FORM I-9EMPLOYMENT ELIGIBILITYVERIFICATION.ppt

FORM I-9EMPLOYMENT ELIGIBILITYVERIFICATION DEBORAH AHLSTEDT INTERNATIONAL FACULTY AND STAFF SERVICES Basics See I-9 Manual on IFSS web: /ifss/I-9.htm Employer must verify identity and employment eligibility of all new hires, including part-time, students, LTEs, anyone receiving a salary payment, even if just one day Who must be verified? Anyone hired after 6 November 1986 Anyone re-hired after a break in service Includes re-hired annuitants Not considered break in service Leave of absence Successive LTE positions TA, PA and C basis employees returning in the following semester Exceptions to I-9 Requirements Independent contractors UW-System document definition: /fadmin/fppp/fppp31.htm Anyone on a fellowship or scholarship Zero dollar appointments Employees working outside the U.S. Returning from a LOA, layoff, strike or wrongful discharge Anti-Discrimination Provisions Treat everyone consistently Give everyone the option to complete the I-9 on or before the start date, but after offer of employment Don’t request specific documents from employee Accept documents that meet the requirements and reasonably appear genuine and belong to the employee Timing On or before first day of employment, but after offer Employee completes Section 1 If employment is less than 3 days, employer completes Section 2 By third day of employment Employee presents original documents Employer completes Section 2 Must meet time frame even if employee not in Madison Designate other to do paper I-9 Retain I-9 one year after termination or three years after hire date, whichever is LATER Documents All must be unexpired Social Security card and number Must be card, not SSA printout Can’t use card that says “Not valid for employment” Card with “Valid only with USCIS employment authorization” – need other work authorization document Can’t start with “9” – not SSN Not required except for E-Verify Visa vs. status Advantages of Electronic I-9 Once an employee is in the system, no new I-9 to cha