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An updated Form I-9, Employment Eligibility Verification, was released on July 17 by US Citizenship and Immigration Services (USCIS). Employers can use this revised version or continue using Form I-9 with a revision date of 11/14/16 through September 17 of this year. Beginning September 18, however, they must use the revised form with a revision date of 07/17/17. As of September 18, all previous versions of the form will be invalid.

Key changes include:

  • The Consular Report of Birth Abroad (Form FS-240) was added to List C (documents that establish employment eligibility). Form FS-240 is issued to certain children born abroad to US citizen parent(s).
  • All certifications of report of birth issued by the Department of State (DOS) have been combined into selection #2 in List C to include:
    • Form FS-240;
    • Form DS-1350 (no longer issued by DOS as of December 31, 2010); and
    • Form FS-545 (no longer issued by DOS as of November 1, 1990).
  • List C documents have been renumbered.
  • The name of the Department of Justice’s “Office of Special Counsel for Immigration-Related Unfair Employment Practices” was changed to the “Immigrant and Employee Rights Section.”
  • In the instructions for completing Section 1, the phrase “the end of the first day of employment” was shortened to “the first day of employment.”

 Next steps:

  • To ensure compliance, all employers should use the new Form I-9 beginning September 18.
  • Clients using I-9 Advantage (an online, cloud-based I-9 solution): The new Form I-9 will be available for all clients on or before September 18, 2017.
  • Make sure your new employees are completing Section 1 no later than their first day of employment.
  • Continue to follow existing storage and retention rules for any previously completed I-9 forms.

This content is provided with the understanding that HR Knowledge is not rendering legal advice. While every effort is made to provide current information, the law changes regularly and laws may vary depending on the state or municipality. The material is made available for informational purposes only and is not a substitute for legal advice or your professional judgment. You should review applicable laws in your jurisdiction and consult experienced counsel for legal advice. If you have any questions regarding this blog, please contact HR Knowledge at 508.339.1300 or email us.