In response to the ongoing challenges presented by COVID-19, the Department of Homeland Security (DHS) introduced an alternative verification procedure for the Form I-9, which businesses use to verify an employee’s identity and legal authorization to work in the United States. In addition, a new edition of the Form I-9 itself has been released. As reported by JD Supra, these combined changes may affect a variety of employers.
The new verification method is intended for select employers who meet qualifying criteria and offers a way to remotely verify I-9 documentation for employees. This is particularly pertinent for those companies that have had to shift to a remote work environment due to the pandemic and allows for the validation of employees who were previously onboarded remotely. The aim of this move is not only to provide more flexibility but to simplify the process during these challenging times.
Besides the new verification method, all employers need to take into account the changes presented with the release of a new Form I-9. This is because every employer is required to ensure each new member of staff properly fills out the Form I-9. As such, businesses must keep themselves abreast with the changes reflected in the new edition to maintain compliance with immigration laws.
In summary, while the alternative remote verification process will affect only qualifying employers, the release of the new Form I-9 charters changes for all businesses. Adapting to these changes should be an important item on each employer’s checklist.
More details about the new process and how these changes will affect employers can be found in the original article. To keep updated and stay compliant, it’s strongly advisable for all employers, law practitioners, and professionals working in human resources to familiarize themselves with these changes.