Employers face many urgent issues in responding to the US outbreak of the novel coronavirus, COVID‑19.  The disease has forced employers to develop and implement workplace safety, mitigation, and business continuity plans.  These may include allowing employees to work from home or from alternate unaffected worksites, as well as outsourcing I-9 document reviews to agents in remote locations. Economic slowdowns have occurred in some sectors due to the global pandemic, requiring some companies to consider or implement temporary employee furloughs or even reductions in force.

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In 2018, the Department of Homeland Security (DHS) announced that it will terminate the temporary protected status (TPS) program for nationals of El Salvador on September 9, 2019.  Employment authorization documents (EADs) held by qualifying individuals that expired on March 9, 2018, were automatically extended through September 5, 2018, providing applicants time to apply for

On Tuesday, July 30, 2019, the U.S. Department of Justice (DOJ) announced a settlement agreement with United General Bakery, Inc. based in Phoenix, Arizona. The agreement resolved a DOJ investigation into whether the company discriminated against authorized workers based on their citizenship status when verifying their work authorization in violation of the Immigration and Nationality Act (INA).

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U.S. Citizenship & Immigration Services (“USCIS”) is scheduled to release a revised Form I-9, Employment Eligibility Verification, on July 17, 2017. The previous version, dated 11/14/16 N, remains valid, but only through September 17, 2017. On September 18, 2017, employers must use the new form.

The new form changes the name of the Office of

The USCIS released its updated Handbook for Employers, which is available as a free download below. The Handbook is a great resource for human resources personnel involved in the I-9 identity/work eligibility/reverification process. Part Seven (FAQs) and Part Eight (acceptable documents) are especially helpful sections of the Handbook.
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On November 22, 2016, the United States Citizenship and Immigration Services (“USCIS”) will publish a revised Form I-9, Employment Eligibility Verification.  Employers must use the revised Form I-9 by January 22, 2017, but may continue to use the current Form I-9, dated 03/08/2013, through January 21, 2017.  We will post an update as soon as

Employers enrolled in the E-Verify program were unable to access the E-Verify system during the recent government shutdown.  While employers were still required to complete paper I-9s for new hires, they were not able to enter the data into the E-Verify system within the required three days.  USCIS has issued guidance for E-Verify participants.  The

Last month, the Homeland Security Investigation Worksite Enforcement Unit of Immigration & Customs Enforcement (ICE) announced a significant change in policy regarding use of electronic I-9 software.

Many such systems integrate data from other HR databases in order to prepopulate information on Section 1 of Form I-9, the section employees fill out during the employment