Warner Robins Today

Employers are required to maintain a Form I-9 for every active employee hired after November 6, 1986. Additionally, they must keep I-9s for terminated employees for three years from the date of hire or one year following termination, whichever is later. Active and terminated employee I-9s should be filed separately.

The most current version of the I-9 form available at the time of hiring or reverification must be used. Employers can find more information on conducting self-audits for Forms I-9 through resources provided by U.S. Immigration and Customs Enforcement (ICE) and U.S. Citizenship and Immigration Services (USCIS). ICE offers detailed guidance on issues such as missing forms and correcting information on Parts I and II of the form.

I-9 Central, another resource by USCIS, provides comprehensive coverage on all matters related to Form I-9, including E-Verify and a FAQ section. Paycom's blog also discusses why employers should conduct a Form I-9 audit and how to build an audit checklist.

A SHRM article emphasizes the importance of training employees like restaurant hostesses or receptionists on how to handle visits from government officials such as those from OSHA, Department of Labor, Department of Revenue, or Immigration. It suggests having a contact list ready with individuals who need to be notified in such situations.

Employers are advised to follow these steps when approached by a government official: take the visitor’s information; seat them in the lobby or reception area without allowing them to wander; remain polite but avoid unnecessary conversation; and call a company representative listed on the contact list.