To keep the perfect I-9 Compliance Strategy you need to be aware of all the rules related to I-9 Employment Verification form. As an employer, it becomes your prime duty to maintain accurate records of your employees and their accurately filled I-9 forms especially in matters of every person hired after November 6, 1986. By no way this form provides you any credibility as a US citizen however this form is just to check that you are eligible or legally authorized to work in United States or not. For every mistakes and missing I-9 forms a penalty of $ 100 to $1000 id prescribed in the I-9 Compliance rulebook. Although this seems to be a time consuming process often keeping a straightforward record of I-9 forms will make sure you do not have legal obligations for not maintaining pace with the I-9 Compliance.
To make sure you have effective strategies to follow I-9 Compliance you can outsource your hiring work or provide additional workload to your existing Human Resource Department to make sure everything related to I-9 Employment Verification Procedure is in place. For each new hire I9 compliance states that employee must complete the form within three days of new hiring and if the concerned employee finds it difficult to submit any of the listed documents then he should be terminated.
List A on the form is a document list these are generally required from the employee to determine they are citizen as well authorized to work in United States. Any failed attempt from the employee to produce any document listed in List A is okay however, they have to furnish any documents from List B to establish their identity and any document fro List C to establish their work authorization.
Although as an employer, you have slightest doubt that the newly hired is an alien you are not allowed to ask in detail about other documents or press the employee to prove the legitimacy of his documents. Although you are attempting this to keep strict I-9 Compliance you are actually in process of attempting a civil crime of Document abuse and employee is liable to sue you over this issue. Therefore, any documents listed in the I-9 form under any List A. B or C allowed by the Federal government.
Under the strict I-9 Compliance laws, employed needs to maintain the record of accepted and completed I-9 forms for at least three years since the new hiring and one year after the termination of the employee whichever is higher. Although there are strict I-9 Compliance rules, you need to follow them in order to prevent any legal actions against your organizations.