Employees must complete Section 1 by their first day of employment, while employers are required to physically review original documents and complete Section 2 within three business days of the hire date.

Key Steps in the I-9 Process

• Section 1 (Employee): Completed on or before the first day of work, including personal details and attestation of citizenship or immigration status.
• Section 2 (Employer): Completed within three business days of hire. Employers must review original, unexpired documents to verify identity and work eligibility.
• Document Review: Acceptable documents include one from List A (identity and work authorization) or a combination of List B (identity) and List C (work authorization), as long as they appear genuine.
• Record Retention: Employers must keep Form I-9 for three years after the hire date or one year after employment ends—whichever is later.
• E-Verify: Some employers use E-Verify to electronically confirm eligibility with the Department of Homeland Security (DHS) and Social Security Administration (SSA), typically within three business days of hire.

Important Considerations

• Physical Inspection: Documents generally must be reviewed in person, although certain authorized employers may use approved remote verification options.
• Reverification: If work authorization expires, employers must update it using Section 3 before the expiration date.
• Compliance: Improper completion or storage of I-9 forms can result in fines, penalties, or loss of government contracts.
• Rehires: A new I-9 may be required if an employee is rehired within three years of the original form.

Disclaimer: This information is based on current USCIS guidelines and may be subject to change.