January 23, 2018

January 23, 2018

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January 22, 2018

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Updated Immigration I-9 Form Must Be In Use By All Employers On Or Before May 7, 2013

On or before May 7, 2013, Employers must use the new I-9 Employment Eligibility Verification Form (“Form I-9”) to comply with employment eligibility verification responsibilities for all new hires.

The new Form I-9 was released by the U.S. Citizenship and Immigration Services (“USCIS”) on March 8, 2013. The new form is available for immediate use, though the USCIS has established a 60-day transition period from the date of publication to ease the burden of implementation on employers. During that transition period, employers will be able to use either prior versions or the new updated Form I-9.

Employers who fail to use the new form by the May 7, 2013 compliance deadline are subject to applicable civil fines and criminal penalties. Employers do not need to complete the new Form I-9 for current employees for whom there is a properly completed Form I-9 on file, unless re-verification is applicable.

The following significant revisions were made to the Form I-9:

  • The addition of new data fields, including a field for an employer’s foreign passport information; 
  • Improvements to the Form I-9’s instructions; and
  • Revisions to the layout of the form, such as expanding it from 1 to 2 pages.

Employers may access an electronic version of the new Form I-9 on the USCIS website. An updated version of the “Handbook for Employers” that provides guidance for completing the Form I-9 also is available on the USCIS website. 

 This Alert has been prepared by Sills Cummis & Gross P.C. for informational purposes only and does not constitute advertising or solicitation and should not be used or taken as legal advice. Those seeking legal advice should contact a member of the Firm or legal counsel licensed in their state. Transmission of this information is not intended to create, and receipt does not constitute, an attorney-client relationship. Confidential information should not be sent to Sills Cummis & Gross without first communicating directly with a member of the Firm about establishing an attorney-client relationship. 

Copyright © 2013 Sills Cummis & Gross P.C. All rights reserved.


About this Author

Grace Byrd, Labor Litigation Lawyer, Employment Attorney, Sills Cummis, Law Firm

Grace A. Byrd is an Associate in the Firm’s Employment and Labor Practice Group.  Ms. Byrd represents corporate clients from a wide range of industries, including health care, pharmaceutical, hospitality, financial services and manufacturing, among others, in connection with employment disputes.  Her experience includes employment discrimination, wrongful discharge and other employment-related litigation, including claims in the areas of sexual harassment, age, disability, gender, pregnancy, race, retaliation, family leave laws, whistleblower statutes, restrictive covenants and...

Galit Kierkut, Employment Litigation Attorney, Sills Cummis Gross, Social Media Matters Lawyer

Galit Kierkut concentrates her practice on employment litigation and counseling. She conducts human resources audits, performs management and employee training in all areas, including sexual harassment, social media and electronic communications use, and counsels clients regarding compliance with state and federal employment laws, including discrimination laws, the Fair Labor Standards Act (FLSA), family and medical leave, and the Worker Adjustment and Retraining Notification (WARN) Act. She also reviews and drafts employee handbooks, social media policies and employment contracts,...