#i9 verification

[niranjandotus]

 ICE Form I-9 requirement flexibility ends on July 31, 2023 which granted employers more time to comply

May 23, 2023. Washington, D.C. U.S. Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) today announced that the U.S. employers will have 30 days to reach compliance with the Form I-9 requirements after the COVID-19 flexibilities ends on July 31, 2023. ICE had annouced this flexibility for the first time on March 2020 and subsequently extended this flexibilities (here, here) hroughout the COVID-19 pandemic. DHS advises employers who have been using those temporary flexibilities to plan ahead to ensure that all required physical inspection of identity and employment eligibility documents is completed by Aug. 30, 2023. Learn More at

[imagilityimmigrationsoftware]

Scammers are targeting businesses with fraudulent emails requesting I-9 forms. Learn how to identify and respond to employment verification scams to protect your company from data theft. Educate your team and report suspicious emails to keep your business secure.

[castlesnfc]

Navigating the Essential Process: Apostille for FBI Background Checks

In an increasingly interconnected world, the demand for international mobility has surged, and with it, the need for verified personal documents. For individuals seeking to work, study, or reside abroad, a crucial step in the application process often involves obtaining an Apostille for an FBI background check.

Understanding the Basics

The Federal Bureau of Investigation (FBI) background check is a comprehensive examination of an individual's criminal history, often required by foreign governments, employers, or educational institutions as part of their vetting process. To ensure the acceptance of this critical document overseas, obtaining an Apostille FBI Background Check is essential.

What is an Apostille?

An Apostille is a type of certification issued by a government authority that verifies the authenticity of a document, making it legally acceptable in foreign countries that are parties to the Hague Apostille Convention. This international treaty simplifies the legalization process, streamlining the acceptance of official documents across borders.

The Importance of Apostille for FBI Background Checks

Global Recognition: Countries that are part of the Apostille Convention mutually recognize the Apostille as a standardized form of authentication. This recognition facilitates the acceptance of documents, such as FBI background checks, without the need for further verification.

Efficient Legalization Process: The Apostille process is designed to be efficient, significantly reducing the time and effort required to legalize documents for international use. This is particularly important for individuals with time-sensitive plans, such as those relocating for work or academic purposes.

Enhanced Security and Trust: The Apostille adds an extra layer of security to the document, assuring foreign entities that the FBI background check is genuine and has undergone the necessary authentication procedures.

How to Obtain an Apostille for an FBI Background Check

Request an FBI Background Check: Initiate the process by requesting an FBI background check through the appropriate channels.

Contact the Secretary of State's Office: Once the background check is complete, contact the Secretary of State's office in the state where the document was issued. They are typically responsible for issuing Apostilles.

Submit the Document for Apostille: Provide the necessary documentation and fees as required by the Secretary of State's office. The document will then undergo the Apostille process.

Receive the Apostilled Document: After processing, the Secretary of State's office will affix the Apostille to the FBI background check, confirming its authenticity and international validity.

For more info:-

I9 Authorized Agent Near Me

I9 Verification for Remote Employees

[npzlawyersforimmigration]

New Changes to the Form I9 Employment Verification Process - Must Watch!

https://youtube.com/shorts/UXe0PyftpLo?si=_I9iN0ccFq9_uV-E

#FormI9 #EVerify #FormI9Update #EmploymentVerification #HRChanges #EmploymentEligibility #EmployerAlert #I9FormChanges #HumanResourcesUpdate

[incipitinterpreter]

How am I STILL not done HR bs. It's like playing whack a mole.

