Given recent changes to United States immigration law and policy, employment eligibility verification procedures have undergone revisions, likely affecting corporate HR departments and legal teams worldwide.
One of the major changes involves the revised I-9 form, also recognized as the Employment Eligibility Verification form. As per these updates, all employers must adopt and use the revised I-9 by November 1, 2023. An update on this change can be found on JD Supra.
The new regulations do not stop here; they also touch on remote verification processes for registered E-Verify employers. Companies enlisted in the E-Verify program can continue to remotely review identification and employment authorization documents, necessitated by the growth in remote work induced by the COVID-19 pandemic. However, it’s worth noting that this procedure applies exclusively to E-Verify registered employers.
The alterations to the Form I-9 and related processes represent an evolution in policy in response to the shifting labor market and advancing technological capabilities. As such, it is crucial that legal professionals in multinational corporations and international law firms stay abreast of these changes to ensure advisory and compliance practices align with all relevant immigration regulations.
These changes come courtesy of contributions from Kerr Russell legal professionals, known for their expertise in immigration law. Such updates are a reminder of the importance of proactive engagement with legal developments, particularly in expansive and dynamic areas such as international employment law.