What constitutes “good faith” in hiring practices regarding I-9 forms?

The concept of "good faith" in hiring practices specifically refers to the employer's genuine effort to comply with the requirements of the Form I-9 process without any discriminatory intent. This means that an employer should engage in fair hiring practices, treating all potential employees equitably regardless of their national origin or citizenship status, while diligently completing and retaining the I-9 forms as required by law.

By making a genuine effort to comply, employers demonstrate their commitment to following the regulations set forth by the U.S. Citizenship and Immigration Services (USCIS). This includes accurately verifying employment eligibility and ensuring that all necessary documentation is collected appropriately from all employees, not just targeting specific groups based on their backgrounds. This approach emphasizes the importance of non-discrimination and fostering an inclusive hiring environment.

In contrast, the other choices reflect practices that do not align with the intention of "good faith." For example, relying solely on government-issued documents might lead to unnecessarily restrictive practices that could exclude otherwise qualified candidates who may not have access to those documents. Hiring only U.S. citizens would be discriminatory and not compliant with the law, as it restricts potential employment opportunities based on citizenship status rather than evaluating an individual's qualifications. Lastly, a requirement for multiple forms of identification could impose