We're celebrating 10 Days of Membership! Today's Gift: $20 off your professional membership with promo 10DAYS20OFF
Training, policies and tools to help HR prevent and respond to harassment claims.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Develop your HR competencies and knowledge in-person in 12 U.S. cities or virtually.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Employers must retain original I-9 forms for three years after the date of hire, or one year after the date employment ends, whichever is later. The forms should be stored separately from other personnel files. Further, employers should have a “tickler” system to re-verify all employees who present work authorization that bears an expiration date and to accurately dispose of old forms. Many variations have been suggested to keep the forms separate. One of the most common is the use of three separate notebook binders: one for current employees for whom re-verification will not be necessary, another for employees requiring re-verification and a third for terminated employees.
Form I-9 can be electronically generated and retained provided that:
Employers may complete or retain I-9 forms in an electronic generation or storage system for as long as the system has reasonable controls to ensure integrity, accuracy and reliability of the data. The system should be designed to prevent and detect the unauthorized or accidental creation of, addition to, alteration of, deletion of or deterioration of electronically completed or stored forms. In addition, an inspection and quality assurance program that regularly evaluates the electronic generation or storage system, and includes periodic checks of electronically stored I-9 forms, including any electronic signatures, and a retrieval system with an indexing system that permits searches by any data element is necessary. The system must be able to reproduce legible paper copies.
U.S. Citizenship and Immigration Services allows electronic signatures if the employer wishes to complete I-9 forms electronically. The system must:
One potential drawback of using electronic signatures: If an employer is unable to comply with the standards for capturing signatures electronically, U.S. Immigration and Customs Enforcement officials will determine that it has not properly completed the forms.
The author is an attorney with Duane Morris in Miami and chairs the firm’s South Region Immigration Practice.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies