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I 9 form exceptions and requirements for different employees


Employers and workers alike may use the I-9 form as a “work eligibility passport” to establish identification and legal status in the United States. It’s an essential piece of paperwork for businesses to have to guarantee they’re employing only legal, approved workers and not breaking any immigration regulations.

Consider the I-9 form as a two-step procedure:

  • “Identity Puzzle”. Here, workers provide information about themselves, such as their names, addresses, dates of birth, and phone numbers. Finding out who they are is like putting together a jigsaw puzzle.
  •  “Work Authorization Check”. Here, workers demonstrate their legal right to work in the United States by presenting one of many accepted forms of identification (such as a passport or driver’s license). Showing this to an employer is like having the ticket to ride the “employment train” and legally participate in the workforce.

The I-9 form is completed jointly by workers and employers to establish mutual trust and understanding in regard to identity verification and legal authorization to work in the United States. It’s an important step in making the workplace secure and legal for everyone involved. Don’t be scared off by the I9 form; it’s there to help, not hinder. It’s a resource for fostering an inclusive and diverse workplace and adhering to legal standards in the workplace. You can get more detailed information here:https://onenotary.us/i-9-form-employment-eligibility-verification-online-notary/.

Exceptions and specific requirements for various groups of workers and employers when filling out an I-9

Certain groups of workers and companies are free from certain requirements of the I 9 form, while other groups are subject to other requirements. Some instances are listed below:

  • Farmers and farmhands. The H-2A program imposes certain requirements on agricultural companies that bring in foreign nationals for temporary or seasonal agricultural employment. Workers in these categories must still complete the I-9 form, but they must follow certain guidelines and regulations.
  • Workers hired from elsewhere. Certain exceptions apply to the completion of the I9 form when an employee is employed remotely, such as when they work in a different state or nation than the location of the employer. Within a certain period of time after commencing work, the remote hire may either fill out the form themselves or have an authorized agent do so on their behalf.
  • Workers who started their jobs before November 6, 1986. In most cases, the I 9 form is not required of workers who were employed before November 6, 1986. However, in accordance with other recordkeeping laws, companies must still preserve records of workers’ identities and work authorization documents.
  • Internship participants. Due to their position as students, certain institutions may have distinct requirements for verifying employment for work-study students.
  • Particular federal vendors. The Office of Special Counsel for Immigration-Related Unfair Employment Practices of the Department of Homeland Security outlines additional requirements for federal contractors and subcontractors when it comes to the completion and storage of the I-9 form.

These exceptions and stipulations come with their own set of rules and regulations. In order to fully comprehend and comply with any exclusions or special rules that may apply to their specific circumstances, employers should consult official resources, such as the U.S. Citizenship and Immigration Services (USCIS), or seek legal guidance.

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