What responsibilities do employers have regarding I-9 compliance?

Employers have a crucial responsibility in ensuring that I-9 forms are completed accurately, maintained properly, and that the process does not lead to discrimination. This encompasses several key aspects of compliance.

First, completing I-9 forms accurately is essential for verifying an employee's eligibility to work in the United States. Errors or omissions can lead to potential penalties for the employer and may complicate the employment verification process. Accurate completion includes confirming the employee's identity and eligibility through acceptable documents, which must be reviewed in the presence of the employee.

Maintaining these forms properly is another critical obligation. Employers must keep completed I-9 forms secure and organized for easy access, as they may be subject to inspection by government agencies such as the Department of Homeland Security or the Department of Labor. Keeping the forms for the required retention period (typically three years after the date of hire or one year after an employee's termination, whichever is later) is essential for compliance.

Avoiding discrimination is also a vital aspect of an employer's responsibilities. Employers need to treat all candidates uniformly during the I-9 verification process and ensure that their actions do not lead to unfair treatment based on national origin, race, or citizenship status. This includes not selecting or rejecting employees based on the documents