{"id":1007659,"date":"2025-07-24T07:57:49","date_gmt":"2025-07-24T13:57:49","guid":{"rendered":"https:\/\/runahr.com\/i-9\/"},"modified":"2026-07-16T18:59:57","modified_gmt":"2026-07-17T00:59:57","slug":"i-9","status":"publish","type":"post","link":"https:\/\/runahr.com\/en\/recursos\/human-resources\/i-9\/","title":{"rendered":"I-9: What is it? Is still required?"},"content":{"rendered":"<p><span>The fundamental responsibility of employers is to ensure their employees are work-authorized in the United States. I-9 employment verification is the standard procedure among employers to facilitate a company to comply with federal immigration law.<\/span><\/p>\n<p><span>As mandated by the Immigration Reform and Control Act of 1986, I-9 prevents employers from <a href=\"https:\/\/runahr.com\/en\/recursos\/hiring\/hiring\/\">hiring<\/a> illegal employees. I-9 compliance is required to avoid penalties, audits, and even lawsuits.<\/span><\/p>\n<p><span><a href=\"https:\/\/runahr.com\/en\/recursos\/human-resources\/hr\/\">Human resource<\/a> specialists need to comprehend and keep informed about the I-9 process in order to safeguard the firm and guarantee compliance.<\/span><\/p>\n<h2><b>What is the I-9 form?<\/b><\/h2>\n<p><span>I-9 form, Employment Eligibility Verification is a US Federal form used by US employers to confirm the identification and legal authority of the employees to work. The form has to be filled in by all individuals on employment to work in the US. The form confirms the employment eligibility of the prospective worker and the genuineness of him or her having supplied legitimate documental evidence. USCIS functions as per US federal law on immigration.<\/span><\/p>\n<h2><b>What is the purpose of the I-9?<\/b><\/h2>\n<p><span>The I-9 serves several compliance and enforcement purposes. These include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Verifies the qualifications of employees to work in the United States.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Asks the worker to produce an original identity card and work certification.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Deter employers from hiring illegal workers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Complies with the Federal Immigratation Law.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Prepares organizations for government audits and inspections.<\/span><\/li>\n<\/ul>\n<h2><b>Is form I-9 still required?\u00a0<\/b><\/h2>\n<p><span>All employers in the United States are required to complete form I-9 on all the employees whom they hire regardless of nationality.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Comprehensive requirements: <\/b><span>The I-9 requirement applies to all individuals employed since November 6, 1986. This includes long-term employees and cannot be bypassed.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Updates and revisions: <\/b><span>The USCIS also revises the I-9 form on a regular basis. The employers are also required to utilize the newly published version available on the USCIS website to maintain compliance.<\/span><\/li>\n<\/ul>\n<h2><b>What are the consequences of fail to complete form I-9?<\/b><\/h2>\n<p><span>Failing to complete Form I-9 can lead to serious consequences. Here are the most common ones:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Fines and Penalties<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span>$272 to $2,701<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span>Maximum of $27,018 for second offenses.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Criminal and Civil Charges<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span>The intentional employment of illegal labor may result in criminal prosecution.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span>Employers are liable to imprisonment if they forge documents or submit forged documents.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Inspections and audits<\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span>Immigration and Customs Enforcement (ICE) audits<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span>Non-compliant employers are also subject to fines or debarment from receiving federal contract awards.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<h2><b>Is it illegal to work without a valid I-9?<\/b><\/h2>\n<p><span>Yes. Working in America without following the I-9 process is unacceptable. The employees must show unexpired and valid documents and employers have to verify the same before employment.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Physical inspection of I-9 forms: <\/b><span>Employers are required to personally examine the original documentation provided by employees. In exceptional cases, remote verification through copies may be accepted.