Comprehensive Guide to Acceptable Documents for the I-9 Form- A List of Valid Identification

I-9 list a acceptable documents are essential for employers in the United States to verify the identity and employment authorization of their employees. The Form I-9 is a federal requirement that must be completed by both employers and employees within three days of the employee’s start date. This article will provide an overview of the acceptable documents listed on the I-9 form and highlight the importance of compliance with this regulation.

The I-9 form is divided into two parts. Part A must be completed by the employee and includes basic information such as name, address, date of birth, and citizenship or non-citizenship status. Part B is completed by the employer and requires the employee to present acceptable documents from the I-9 list a acceptable documents to verify their identity and employment authorization.

Acceptable documents for identity verification include:

1. A driver’s license or state ID card issued by any state or territory of the United States.
2. A passport.
3. A military ID card.
4. A permanent resident card (Green Card).
5. An unexpired foreign passport with a Form I-551 stamp or a temporary I-551 stamp.
6. An unexpired employment authorization document (EAD) issued by the U.S. Citizenship and Immigration Services (USCIS).

Acceptable documents for employment authorization verification include:

1. A Social Security card.
2. A birth certificate issued by a state, local, or federal government.
3. A U.S. military discharge or separation document (DD-214).
4. A certificate of naturalization (N-550 or N-570).
5. A certificate of citizenship (N-560 or N-561).
6. A valid, unexpired receipt for a Social Security card application.

It is crucial for employers to follow the I-9 list a acceptable documents guidelines to ensure compliance with the law. Failure to do so can result in penalties, fines, and even criminal charges. Employers must carefully review the documents presented by employees and record the information accurately on the I-9 form.

Employers should also be aware of the rights of employees regarding the I-9 process. Employees have the right to present acceptable documents from the I-9 list a acceptable documents, and employers are not allowed to discriminate against employees based on their citizenship or immigration status.

Additionally, employers must maintain I-9 forms for a specific period, usually three years from the date of hire or one year after the employee’s employment ends, whichever is later. This ensures that employers have a record of their employees’ identity and employment authorization in case of an audit or investigation.

In conclusion, the I-9 list a acceptable documents is a critical component of the employment verification process in the United States. Employers must understand and adhere to the guidelines provided by the U.S. Citizenship and Immigration Services to ensure compliance with the law and protect their business from potential legal consequences.