U.S. Citizenship and Immigration Services (USCIS) published a new edition of the I-9, Employment Eligibility Verification Form on July 17, 2017. Employers may now use the revised version, dated 07/17/17 N, or continue using the Form I-9 with a revision date of 11/14/16 N through September 17, 2017. On September 18, 2017, the 07/17/17 N edition of the Form I-9 will become mandatory. Employers must also continue to follow existing storage and retention rules for any previously completed Forms I-9.

Form I-9 is used by employers to verify the identity and employment authorization of citizens and noncitizens. All U.S. employers must ensure proper completion of Form I-9 for each individual hired, and employees must attest to their employment authorization by presenting acceptable documents evidencing their identity. The changes in the 07/17/17 N version of the form are somewhat modest, reflecting a handful of new updates, and are intended to reduce completion errors.

The revised Form I-9 instructions reflect the name change of the Office of Special Counsel for Immigration-Related Unfair Employment Practices to the Immigrant and Employee Rights Section. Revisions related to the List of Acceptable Documents in List C include adding the Consular Report of Birth Abroad, combining all the certifications of report of birth issued by the Department of State, and renumbering all List C documents except for the Social Security card. 

USCIS has included these changes in the Handbook for Employers: Guidance for Completing Form I-9 (M-274). Each of these changes is also tracked in Ogletree Deakins’ automated Form I-9 and E-Verify web-based compliance solution, I-9 Secure®.



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Ogletree Deakins has one of the largest business immigration practices in the United States and provides a wide range of legal services for employers seeking temporary business visas and permanent residence on behalf of foreign national employees.

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