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Remote verification flexibilities: <\/b><span>I-9 verification flexibilities were similarly temporary during the period of the COVID-19 pandemic to facilitate remote inspection of the documents. USCIS has plans to consider the permanent ways of remote work. The employers are still required to check for authenticity and tampering of the documents.<\/span><\/li>\n<\/ul>\n<h2><b>How long should employers maintain the I-9?<\/b><\/h2>\n<p><span>Here is how long employers are required to store the I-9 form:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Within three years from the commencement of work, or<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Within a year from the end of employment\u2014later of<\/span><\/li>\n<\/ul>\n<h4><b>Reverification Guidelines<\/b><\/h4>\n<p><span>If an employee\u2019s authorization expires, it must be reverified. Employers are responsible for ensuring the updated documentation is obtained before the expiration date.<\/span><\/p>\n<h2><b>What is the 3-Day rule on I-9?<\/b><\/h2>\n<p><span>The three-day rule has two parts for employer and employee:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Section 1 of Form I-9 should be completed by the employee by his first day of work.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Section 2 should be completed by the employer by three days following the first day the <a href=\"https:\/\/runahr.com\/en\/recursos\/human-resources\/employee\/\">employee<\/a> begins to work for pay.<\/span><\/li>\n<\/ul>\n<p><span>Failing to do so will invoke penalties unless done and documented in a timely manner.<\/span><\/p>\n<h2><b>Is it illegal to backdate an I-9?\u00a0<\/b><\/h2>\n<p><span>Backdating an I-9 form is illegal. There\u2019s no wiggle room on this one. Even if the intent isn\u2019t malicious, changing the date after the fact is considered falsifying a legal document \u2014 and that\u2019s a serious compliance violation under federal immigration law.<\/span><\/p>\n<p><span>The rules are clear: both the employer and the employee must complete their respective sections of the I-9 within specific timeframes. For the employer, that means finalizing the form within three business days of the employee\u2019s start date. Not four, not next week \u2014 three. And the documents used for verification must be original and unexpired. Anything outside those parameters risks creating a paper trail that won\u2019t hold up if audited.<\/span><\/p>\n<p><span>The consequences of backdating go far beyond a slap on the wrist. We\u2019re talking about potential fines, ICE audits, and in some cases, legal investigations that could expose broader problems with workforce practices. It\u2019s not just about protecting the business from penalties \u2014 it\u2019s about maintaining credibility. For HR teams, the best safeguard is a clear, repeatable process that ensures I-9s are done right the first time. That means timely verification, the correct version of the form, and absolutely no shortcuts \u2014 even if things get busy. Because when mistakes happen here, they\u2019re the kind that don\u2019t stay quiet for long.<\/span><\/p>\n<h2><b>Which are the acceptable documents to validate I-9 compliance?<\/b><\/h2>\n<p><span>Employees must present specific documents based on USCIS guidelines. They may provide one from List A or one from both List B and List C.<\/span><\/p>\n<p><span>A list (Identity and work authorization \u2013 One required):<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>U.S. Passport<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Permanent Resident Card (Green Card)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Employment Authorization Document (EAD)<\/span><\/li>\n<\/ul>\n<p><span>B list (Identity Only \u2013 to be accompanied by a List C document):<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>\u00a0License to Drive<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>State ID Card<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Military Identification Card<\/span><\/li>\n<\/ul>\n<p><span>C list (Work Authorization Only \u2013 with a List B document):<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Social Security Card (no limit)<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Birth Certificate<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>United States Citizen Identification Card<\/span><\/li>\n<\/ul>\n<p><span>Expired documents are never acceptable. Employers are required to scrutinize all documents to confirm authenticity and to check if they seem to be the actual and genuine documents.<\/span><\/p>\n<h2><b>What are the responsibilities of HR in compliance of I-9?<\/b><\/h2>\n<p><span>HR departments play a central role in ensuring proper administration. Their responsibilities include:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Having all prospective employees fill out Form I-9.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>The verification of employment authorizations.