New I-9 form mandatory

ALERT: New Form I-9 mandatory for employers Sept. 18, 2017

August 10, 2017

USCIS issued a slightly revised Form I-9 which employers must implement by Sept. 18 or face potential penalties.

A slightly revised Form I-9 released July 17 by the US Citizenship and Immigration Services (USCIS) becomes mandatory for employers beginning Sept. 18. The new I-9, which is used to verify employment eligibility, can be put into use immediately, but any employer not using it after the Sept. 18 deadline could face significant fines.

The new Form I-9, or Employment Eligibility Verification form, makes minor changes in wording and numbering that many users will hardly notice; however, the form with a revision date of 07/17/17 N must be implemented as of Sept. 18, 2017.

Employers must complete Form I-9 to verify the identity and employment authorization of all new hires. For more information about the revised I-9, visit the USCIS site.

Need more information?

For more information about the revised Form I-9 or other employment and human resource questions, please contact your AGH professional or AGH senior organizational development consultant Carrie Cox using the information below.

Carrie Cox

Vice President
HR & Org. Development Services

Carrie has experience in a variety of human resource functions, including labor laws, compensation structures, employee classification, benefits administration, performance management and human resource best practices. She has served clients in a number of industries, including manufacturing, construction, banking, government, and not-for-profits. Carrie is a member of the national and local chapters of the Society of Human Resource Professionals (SHRM) and serves on the Wichita chapter board of directors.

She is a certified practitioner for the Myers-Briggs Type Indicator® and the Hay Group’s Emotional and Social Competency Inventory. Her additional certifications include Certified Professional Coach from the Academy of Creative Coaching, Professional in Human Resources (PHR) from the Human Resource Certification Institute, and SHRM-CP designated by the SHRM.

Information in this document has been obtained by Allen, Gibbs & Houlik, L.C. from sources believed to be reliable. However, AGH does not guarantee the accuracy nor completeness of any information. This communication does not and is not intended to provide legal, accounting or other professional advice or opinions on specific facts or matters, and accordingly, AGH assumes no liability whatsoever in connection with its use. Nothing in this communication can be used to avoid penalties that may be imposed by a governmental taxing authority or agency.

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