[niradhikari]

Notice to DHS Contractors and Subcontractors on Compliance with E-Verify

Washington DC, Jul 19, 2017.DHS article on FedBizOps summarizes E-Verify requirements. The Department of Homeland Security expects employers to abide by the immigration laws of the United States and to employ in the United States only individuals who are eligible to work. The Federal Acquisition Regulation (FAR) clause 52.222-54 Employment Eligibility Verification, requires federal contractors and subcontractors to use the Department of Homeland Security, United States Citizenship and Immigration Services’ employment eligibility verification program (E-Verify) as the means for verifying employment eligibility of certain employees working under covered federal contracts. For more details go to:

https://www.uscis.gov/e-verify/federal-contractors

.Background/Notes: The President’s Executive Order 13788 Buy American and Hire American, issued on April 18, 2017, directs the Secretary of Homeland Security to issue new guidance and take other steps to protect the interests of United States workers in the administration of our immigration system. Accordingly, the Department of Homeland Security is issuing this Special Notice reminding contractors and subcontractors subject to the FAR, and with contracts containing the clause 52.222-54, Employment Eligibility Verification, that they are required to enroll in and use E- Verify. This FAR clause has been effective since September 8, 2009 and implements electronic employment eligibility verification requirement to strengthen long-standing Executive branch policy to only contract with federal contractors and subcontractors who employ individuals in the United States who are authorized to work in the United States. The Department of Homeland Security will rigorously promote and validate enrollment in and use of E-Verify by contractors and subcontractors in the coming months.

Complying with the E-Verify FAR Requirement to Verify Employees:Employers must verify all new hires, whether the new hire is assigned to a covered contract or not, as well as existing employees assigned to a covered contract. Note that some employees are exempt from the employment verification process, including Form I-9, under the E-Verify federal contractor rule. See the guide For Federal Contractors at

https://www.uscis.gov/e-verify/federal-contractors

. Employers may also choose to verify their entire workforce (all new hires, all existing employees assigned to the contract and all existing non-exempt employees throughout the entire company). Covered federal contractors are required to create an E-Verify case to confirm the identity and employment eligibility of each new employee within 3 days of hiring a new employee and each existing employees assigned to the contract within 30 calendar days. Covered federal contractors who elect to verify their entire workforce must create an E-Verify case to confirm the identity and employment eligibility of all employees within 180 calendar days.

Who is Affected by the E-Verify Federal Contractor Rule?

Federal Contractors: Only contracts that include FAR Clause 52.222-54 are affected and federal contracting officials include the clause in all solicitations and contracts that exceed the simplified acquisition threshold of $150,000, except those that are –

(a) Only for work that will be performed outside the United States;

(b) Only for a period of performance of less than 120 days; or

(c) Only for-(1) Commercially available off-the-shelf (COTS) items;

(2) Items that would be COTS items, but for minor modifications;

(3) Items that would be COTS items if they were not bulk cargo; or

(4) Commercial services that are-(i) Part of the purchase of a COTS item (or an item that would be a COTS item, but for minor modifications);

(ii) Performed by the COTS provider; and

(iii) Are normally provided for that COTS item.Contact your contracting officer for questions regarding contract compliance.

Federal Subcontractors: Federal contractors are required to include the E-Verify requirements of FAR Clause 52.222-54 from their prime contract in each subcontract that – (a) Is for construction or commercial or noncommercial services (except for commercial services that are part of the purchase of a COTS item (or an item that would be a COTS item, but for minor modifications), performed by the COTS provider, and are normally provided for that COTS item); (b) Has a value of more than $3,500; and (c) Includes work performed in the United States.

Contracting Office Address: 245 Murray Drive

Building 410

Mail Stop 3600

Washington, District of Columbia 20528

United StatesPrimary Point of Contact: :E-Verify Customer Support

E-Verify@dhs.gov

——————————————————————————————————-If you want to learn more about E-Verify program or need our legal services for the compliance with e-Verify and I-9 do contact us at (+1) 202 600 7742  (+1) 888 820 4430 (toll free), or email us at info@adhikarilaw.com

I-9 and I-9 Compliance

[flatoutchaos]

this is so bad. im omw to my job to do my i9 verification (without being asked) and im so nervous i feel like im gonna throw up. theres no possible way for me to fuck this up and yet its literally. this is so fucking bad

[thewebstats-blog]

An I-9 Form is a form that all United States employers must use to verify the identity and work eligibility of employees.

I-9 Forms are filed annually with U.S. Citizenship and Immigration Services (USCIS) by April 30th each year and must be retained for at least three years after an employee's date of hire or one year past their employment termination whichever comes last.