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Keeping I-9 forms as required by law.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Re-verifying authorizations on employees\u2019 documents close to expiry.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Preparations prior to audit or inspection.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span>Keeping current on USCIS policy changes and form changes.<\/span><\/li>\n<\/ul>\n<p><span>The I-9 form isn\u2019t just another hiring document \u2014 it plays a core role in confirming that each new employee is legally cleared to work in the U.S. This goes beyond administrative formality. It\u2019s a direct compliance requirement under federal immigration law, and ignoring it isn\u2019t an option. For employers, staying current with I-9 expectations isn\u2019t just smart \u2014 it\u2019s mandatory, and the consequences for slipping up are very real.<\/span><\/p>\n<p><span>By law, every new hire must have a completed I-9 on file. That process requires verifying work authorization with original, unexpired documents. Copies or expired IDs don\u2019t meet the standard. On top of that, because the rules can shift from time to time, employers have to make sure they\u2019re always using the most up-to-date version of the form \u2014 the one posted by USCIS. Missing any of these steps can open the door to audits, fines, and potentially legal action. For HR teams, the best defense is consistency. A clear, documented process for completing and storing I-9s isn\u2019t just a best practice \u2014 it\u2019s a line of protection for the entire organization.<\/span><\/p>\n\t\t<h2 class=\"runa-faq-title\">Frequently asked questions<\/h2>\n\n\t\t<div class=\"runa-faq-accordion\">\n\t\t\t\t\t\t<details class=\"runa-faq-item\">\n\t\t\t\t<summary>\n\t\t\t\t\t<span>How can a 1099 form affect I-9 administration?<\/span>\n\t\t\t\t\t<i class=\"fas fa-chevron-down\" aria-hidden=\"true\"><\/i>\n\t\t\t\t<\/summary>\n\t\t\t\t<div class=\"runa-faq-content\">\n\t\t\t\t\t<p>A <a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/1099-form\/\">1099 form<\/a> is generally tied to nonemployee <a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/compensation\/\">compensation<\/a>, while Form I-9 is used to verify the identity and employment authorization of individuals hired for employment in the U.S. Employers generally do not complete Form I-9 for independent contractors, so HR and Finance should keep <a href=\"https:\/\/runahr.com\/en\/recursos\/human-resources\/contractor\/\">contractor<\/a> documentation separate from employee <a href=\"https:\/\/runahr.com\/en\/recursos\/human-resources\/onboarding\/\">onboarding<\/a>.<\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/details>\n\t\t\t\t\t\t<details class=\"runa-faq-item\">\n\t\t\t\t<summary>\n\t\t\t\t\t<span>When does attrition affect I-9 processes?<\/span>\n\t\t\t\t\t<i class=\"fas fa-chevron-down\" aria-hidden=\"true\"><\/i>\n\t\t\t\t<\/summary>\n\t\t\t\t<div class=\"runa-faq-content\">\n\t\t\t\t\t<p class=\"isSelectedEnd\"><a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/attrition\/\">Attrition<\/a> affects I-9 processes when employees separate, return, or are rehired. HR should have a consistent process for reviewing whether a prior I-9 can be used, whether reverification is needed, or whether a new form is required.<\/p>\n<h2><\/h2>\n\t\t\t\t<\/div>\n\t\t\t<\/details>\n\t\t\t\t\t\t<details class=\"runa-faq-item\">\n\t\t\t\t<summary>\n\t\t\t\t\t<span>What should biweekly pay teams know about I-9 timing?<\/span>\n\t\t\t\t\t<i class=\"fas fa-chevron-down\" aria-hidden=\"true\"><\/i>\n\t\t\t\t<\/summary>\n\t\t\t\t<div class=\"runa-faq-content\">\n\t\t\t\t\t<p><a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/biweekly-pay\/\">Biweekly pay<\/a> should not begin until the employee is properly set up in <a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/payroll\/\">payroll<\/a> and onboarding systems. HR and Payroll need clear handoffs so I-9 completion, <a href=\"https:\/\/runahr.com\/en\/recursos\/hiring\/w-4\/\">W4<\/a> setup, direct deposit, and pay cycle timing do not create first-<a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/paycheck\/\">paycheck<\/a> issues.<\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/details>\n\t\t\t\t\t\t<details class=\"runa-faq-item\">\n\t\t\t\t<summary>\n\t\t\t\t\t<span>In what way does EFTPS relate to I-9 data?<\/span>\n\t\t\t\t\t<i class=\"fas fa-chevron-down\" aria-hidden=\"true\"><\/i>\n\t\t\t\t<\/summary>\n\t\t\t\t<div class=\"runa-faq-content\">\n\t\t\t\t\t<p><a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/eftps\/\">EFTPS<\/a> does not use I-9 records directly, but both depend on clean employment administration. Accurate onboarding helps Payroll and Finance maintain reliable employee, <a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/wage\/\">wage<\/a>, and tax workflows after a new hire is added.