Burr & Forman

07.11.2019   |   Articles / Publications

“The ins and outs of I-9 compliance,” HR Dive

In an article published in HR Dive on July 8, Melissa Azallion is quoted discussing best practices for I-9 compliance.

Many employers get confused regarding when an I-9 form should be filled out. An employer shouldn’t start the process until a formal job offer has been made and accepted by the future employee. “But once this has happened, the I-9 process can start even if, for example, the employee won’t start for two weeks. If you can show there was an offer and an acceptance, you can do the I-9,” explains Azallion.

It is also important to know that the employee chooses which documents they want to present. If an employer asks for specific documents, this can be considered discriminatory.

While the I-9 forms are short, two pages to be exact, there is still a lot of risk for employers. “Conduct training, and maybe even add an immigration compliance policy to your handbook that says, ‘We’re committed to this and we take it seriously,'” Azallion said.

For the full article, you may click here

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