do not waste
time getting I-9 information on all applicants – this is only
required for people who are actually hired
the law
requires employers to verify the I-9 information by the end of the
third day of an employee's employment
I-9
documentation can vary, but should be of the type described in the
INS I-9 form – a new hire can present either one document that
establishes both identity and work authorization (such as a passport
or I-551 card), or else one document establishing identity (photo ID
such as a driver's license) plus one document establishing work
authorization (valid current Social Security card, birth certificate,
or the like)
employers
are not required to keep copies of the documents a new hire presents
for the I-9 form, but keeping copies will help a company show that it
tried in good faith to verify the identity and work authorization of
the employee - it is best to keep such documents in a separate I-9
file (see
"Personnel Files" for details)
I-9 records must be kept for three years following the date of hire, or for one year after the employee leaves, whichever is later – recommended: keep this and all employment records for at least 4 years after the employee leaves in order to exhaust all the statutes of limitation