There are many different types of I-9 Forms available depending on your needs; however, it is important to note that I-9 forms cannot be filed electronically with USCIS. The article will discuss who can verify an I-9 form among other things.

Who Can Verify These Forms?

I-94 Forms and I-797C Notice of Action forms can be verified by Department of Homeland Security (DHS) officers.

Employees may also pursue remote I9 verification for I-94 and I-797C notices upon request from DHS or Congress, as well as through official requests made by a court or law enforcement agency to the former employing entity.

It is important to note that I-94s cannot be verified outside of USCIS. However, an I-797C notice can only be verified if issued not more than 120 days ago.

A full list containing all acceptable verification options for these two forms will follow below:

Unexpired foreign passport with valid visa attached

Any other document confirming admission into the United States such as Form I-94, I-95 or I-95C

Unexpired temporary I-551 stamp in foreign passport with attached Form I-94/I 94A indicating unexpired employment authorization

Driver's license and social security card issued by the same state of residence

School ID along with a transcript from the school where the student is enrolled full time.

For the last bullet, the student must be currently attending classes at an academic institution located within 50 miles of their permanent home address to qualify under this option.

The document may not have been expired for more than two years before verification takes place.

Additionally, students are required to provide a letter on official letterhead signed by an authorized representative verifying enrollment status as well as tuition due amounts that are equal to or greater than what is reported on I-94 or I-797C.

What is the Importance of This Form?

I-94 and I-797C forms are important because they verify when an individual has entered the U.S. legally along with their employment authorization.

Employers must follow strict guidelines when verifying I-94 or I-797C forms in order to avoid fines of up to $2000 per employee for any missteps made during verification procedures including:

Failing to properly complete sections on the I-94 form includes providing a photocopy that exhibits alterations, erasures, or overwriting of information contained within these documents.

This can lead to up to six months imprisonment as well as the maximum fine amount imposed by law (currently set at $2500)

It also includes the failure to provide required supporting documentation such as verifiable evidence presented by employees, I-94 documentation, I-797C notices, or a combination of all three.

Employers must also refrain from coercing employees into providing false information while completing I-94 forms and should not delegate these types of tasks to third parties without having a complete understanding that the process may become confusing for both them as well as their staff members.

Specifically, with I-797Cs, employers are required by law to ensure that they retain only one copy per employee/visa holder under this form type which can be located within Employment Eligibility Verification (Form I-765).

Employer copies will remain valid indefinitely unless specifically revoked by USCIS; however, an employer's Form I-129S Notice of Action is considered invalid if the I-797C notice is not valid for employment authorization.

Instructions for Completing an I-9 Form

Fortunately, filling out an I-9 form isn't too difficult. The following information will break down how to complete an I-9 form for both employees and employers.

Instructions for Employees:

Enter your name as it appears on your passport. If you have legally changed your name since receiving your visa, be sure to include this new legal name within section two.

Be certain that all fields are filled out completely and legibly in black ink only with no abbreviations or whiteout corrections allowed.

Use block capitalization for Section One "Employee Information" while writing in Sentence case for Sections Two through Nine excluding entry number one which must remain in Title Case throughout the completion process

Make sure to sign I-94 (if applicable) and I-797C forms in section number ten

However, if you do not have I-94 or I-797C documentation available at the time of verification, then it is permissible for your employer to complete this portion.

Instructions for Employers:

Enter your business name as it appears on I-797C.

Be sure to check the appropriate box that corresponds with I-94 or I-797C for each employee you are verifying under Section One "Employee Information" and includes their corresponding number beside it within Space #11 of section two.

For example, if an I-94 form is completed, then the employer must place a checkmark in Box A followed by numbering alongside this same box from one through nine which will correspond directly with entry numbers one through nine found on the I-94 Form.

Similarly, if an I-797C document was utilized during verification procedures then employers should enter a checkmark in Box B instead along with numbering every space throughout Sections Three through Nine beside the I-797C box.

If you are unsure of how to complete any of these forms, then be sure to refer back over I-94 and I-797C documentation first before beginning Section Two "Employee Documents."

Follow all instructions closely by placing numbers in order as they appear within I-94 or I-797C documents themselves.

