant penalties including fines and, in some cases, jail time.
The risk of falling out of compliance is simply not worth it as employers gain no critical advantage that can outweigh the penalties they could potentially face.
The I-9 can at times be confusing for employers, and sometimes is a burden to already busy HR teams, which is why TrendSource offers Remote I-9 Verifications.
What Does an Employer Do with an I-9 Form?
Employees have two responsibilities when it comes to Form I-9.
First, as mentioned above, they are required to complete Section 2 of Form I-9 for their New Hires. We discussed what goes into this process in a previous blog.
Second, employers must maintain a copy, digital or physical, of the completed I-9. They must keep this copy of Form I-9 as long as the employee continues working for them. Again: Employers are required to keep a copy of a completed Form I-9 for each and every employee working for them.
When an employee is terminated or otherwise moves on, employers must keep the form, either A) for one year after their termination date, or B) three years from their hiring date, whichever is sooner.
TrendSource I-9 Verifications
TrendSource helps companies onboard their new employees through Remote I-9 Verifications. Whether employees work on-site or are remote, TrendSource will arrange for your New Hire to meet with a TrendSource Field Agent to complete Section 2 in-person.
Once the I-9 is complete and has gone through TrendSource’s QA process, it is immediately available in the client dashboard, where employers can access it at any time.
TrendSource’s deep Field Agent database ensures that our Remote I-9 Verifications can meet your New Hires wherever they are.
With compliance for employers, it simply doesn’t make sense to take any risks. TrendSource helps employers rapidly onboard their New Hires to ensure they remain in compliance with employment eligibility law.
