As of January 22nd, employers need to be using the updated Form I-9 (Employment Eligibility Verification). The new version is dated 11/14/2016 and replaces the last updated version from 2013.
Minor Changes, But Major Penalties
The changes to the form, which are explained in an article from the Society for Human Resource Management, are relatively minor. However, it is important that employers take note of them and submit the updated Form I-9 for new employees, because failure to do so can result in serious penalties. Employers are not required to submit a new I-9 for existing employees for whom they have already submitted an I-9.
The acceptable documents list and core requirements have not changed. There were some superficial changes to sections two and three. The biggest difference is actually the increased ease with which the I-9 can be completed and submitted.
Despite the changes being relatively minor, employers can no longer submit the old I-9. Failure to use the new form or to submit an I-9 at all leaves employers susceptible to penalties that are nearly double what they used to be, thanks to recent changes.
Questions About I-9 Forms Or Other Employment Law Matters?
If you have questions about Form I-9 or any other employment-related documentation, you should speak with an experienced employment law attorney. An attorney can work with you, your human resources department or any other party to ensure that you are in compliance with all current requirements or to defend you against allegations of failing to complete and submit an I-9 or other form for any or all employees.