You can start with Box A if an I-94 document is being utilized followed by numbering every section throughout Sections Three through Ten excluding entry number one which should remain constant for each form type.

How to Review the I-9 Form

After the I-9 form has been filled out, ensuring a proper review is key for compliance. Here is the information necessary to get the job done.

I-9 Form Verification Process for Employers

An I-797C is considered valid for employment authorization only if the I-94 form has been filled out and retained

If a new I-94 document was completed during verification procedures, then employers must retain this original document instead of an I-797C.

Employers are permitted to utilize either one however I-797Cs will be invalidated after they expire while retaining or making copies of any changes made within Section Two "Employee Information".

Choosing an Authorized Representative for I-129 or I-140 Petitions

Before you can file an I-129 petition, employers must select a representative. This is because the USCIS may forward your application to another office for review if it determines that there are no issues with the content of your petition.

If this happens then they will send out a notice to inform you as well as provide more information on who was listed as authorized representatives along with their corresponding contact details including phone numbers and email addresses.

In addition, those individuals appearing in Section One "Employee Information" should be considered responsible parties within company management while any other employee cannot authorize someone else's I-797C petitions until permitted by the employer first.

Tips for Ensuring a Seamless I-9 Form Completion Process

Granted, all of this information can be difficult to take in. In sum, here are some important tips to follow to make sure you complete a USCIS Form I-9 without any difficulties.

Hire an HR Team:

I-797Cs can be difficult to manage as an employer if you do not have a team responsible for I-129 and I-140 petitions.

For this reason, ensuring that your HR department is well equipped with knowledge of I-94s and I-797C documents along with how they should be utilized will save time and money in the future by preventing simple errors like incorrect form completion or lost documentation.

Adhere to Details:

Those listed on I-94 forms should follow all details closely following Section Two "Employee Documents".

This is because employers must accurately fill out information for each employee including their full name, date of birth, social security number (or alien registration number), place of birth, nationality/citizenship status as well as their I-94 entry number.

Don't Be Afraid to Ask for Help:

If you need help or clarification on I-94 and I-797C documentation then make sure to ask your immigration lawyer.

This is because they can provide employers with information about entry numbers, I-129 petitions along other details critical for ensuring compliance over the course of employment within American borders.

Keep Proper Track of I-9 Forms:

Employers are responsible for I-94s and I-797C forms, therefore keeping track of information regarding the number submitted to USCIS is necessary.

This can be done by retaining copies in file folders or filing cabinets while also submitting originals to the USCIS within three days of I-129 petitions being approved.

Verify These Forms Properly:

Next, I-94 forms and I-797Cs should be verified to ensure their accuracy along with the information contained within.

This can be done by reviewing copies of I-794s which contain I-94 numbers as well as verifying that these documents are still valid through USCIS verification services.

Remember the Deadlines:

I-94s and I-797Cs should never expire so long as they are still valid.

However, employers must remember that I-129 petitions will be invalidated after their expiration date while I-140 petitions will not have any impact on the validity of I-797C forms until the application is approved or denied.

Coordinate I-9 Forms Correctly for Rehires:

When planning on hiring employees who have been away from the company for a while, I-94 forms must be coordinated with I-797Cs.

This is because rehires of former employees will need an I-797C along with their corresponding I-94 forms which means that employers can save time and money by utilizing I-794s containing I-94 numbers already submitted to the USCIS.

Lastly, don't forget about Section Three "Employer Review" where it lists details regarding employer information such as business name and address among other things including contact information in case more clarification is necessary before completing Section Four "Employee's Acceptance".

Avoid Critical Audit Mistakes:

It is important for employers to be aware of the potential risks involved with I-94 and I-797C forms.

This can be done by avoiding critical mistakes such as losing I-94/I-797C documents, submitting expired forms, or not completing forms correctly which could result in fines ranging from $110-$1140 per form (depending on whether or not it's an intentional error)

This is among other things like delayed processing times while also facing possible penalties if these errors are found within three years after filing paperwork.

Take Note of This Form's Anti-Discrimination Provisions:

I-94 and I-797C forms are subject to anti-discrimination provisions which prohibit employers from discriminating against employees on the basis of national origin or citizenship status.