<\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/details>\n\t\t\t\t\t\t<details class=\"runa-faq-item\">\n\t\t\t\t<summary>\n\t\t\t\t\t<span>Can an HRIS improve I-9 management?<\/span>\n\t\t\t\t\t<i class=\"fas fa-chevron-down\" aria-hidden=\"true\"><\/i>\n\t\t\t\t<\/summary>\n\t\t\t\t<div class=\"runa-faq-content\">\n\t\t\t\t\t<p>An <a href=\"https:\/\/runahr.com\/en\/recursos\/human-resources\/hris\/\">HRIS<\/a> can help HR track onboarding status, deadlines, document workflows, employee records, and rehire activity. The main benefit is visibility: leaders can see whether I-9 steps are complete before payroll or benefits processes move too far ahead.<\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/details>\n\t\t\t\t\t\t<details class=\"runa-faq-item\">\n\t\t\t\t<summary>\n\t\t\t\t\t<span>How does paternity leave relate to I-9 records?<\/span>\n\t\t\t\t\t<i class=\"fas fa-chevron-down\" aria-hidden=\"true\"><\/i>\n\t\t\t\t<\/summary>\n\t\t\t\t<div class=\"runa-faq-content\">\n\t\t\t\t\t<p class=\"isSelectedEnd\"><a href=\"https:\/\/runahr.com\/en\/recursos\/benefits\/paternity-leave\/\">Paternity leave<\/a> does not change the purpose of an I-9, but employee records should remain consistent when someone takes leave, returns, or changes status. HR should avoid requesting new I-9 documents unless a specific rehire or reverification process requires it.<\/p>\n<h2><\/h2>\n\t\t\t\t<\/div>\n\t\t\t<\/details>\n\t\t\t\t\t\t<details class=\"runa-faq-item\">\n\t\t\t\t<summary>\n\t\t\t\t\t<span>Should a performance improvement plan affect I-9 handling?<\/span>\n\t\t\t\t\t<i class=\"fas fa-chevron-down\" aria-hidden=\"true\"><\/i>\n\t\t\t\t<\/summary>\n\t\t\t\t<div class=\"runa-faq-content\">\n\t\t\t\t\t<p>A <a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/performance-improvement-plan\/\">performance improvement plan<\/a> is about job performance, while I-9 is about employment eligibility verification. HR should keep performance files and I-9 records separate so managers do not confuse compliance documentation with performance management.<\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/details>\n\t\t\t\t\t\t<details class=\"runa-faq-item\">\n\t\t\t\t<summary>\n\t\t\t\t\t<span>How should remuneration be handled alongside I-9?<\/span>\n\t\t\t\t\t<i class=\"fas fa-chevron-down\" aria-hidden=\"true\"><\/i>\n\t\t\t\t<\/summary>\n\t\t\t\t<div class=\"runa-faq-content\">\n\t\t\t\t\t<p><a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/remuneration\/\">Remuneration<\/a> may include <a href=\"https:\/\/runahr.com\/en\/recursos\/salary\/salary\/\">salary<\/a>, wages, bonuses, benefits, <a href=\"https:\/\/runahr.com\/en\/recursos\/benefits\/pto\/\">PTO<\/a>, and other rewards. HR should keep those compensation details separate from I-9 documentation while making sure employee status is clear before pay and benefits begin.<\/p>\n\t\t\t\t<\/div>\n\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\n\t\t<script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"How can a 1099 form affect I-9 administration?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"\\u003Cp\\u003EA \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/1099-form\\\/\\\"\\u003E1099 form\\u003C\\\/a\\u003E is generally tied to nonemployee \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/compensation\\\/\\\"\\u003Ecompensation\\u003C\\\/a\\u003E, while Form I-9 is used to verify the identity and employment authorization of individuals hired for employment in the U.S. Employers generally do not complete Form I-9 for independent contractors, so HR and Finance should keep \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/human-resources\\\/contractor\\\/\\\"\\u003Econtractor\\u003C\\\/a\\u003E documentation separate from employee \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/human-resources\\\/onboarding\\\/\\\"\\u003Eonboarding\\u003C\\\/a\\u003E.\\u003C\\\/p\\u003E\\n\"}},{\"@type\":\"Question\",\"name\":\"When does attrition affect I-9 processes?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"\\u003Cp class=\\\"isSelectedEnd\\\"\\u003E\\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/attrition\\\/\\\"\\u003EAttrition\\u003C\\\/a\\u003E affects I-9 processes when employees separate, return, or are rehired. HR should have a consistent process for reviewing whether a prior I-9 can be used, whether reverification is needed, or whether a new form is required.\\u003C\\\/p\\u003E\\n\\u003Ch2\\u003E\\u003C\\\/h2\\u003E\\n\"}},{\"@type\":\"Question\",\"name\":\"What should biweekly pay teams know about I-9 timing?