Employers should begin using the Form I-9 as of Jan. 31, 2020
The USCIS issued a new Form I-9, Employment Eligibility Verification with edition date 10/21/2019. The form is effective immediately. The new form will not become mandatory until May 1, 2020, employers still have the option to use the older form until April 30, 2020. My suggestion is to implement the new form to ensure there is no confusion. The Five Changes are as follows:
Revisions related to the List of Acceptable Documents on Form I-9:
“Added the ConsularReport of Birth Abroad (Form FS-240) to List C. Employers completing Form I-9on a computer will be able to select Form FS-240 from the drop-down menus available in List C of Sections 2 and 3. E-Verify users will also be able to select Form FS-240 when creating a case for an employee who has presented this document for Form I-9.
Combined all the certifications of report of birth issued by the Department of State (FormFS-545, Form DS-1350, and Form FS-240) into selection C #2 in List C
Renumbered all List C documents except for the Social Security card. For example, the employment authorization document issued by the Department of Homeland Security on List C changed from List C #8 to List C #7.” (National Law Review)
Revisions to the Form I-9 instructions:
“Changed the name of theOffice of Special Counsel for Immigration-Related Unfair Employment Practices to its new name, Immigrant and Employee Rights Section.
Removed “the end of” from the phrase “the first day of employment.” (National Law Review)
In this webinar expert speaker, Matthew W. Burr will discuss common mistakes and how to correct and review the area’s find important with I-9’s and how to prevent future issues.
Session Highlights:
Legal Information
Importance of Mistake Proof Forms
Retention Process
Proactive Audits
Common Mistakes
Correcting Mistakes
Why it is important for your business
Impact and cost for an organization
Upcoming or potential changes
Helpful Links
Auditing Firms
Why You Should Attend:
This I-9’s webinar will discuss all the new guidelines for completing. We’ll be rolling out a new solution that can help you scan and convert your paper I-9s and give you tools to help find potential errors, so you’re better prepared for an I-9 audit. This webinar will instruct you on how long to keep Forms I-9, how to store them and what to do if the government asks to inspect your forms.
Who Should Attend:
Human Resources Professionals
Small Business Owners
Non-Profit Administrators
General Managers
Office Managers
Payroll Professionals
Lawmakers Attorneys
Accounting Professionals
Consultants
Labor Unions
Professors, Instructors, and Trainers
*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Matthew Burr
Matthew Burr is a SHRM Certified Exam Instructor and co-teaches the SHRM Exam Prep Course at Elmira College. He is an Adjunct Professor at Corning Community College and Elmira College; teaching Organizational Behavior and Effective Negotiations, along with developing curriculum for a Workplace Readiness course.
Matthew holds a master's degree from the University of Illinois, School of Labor and Employment Relations in Human Resources & Industrial Relations, a Lean Six Sigma Green Belt certification, both the SPHR and SHRM-SCP, a bachelor's of science degree from Elmira College and an associate's degree in Business Administration from Tompkins Cortland Community College. He has also made publications at the Cornell HR Review and Business Insider.
Matthew has several years of experience working in the human resources field and has founded a human resources consulting company; Burr Consulting, LLC. He started his career as an Industrial Relations Intern at Kennedy Valve Manufacturing. Matthew is currently working towards a master’s degree in business administration through Syracuse University.
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This webinar has been approved for 1.5 HR (General) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.