Once you rent a brand new worker, it’s normally second nature to finish the I-9 course of. The I-9 (employment eligibility) course of is pretty easy, and employers should full it in a well timed method. Staff full Part 1 both earlier than they begin or on the day they start employment, and the employer critiques the paperwork they supply (which have to be paperwork specified within the lists on the shape) and makes use of these to finish Part 2—no later than Three enterprise days after the workers begin work. However what about Part 3?
Not like the primary two sections, Part Three of the I-9 kind isn’t required instantly when hiring a brand new worker however moderately is used solely when crucial, akin to when somebody has a piece authorization with an expiry date hooked up to it. In these circumstances, the employer might want to reverify that the person has employment eligibility after the expiry date. In brief, the employer makes use of this manner to substantiate that eligibility has been renewed or that another technique of employment eligibility has been secured.
Simply as when a brand new worker is introduced on board, the employer nonetheless can’t require particular paperwork to be offered by the worker, so long as the paperwork offered are in compliance with these listed on the shape itself.
Different Makes use of for Part 3
Are there different occasions Part Three may very well be used? For instance, what must occur if you convey again an worker who beforehand accomplished the employment eligibility course of?
In that case, the identical I-9 kind can be utilized, and Part Three must be accomplished if the next standards are met:
- The particular person was rehired inside Three years of the date you accomplished the unique I-9.
- The particular person’s info from the unique I-9 kind remains to be correct.
On this situation, the employer can use Part Three to substantiate the worker stays eligible for employment and be aware the brand new date of rent. Be aware: It’s additionally all the time acceptable to finish a brand new I-9 for a rehire—it’s simply not required when Part Three can be utilized as famous above.
If the I-9 kind has modified in the interim between when the worker was initially employed and accomplished the I-9 and the time when the employer accomplished Part 3, then Part Three of the newest model must be used. On this case, full Part Three on the brand new kind, and connect it to the unique.
If it’s been greater than Three years because the rehired worker’s authentic I-9 was accomplished, then a brand new I-9 kind must be used and absolutely accomplished once more. Or, if the worker has been rehired earlier than and the unique Part Three was already used at the moment, then a brand new I-9 kind would even be wanted.
Part Three may also be used to replace worker info, akin to when an worker has legally modified his or her title. This isn’t required of the employer however is an accepted use for Part 3.