Documents or the instructions for Form I-9. Do not mail completed forms to U.S.

April 2, 2025 - The employer must examine these documents to determine whether they reasonably appear to be genuine and relate to the employee, then record the document information on the employee’s Form I-9. Certain employers who choose to remotely examine the employee’s documentation under a DHS-authorized alternative procedure rather than via physical examination must indicate they did so by checking the box provided. For more information, review the Special Instructions tab below.

April 10, 2025 - Handbook for Employers M-274, Guidance for Completing Form I-9, Employment Eligibility Verification Form

instructions at any time by clicking the Instructions button at the top of each page when completing the form on a computer that ... Employers and employees may choose to complete any or all sections of the form on paper or using a computer, or a · combination of both. Forms I-9 obtained from the USCIS website are not considered electronic Forms I-9 under DHS

4 days ago - Liberian Refugee Immigration Fairness (LRIF) Applicants: If you are filing Form I-765 as an adjustment of status applicant based on LRIF, you should write “(c)(9)” as your eligibility category in Part 2, Item Number 27 on your Form I-765.

Section 1. Employee Information and Attestation: Employees must complete and sign Section 1 of Form I-9 no later than the first · day of employment, but not before accepting a job offer. ... Apt. Number (if any) ... U.S. Social Security Number ... Check one of the following boxes to attest to your citizenship or immigration status (See page 2 and 3 of the instructions.):

3 weeks ago - Form I-9 must be filled out by both the employer and the employee. Employees must verify their identity using items from a specific list (below). The complete list of acceptable documents is also included in the official instructions.

November 28, 2025 - Read our guidance for completing Form I-9, Employment Eligibility Verification, in the M-274, Handbook for Employers.

Learn about Form I-9 requirements, step-by-step instructions on how to complete each section, acceptable documents, retention, and storage. Useful for all employers.

Present original, unexpired documents fulfilling the I-9 requirements to a UMass Amherst Human Resources representative within the first three (3) days of employment. You may provide one item from List A or one each from Lists B and C.

If a newly hired employee has applied for, but has not yet received an SSN (for example, the employee is a newly arrived immigrant), attach an explanation to the employee’s Form I-9 and set it aside. Allow the employee to continue to work and create a case in E-Verify using the employee’s SSN as soon as it is available.

April 9, 2025 - Both U.S. citizens and noncitizens must complete the form. Employers, on the other hand, must determine that the documents provided by their employee during the I-9 process are genuine and accurately represent the person in question.

April 8, 2025 - Employers should check this online version of the handbook periodically for updates. Printing does not allow access to helpful links or updates to this handbook. Guidance for Completing Form I-9 (Employment Eligibility Verification Form) | Current as of July 2023

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November 11, 2025 - The table below lists three link types used to manage the Form I-9 Process. * Supplement B will only be used for Noncitizens Authorized to Work who have expiring documents. ** All documents uploaded to UT devices should not be retained and must be immediately deleted after uploading them to Equifax.

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For detailed instructions on presenting Form I-9 documents to your Business Administrator to review Section 1 and

Employee Info from Section 1 – Enter the employee’s Last Name (Family Name), First Name (Given Name), Middle Initial (enter N/A if no middle initial) and Citizenship/Immigration Status (1, 2, 3, or 4)…

employer should provide the employee with copies of his or her Form I-9, any accompanying Form I-9 ... documents, and any other documentation showing the alleged deficiency. If the employee is not proficient in · English, the employer should communicate in the appropriate language where possible. An employer should · also provide clear instructions for employees with questions or concerns related to the internal audit on how to