With business and bigger organizations job vacancies and hiring new professionals is a way of doing business and attaining their goals as per their schedule as they treat their employees as valuable assets. Often when it comes to employment and new hiring in United States every employer has to make sure that the newly hired person is legally authorized to work in United States and for the same he should accept a completed I-9 Employment Verification form. Recently the strict practices to make sure every employer effectively deal with immigration compliance are likely to continue for foreseeable future therefore it becomes prime necessity of every employer to attain the I-9 Employment Verification form along with every new hire.

I-9 Employment Verification form is regardless of the tendency to hire an immigrant or an US citizen and it must properly comply with the rules prescribed regarding the I-9 form. It becomes moral duty of the employee to fill and complete the Section I of the I-9 Employment Verification form on or before the first day of hiring a new employee. In order to complete, the foresaid requisite employer should make clear that employee has submitted US citizenship proof, lawful permanent address or a lawful work authorization if he is a foreign national to attest the form. Within three days of hiring employee needs to check the original documents against those submitted by the employee to prevent any forgery and duplicity. Usually the employer or on his behalf Human Resource has to conduct this inspection and scrutiny procedure described in Section II of the I-9 Employment Verification form.

Although in all there is only one page in the I-9 Employment Verification form, sometimes it becomes extremely difficult to complete this form in legal and expected manner. Therefore, the concerned department authorized to fill those forms should avoid making any mistakes in filling the form to eliminate any possibilities of discriminating I-9 form laws. While making sure that the documents are in place one area where employers have to maintain their relation with the newly hired is by eliminating any possibilities of “Document abuse”. This again is a federal crime wherein employer pressurized the newly hired to submit specific documents or too many documents to authorize the legal status of the persons to work in United States.

Any failed attempts or any procedure not seems in line with the compliance of I-9 Employment Verification form might lead to civil fines ranging from $ 100 to $ 1000 for each I-9 documentation violation. Too many similar mistakes may put the employer at stake thinking he is habitual violator of I-9 compliance. Worst-case scenario is when any illegal immigrant found employed in the organizations and the fines for such crimes range from $ 375 to $ 16,000 and serious or repeated violation of I-9 Employment Verification laws may lead to criminal sanctions and imprisonment.