Form I-3 Penalties 3 Facts You Never Knew About Form I-3 Penalties

On Jan. 31, 2020, U.S. Citizenship & Immigration Services (USCIS) appear in the Federal Register a notice announcing a new adaptation of the Form I-9, Application Eligibility Verification (I-9 Form).



The I-9 Form is appropriate to be acclimated by assertive administration to verify anniversary alone they appoint for application in the United States is accurately accustomed to assignment in the U.S. An I-9 Form for anniversary agent charge be maintained for as continued as the alone is active by the employer and for the accurately appropriate aeon afterwards break of the agent from the employer. It is important to appropriately complete and advance I-9 Forms, as abortion to do so may aftereffect in civilian budgetary or bent penalties.

USCIS publishes a cardboard I-9 Form and a fillable I-9 Form. The new adaptation of the fillable I-9 Form has been adapted to reflect new countries of issuance. Additionally, USCIS has adapted the I-9 Form instructions to accommodate accuracy apropos who can act as an accustomed adumbrative and accommodate added advice on adequate documents, amid added non-material updates. The new adaptation of the cardboard I-9 Form has no changes from the above-mentioned version.



As a reminder, an employer may baptize anyone to be an accustomed adumbrative to act on their account to complete Section 2 of the I-9 Form. However, the employer will be accountable for any violations, which may aftereffect in civilian budgetary or bent penalties, for accomplishments taken by an accustomed representative.

The new I-9 Form charge be acclimated by all applicative administration on or afterwards April 30, 2020. Any employer who uses the above-mentioned adaptation afterwards April 30, 2020, will be accountable to applicative penalties.



Employers do not charge to reverify accepted advisers alone on the base of the new Form I-9 for whom the employer already has a appropriately completed I-9 Form. Unnecessary reverification acceptable violates assorted anti-discrimination laws and would betrayal the employer to civilian budgetary or bent penalties.

©2020 Greenberg Traurig, LLP. All rights reserved.

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