By now, most employers are fully aware of the new Form I-9 (rev 11/14/16), which must be used to document and verify the employment eligibility of all new hires as of January 22, 2017. There have been countless articles, presentations, and warnings – so much so that you may be experiencing what we in the industry call “I-9 saturation.” But, this flurry of I-9 activity has been for a good cause, as many employers brace themselves for the increasingly high likelihood that worksite audits and employer sanctions may soon be on the rise under the Trump administration.
And against this backdrop, we’ve learned that yet another Form I-9 revision is in the works, scheduled to be released later this summer. Before you run screaming from the building, it’s worth noting that this particular revision is quite small (and minor), and should not have a significant impact on your hiring processes or overall procedures. Nevertheless, it will require employers to change their I-9 forms (yet again) and ensure proper communication is given to all of those HR and hiring managers who are responsible for I-9 verification. Let’s take a closer look!
Announcing the New(er) Form I-9
Last month, the Office of Management and Budget (OMB) published a Notice of Action which clears the way for another revision to the Form I-9. Here are the important dates to write down:
Release date: USCIS is instructed to publish the updated Form I-9 no later than July 17, 2017
Mandatory date: USCIS is instructed to allow employers to use the previous version (Rev. 11/14/2016) N through September 17, 2017. After this time, all previous versions of the Form I-9 will be invalid.
Why is USCIS changing the Form I-9 again?
This particular revision is driven (primarily) by a new DHS rule relating to certain foreign entrepreneurs who come to the US in order start or grow a business.
By John Fay for LawLogix
Read Full Article HERE
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