What if the Form I-9 for an existing employee is not the current Form I-9?
Employers may use a previously completed Form I-9 as the basis for initiating E-Verify verification of an assigned employee as long as that Form I-9 complies with the E-Verify documentation requirements and the employees work authorization has not expired, and as long as the employer has reviewed the Form I-9 with the employee to ensure that the employees stated basis for work authorization has not changed. If the Form I-9 does not comply with the current E-Verify requirements, or employees basis for work authorization has expired or changed, the employer should complete a new Form I-9. If the Form I-9 is up to date, but reflects documentation (such as a US passport or green card) that expired after completing the Form I-9, the employer shouldnt use E-Verifys photo screening tool unless USCIS issues further instructions on the subject at some later point. Are subcontractors also responsible for participating in E-Verify under the new rule? Yes. Any subcontractor furnishing commercial o
Related Questions
- What happens if an employer properly completes a Form I-9 and INS discovers that the employee is not actually authorized to work?
- What happens if I properly complete a Form I-9 and INS discovers that my employee is not actually authorized to work?
- What if the Form I-9 for an existing employee is not the current Form I-9?
