employer who hires employees after November 6, 1986, even if the employee is only hired for one day. With few exceptions, I-9 compliance is required of every U.S. The currently effective extensions are usually listed on the web page of USCIS or the Office of Special Counsel. DHS frequently has automatically extended the validity of employment authorization documents (Form I-766) for TPS registrants beyond the validity on the face of the card by Federal Register publication. The most common instance of this involves Temporary Protected Status. The Department of Homeland Security occasionally issues public notices in the Federal Register requiring employers to accept certain types of other documents, sometimes for a temporary period. Thus, employers continue to lack clear governmental guidance in their role as involuntary document reviewers. Unfortunately, the Handbook fails to show all the different variations of the shown document types that can be valid, fails to explain sufficiently that other versions might be valid, fails to depict several types of acceptable documents at all, and depicts some types of documents incorrectly. The new Handbook contains clearer explanations of employers' obligations and updated examples of acceptable documents. We warn the employer, however, that the Handbook for Employers is not foolproof. Over the last few years the Handbook has become increasingly informative, but of course more complex. The book summarizes basic I-9 procedures and describes the common immigration related documents that may be presented to the employer. Department of Homeland Security (DHS) uses for educating employers on I-9 compliance. The USCIS Handbook for Employers, which was revised most recently in 2009, is the main tool the U.S. This page provides a brief explanation of employment verification. For all those hired after November 5, 1986, the employer must review the employee's documents and complete Form I-9 verifying the employee's identity and authorization to work in the U.S. It is vitally important that an employer establish a process to comply with all I-9 requirements. Whether or not you hire or intend to hire aliens, I-9 compliance is required of all employers.
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