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Verrill Dana, LLP

Verrill Dana, LLP is one of New England's preeminent regional law firms. With offices in Portland and Augusta, ME; Boston, MA; Westport, CT; Providence, RI; and Washington D.C. Verrill Dana provides sophisticated legal representation to businesses and individuals in the traditional areas of litigation, real estate, business law, labor and employment law, employee benefits, environmental law, intellectual property and estate planning.  The Firm also has industry-focused specialties including higher education, health care and health technology, energy, and timberlands. 

Disclaimer:  The content presented in this blog is for general information only, is not intended to constitute legal advice and cannot be relied upon by any person as legal advice. While we welcome you to contact our blog authors at hrlawupdate@verrilldana.com, the submission of a comment or question does not create an attorney-client relationship between the Firm and you. 

Entries in Form I-9 (4)

Tuesday
Aug222017

PODCAST – The New Form I-9: A Step-by-Step Guide to Avoiding Common and Costly Mistakes

While you may be familiar with Form I-9s (since everyone that has hired an employee since 1986 should have them on file), you may not know that beginning on September 18, 2017, employers will be required to use a new I-9 Form. The changes were announced last month through a new U.S. Citizenship and Immigration Services publication. From small grammar and punctuation changes to an increased number of identification documents accepted in certain sections, many revisions were made.

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Tuesday
Jul182017

Trump Administration Issues New Form I-9

On July 17, 2017, the US Citizenship and Immigration Services (USCIS) published a revised Form I-9 that employers will be required to use beginning September 18, 2017.   The new form may be used immediately.  Employers may continue to use the previous Form I-9 (Revision Date of 11/14/2016) through September 17, 2017. Changes include revisions to the  Instructions and the List of Acceptable Documents, and are outlined below.  Employers must continue to follow existing storage and retention rules for all previously completed Form I-9.

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Thursday
Feb022017

The New (Improved?) I-9 Form

On January 22, 2017, employers must use an updated version of the Form I-9, making the previous I-9 form (dated March 8, 2013) obsolete.  The United States Citizenship and Immigration Services (“USCIS”) issued the new version on November 14, 2016.  The core requirements of the Form I-9 remain unchanged, but there are substantive changes including:

  • Increase in guidance in the instructions as to how to complete the form from six pages to fifteen pages
  • Changes to Section 1 (the portion completed by the employee):
    • An employee can no longer leave a space blank, but instead must enter “N/A” in each field that previously would have been blank
    • Foreign nationals can now provide an alien registration number if they are authorized to work in the U.S. or provide a Form I-94 admission number or foreign passport number.
    • Requires employees to affirmatively answer that they did not use a preparer or translator.
  • Changes to Section 2 (the portion completed by the employer):
    • Employer is required to enter the corresponding number of the employee’s attestation of citizenship or immigration status from page 1.
    • Space for the employer to make notes or record additional information.

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Friday
Mar152013

Effective Immediately: U.S. Citizenship and Immigration Services Revises Employment Eligibility Verification for I-9

Effective March 8, 2013, all employers who hire employees in the U.S. are required to use a revised Form I-9.  In a March 7, 2013 Press Release, the United States Citizenship and Immigration Services announced employers should begin using the newly revised Form I-9 for all new hires and reverifications immediately.  The previous I-9 forms, most recently revised August 7, 2009, may be used until May 7, 2013, however, after May 7, 2013, employers must only use the newly revised Form I-9.  Failure to use the revised I-9 Form after May 7, 2013, will result in employers being subject to all applicable penalties under section 274A of the INA, 8 U.S.C. 1324a.

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