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"\\u003Cp\\u003E\\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/biweekly-pay\\\/\\\"\\u003EBiweekly pay\\u003C\\\/a\\u003E should not begin until the employee is properly set up in \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/payroll\\\/\\\"\\u003Epayroll\\u003C\\\/a\\u003E and onboarding systems. HR and Payroll need clear handoffs so I-9 completion, \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/hiring\\\/w-4\\\/\\\"\\u003EW4\\u003C\\\/a\\u003E setup, direct deposit, and pay cycle timing do not create first-\\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/paycheck\\\/\\\"\\u003Epaycheck\\u003C\\\/a\\u003E issues.\\u003C\\\/p\\u003E\\n\"}},{\"@type\":\"Question\",\"name\":\"In what way does EFTPS relate to I-9 data?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"\\u003Cp\\u003E\\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/eftps\\\/\\\"\\u003EEFTPS\\u003C\\\/a\\u003E does not use I-9 records directly, but both depend on clean employment administration. Accurate onboarding helps Payroll and Finance maintain reliable employee, \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/wage\\\/\\\"\\u003Ewage\\u003C\\\/a\\u003E, and tax workflows after a new hire is added.\\u003C\\\/p\\u003E\\n\"}},{\"@type\":\"Question\",\"name\":\"Can an HRIS improve I-9 management?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"\\u003Cp\\u003EAn \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/human-resources\\\/hris\\\/\\\"\\u003EHRIS\\u003C\\\/a\\u003E can help HR track onboarding status, deadlines, document workflows, employee records, and rehire activity. The main benefit is visibility: leaders can see whether I-9 steps are complete before payroll or benefits processes move too far ahead.\\u003C\\\/p\\u003E\\n\"}},{\"@type\":\"Question\",\"name\":\"How does paternity leave relate to I-9 records?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"\\u003Cp class=\\\"isSelectedEnd\\\"\\u003E\\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/benefits\\\/paternity-leave\\\/\\\"\\u003EPaternity leave\\u003C\\\/a\\u003E does not change the purpose of an I-9, but employee records should remain consistent when someone takes leave, returns, or changes status. HR should avoid requesting new I-9 documents unless a specific rehire or reverification process requires it.\\u003C\\\/p\\u003E\\n\\u003Ch2\\u003E\\u003C\\\/h2\\u003E\\n\"}},{\"@type\":\"Question\",\"name\":\"Should a performance improvement plan affect I-9 handling?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"\\u003Cp\\u003EA \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/performance-improvement-plan\\\/\\\"\\u003Eperformance improvement plan\\u003C\\\/a\\u003E is about job performance, while I-9 is about employment eligibility verification. HR should keep performance files and I-9 records separate so managers do not confuse compliance documentation with performance management.\\u003C\\\/p\\u003E\\n\"}},{\"@type\":\"Question\",\"name\":\"How should remuneration be handled alongside I-9?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"\\u003Cp\\u003E\\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/remuneration\\\/\\\"\\u003ERemuneration\\u003C\\\/a\\u003E may include \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/salary\\\/salary\\\/\\\"\\u003Esalary\\u003C\\\/a\\u003E, wages, bonuses, benefits, \\u003Ca href=\\\"https:\\\/\\\/runahr.com\\\/en\\\/recursos\\\/benefits\\\/pto\\\/\\\"\\u003EPTO\\u003C\\\/a\\u003E, and other rewards. HR should keep those compensation details separate from I-9 documentation while making sure employee status is clear before pay and benefits begin.\\u003C\\\/p\\u003E\\n\"}}]}<\/script>\n\n\t\t<script>\n\t\t(function() {\n\t\t\tdocument.addEventListener('DOMContentLoaded', function() {\n\t\t\t\tvar items = document.querySelectorAll('.runa-faq-accordion details');\n\t\t\t\titems.forEach(function(target) {\n\t\t\t\t\ttarget.addEventListener('toggle', function() {\n\t\t\t\t\t\tif (target.open) {\n\t\t\t\t\t\t\titems.forEach(function(other) {\n\t\t\t\t\t\t\t\tif (other !== target && other.open) other.open = false;\n\t\t\t\t\t\t\t});\n\t\t\t\t\t\t}\n\t\t\t\t\t});\n\t\t\t\t});\n\t\t\t});\n\t\t})();\n\t\t<\/script>\n\t\t\n","protected":false},"excerpt":{"rendered":"<p>The fundamental responsibility of employers is to ensure their employees are work-authorized in the United States. I-9 employment verification is the standard procedure among employers to facilitate a company to comply with federal immigration law. As mandated by the Immigration Reform and Control Act of 1986, I-9 prevents employers from hiring illegal employees. I-9 compliance [&hellip;]<\/p>\n","protected":false},"author":105,"featured_media":1192293,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_wp_applaud_exclude":false,"footnotes":""},"categories":[1850,1834],"tags":[2167,1852],"class_list":["post-1007659","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources","category-recursos","tag-article","tag-human-resources"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.1 (Yoast SEO v28.1) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>I-9: What is it? 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