Volume 1, Issue 8 (December, 2007)

New I-9 Released
 

On Wednesday, November 7, 2007, a revised Employment Eligibility Verification Form (I-9) was released and is now available for use. Employers may start using the new form immediately or when it will officially become effective when posted in the federal register at a later date. Team HR will keep you informed of the effective date.

Information employers should know about I-9 forms: 

• It is a federal requirement that employers complete an I-9 form for all employees within the first three days of employment

• I-9s must be retained for one year after termination of employment or three years, whichever is longer

The form has been revised in the following manner:

• Documents eliminated from List A are:

• Certificate of U.S. Citizenship

• Certificate of Naturalization

• Alien Registration Receipt Card

• The unexpired Reentry Permit

• The unexpired Refugee Travel Document

• Document added to List A is:

• The most recent version of the Employment Authorization Document

Be aware that some companies are offering to sell employers the revised forms; however, there is no need to purchase these forms since they are available at no charge at the following web site: http://www.uscis.gov/i-9.

The government has also revised the Handbook for Employers, Instructions for Completing the Form I-9, which can be downloaded from at the following web site: http://www.uscis.gov/files/nativedocuments/m-274.pdf

Please note employers are encouraged to begin using the revised I-9 form immediately. After the form is published in the Federal Register, noncompliant employers may be fined or penalized.

If you have any questions regarding the new I-9 form, call Team HR

Test your HR knowledge – how current are you on legal affairs relating to your employees?

True or False (answers below):

1. The Americans with Disabilities Act only requires employers to accommodate employees, not applicants. 

2. Employers must always permit disabled employees to work from home as a reasonable accommodation under the Americans with Disabilities Act. 

3. Employees who have been employed for only three months are eligible for Family and Medical Act leave.   

4. An employee with terminal cancer who is not receiving treatment does not have a “serious health condition” under the Family and Medical Leave Act because the employee is not receiving active treatment. 

5. In some situations an employer may indicate a preference for an employee of a certain age or sex, if such a requirement is a bona fide occupational qualification. 

6. Employers must always give their employees access to their personnel file. 

7. Title VII specifically prohibits harassment based on an employee’s sexual preference. 

8. The Department of Labor regulations concerning the Family and Medical Leave Act define spouse to include domestic partners and same sex relationships. 

Answers:

1. FALSE

2. FALSE

3. FALSE

4. FALSE

5. TRUE

6. FALSE

7. FALSE

8. FALSE

How did you do?  Contact us at www.hrservicegroup.com or call 561-995-2365 if you have any questions.