This is because current law states that I-129 petitions must be filed by U.S. citizens while I-140 petitions may only be submitted by lawful permanent residents (i.e., green cardholders).

Avoid Improper Storage of These Documents:

Employers must be very careful with I-94 and I-797C forms as they can't simply be kept in any office or filing cabinet.

This is because these documents require special storage such as a locked file drawer with only designated personnel allowed to access them.

Don't Lose These Documents:

Next, it's important for employers not to lose I-94/I-797Cs while also making sure that submitted copies are retained by employees throughout employment (i.e., up until the date of termination).

However, if an employee leaves before their I-129 petition expires then make sure to provide this information along with proof that their I-129 was approved which includes emails from USCIS officials and I-797Cs.

Lastly, make sure to coordinate with USCIS verification services and I-94/I-797C forms (i.e., I-794s) for rehires as mentioned earlier in the article about avoiding critical audit mistakes.

Interested in Learning More About I-9 Forms?

As you can see, there are several important things to know about filling out an I-9 form. On top of knowing who can verify the form, you'll also need to understand the conditions for completing and storing these forms.

To learn more about this subject, continue reading our blog for more helpful articles.

[imagilityco]

Innovative Software Solutions: A Fresh Approach to Solving Immigration Challenges

In an era where globalization fuels workforce diversity, managing immigration efficiently has become more important than ever. From visa applications to compliance checks, the complex landscape of immigration processes can be daunting. Enter the world of innovative software solutions, designed to tackle these challenges with ease and precision.

Challenges in the Current Immigration Process For immigration attorneys, HR professionals, and talent acquisition teams, managing immigration cases means dealing with extensive paperwork, tight deadlines, and constant regulation updates. Errors in documentation or missed deadlines can have serious repercussions, making accuracy and timeliness critical.

How New Software is Transforming Immigration Management Recent advancements in software technology are bridging the gap between complexity and efficiency. Here’s how:

Streamlined Case Management: Modern immigration software offers intuitive dashboards that help professionals track cases in real time, from initial filings to final approvals.

Automated Compliance: Tools with built-in i9 verification and compliance checks ensure adherence to regulations without manual oversight.

Improved Communication: Integrated platforms enable seamless communication between clients, legal teams, and HR departments, keeping everyone updated on case progress.

Enhanced Data Security: Given the sensitive nature of immigration documents, top-notch cybersecurity features protect data and ensure confidentiality.

Why It Matters Time saved through automated processes allows legal and HR teams to focus on strategic aspects of their roles, improving the overall experience for their clients or employees. This efficiency leads to reduced costs and better outcomes, making it a worthwhile investment for organizations aiming to manage their global workforce effectively.

Conclusion Innovative software is no longer just a luxury but a necessity for organizations involved in immigration processes. With its ability to simplify complex workflows, ensure compliance, and enhance security, this technology is changing how professionals handle immigration from start to finish.

Discover how adopting the right software can revolutionize your approach to immigration management. Stay ahead, stay compliant, and make immigration easier than ever.

[npzlawyersforimmigration]

USCIS's Revised Form I-9: Understanding the Key Changes and New Remote Verification Procedures

https://conta.cc/44AuMom

#FormI9, #EmploymentEligibilityVerification #DHS #RemoteExamination #EVerify #COVID19Flexibilities #FederalRegister #I9 #HR #Employee #Employment

[stevenbennett]

Online Webinar- "I-9 Audits: Strengthening Your Immigration Compliance Strategies in 2021"

Live Webinar: I-9 Audits: Strengthening Your Immigration Compliance Strategies in 2021 When: Wednesday August 11, 2021 - 01:00 PM Duration: 90 Minutes.

Register Now for Live Virtual Webinar

In this webinar, you will learn how to properly complete I9s, conduct internal audits of their I9s, the proper procedures for correcting errors & omissions, retention rules, and how to prepare should they be audited by ICE. It is a violation of Federal immigration law for any employer to knowingly hire employees who are not authorized to work in the United States. The Federal Form I-9: Employment Eligibility Verification, is used by employers as a record of their basis for determining the eligibility of an employee to work in the U.S. Areas Covered in the Webinar: What is Form I-9 and who must comply? Changes to Form I-9 in 2020 Exceptions for completing and retaining Forms I-9 Employer and employee responsibilities when completing Form I-9 Procedures for correcting errors & omissions Immigration and Customs Enforcement Audits I-9 and E-Verify: Know the difference E-Verify rules & procedures

Register soon because space is limited.

