What type of documentation is required for an employee if they receive a final non-confirmation?

In the event of a final non-confirmation, the employee is required to provide new identification documents that specifically prove their work eligibility. This is because a final non-confirmation indicates that the information provided in the initial employment eligibility verification process does not match the records held by the government, which raises questions about the individual's legal right to work in the United States.

The employee has the opportunity to correct any discrepancies or provide additional information that supports their eligibility to work. This is crucial because only documentation that confirms work eligibility—such as a valid passport, permanent resident card, or other acceptable forms of identification listed by the U.S. Citizenship and Immigration Services—can satisfy the requirements of the I-9 form and the E-Verify system.

While other choices may seem relevant in some contexts, they do not fulfill the specific need after a final non-confirmation, which is to establish valid proof of the right to work. Therefore, providing new documentation that verifies work eligibility is the appropriate course of action in response to a final non-confirmation.