Recent Developments, As Of Now in I-9 compliance

On October 25, 2011, the United States Citizenship and Immigration Services (USCIS) announced that the agency is now issuing an enhanced Employment Authorization Document (EAD) and a redesigned Certificate of Citizenship (For N-560) having new features to deteriorate fraud and strengthen security features. For definitive authorization of working permit to workers, employees and law and enforcement officials for better recognition of EAD as a proof of work authorization after incorporating technology and tactile features by the USCIS. According to the new I-9 Compliance As, individuals apply for the renewal or replacement of their EAD cards USCIS, effective from October 25, 2011 will issue new EAD cards with the aim to replace the already existing EAD cards making them valid until the expiration date printed on them.

The certificate of citizenship under the form N-560 although does not retaliate to the I-9 Compliance and issued to individuals who have derived citizenship through parent neutralization, acquired citizenship at birth abroad through a United States parent or through application by United States citizen Adoptive parent. In addition, those in pursuit of section 341 of the act and have applied for the certificate of citizenship. Although the certificate of citizenship is a different entity, it is always important whenever an individual want to apply for the I-9 Employment Verification form.

The effect of this forthcoming I-9 Compliance will definitely be seen on the entire process of I-9 as in the context of I-9 the EAD is an acceptable List A document that authorizes both identity and work authorization as a qualifying criterion for foreign nationals. As the dependency of I-9 Employment Verifications form is mostly on the shoulders of employers it is advisable for them to understand and review the new look of the card for better assessment and authorization of the card.

Another thing to understand about I-9 Compliance and the EAD cards is they are just a temporary provision for work authorization and they do expire at some point of time. Prior to the occurrence of expiration, it is the responsibility of the employer to re-verify the continuing eligibility of the employee to work in United States.
Another good thing for employers at the disposal of I-9 Compliance is the use of E-Verify system instead of pen and paper style of form submission. E-verify is always useful to get automatic email reminders, dashboard pop ups and re-verification reports rather than managing calendar system for such tedious job. Using E-Verify will not only help you to maintain online database of your employees credentials regarding important I-9 Compliance but also will help you keep track of future development on the same issues.

Immigration Law