We hope you’re able to join us!

[daniel1972777]

Buy Hotmail number. Long queues were witnessed outside Madurai Medical College (MMC) on Monday as people lined up from morning to buy Remdesivir.

If you've been looking for a new gaming laptop or trying to build a new gaming PC, it's been kind of hard to get a hold of hardware, especially graphics cards like the RTX 3080. However, both Intel and Nvidia have announced some fresh laptop hardware, which should power the best gaming laptops 2021 will have to offer.

From Intel, we're getting its 11th-generation Tiger Lake-H series of mobile processors, led by the Intel Core i9-11980HK – an 8-core, 16-thread chip with a Max 2-core turbo of 5GHz. Then, from Nvidia, we're getting the long-rumored Buy Hotmail verification code if Team Green is still frustratingly avoiding launching a desktop version of the new GPU.

These two launches are going to affect gaming laptops at every price point, with the RTX 3050 Ti finally giving a current-generation budget gaming and workstation solution. And, of course, the RTX 3080 itself, along with the rest of the mobile Ampere GPUs will still be widely available on gaming laptops everywhere.

If you want to get your hands on a laptop with some of this new hardware in it, you won't have to wait long. These laptops will start being available for preorder this week, and should be on store shelves by late May, early June 2021.

Intel finally brings 10nm to gaming laptops

With Tiger Lake-H, Intel has finally brought its 10nm process to its high-performance mobile processors, where previously it's been exclusively found in the best Ultrabooks.

With these processors, Intel is claiming a pretty massive Buy Hotmail verification number gen-on-gen performance improvement over its 10th-generation Comet Lake-H parts, even if this new silicon has similar specs. More specifically, in games like War Thunder and Grid 2019, Intel is claiming a 15-21% jump in raw gaming performance.

That's something we'll have to wait and see for ourselves, though, when we get these laptops in-hand for testing later on. A lot of the games Team Blue is using to compare performance aren't exactly the hottest titles on the market, though, so we'd advise waiting to see how these new processors perform in your favorite game before jumping on the pre-order button.

One thing we did notice, though, is that Max Turbo frequencies are lower on the new 11th-generation processors than their 10th-generation predecessors. For instance, the Intel Core i9-11980HK only has a Max Turbo frequency of 5.0GHz, rather than the 5.3GHz of the Core i9-10980HK.

If these processors are indeed up to 19% faster, even with the significantly lower turbo speeds, it would mean that Intel made a significant improvement to IPC (instructions per cycle). But, again, that's something we're going to have to wait until we get it in-hand to see.

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Web: SMSPinCode

[isaacsapphire]

Um, guys, have any of you gotten an above the table job or hired anyone above the table? There's this list of documents called I9, and if you don't have 1 list A document or a list B document AND a list C document, you aren't getting a legal job.

How many people have jobs? Heck, if you want to receive government money, you still need identity verification documents! Like, not having documents is a thing that happens sometimes to people, but it's a huge problem way way before we start considering voting.

Showing up with an ID is a test that has already been corrupted, by requiring it and then mandating ID that are expensive and time consuming to acquire.

As far as I’m aware, that’s just propaganda. I had more trust for such criticisms 10 years ago.

91% of US households have access to a car, and driving one requires a license, which is the typical form of ID in the US. I’m fine with the state subsidizing IDs though.

[helloseofan]

https://bit.ly/3iCvI3B Free Webinar ICE Form I9 Updates. Hiring Non-Immigrants and completing their Form I-9s is a very complex process. Owing to the COVID-19 pandemic, USCIS has extended the flexibility of Form I-9 Digital Verification for another 60 days. It gives employers a respite to the Physical Verification process. However, most of the employers are still confused about how to verify & re-verify their employees.