Form I-9 is a required step for employment in the U.S., regardless of citizenship status. Every employee must complete it, and every employer must verify it. This process ensures compliance with federal immigration laws, but mistakes or delays in the application can cause unnecessary setbacks. Knowing what is required and acting promptly will help keep everything on track and protect your status as a worker in the United States.
You Can Complete Section 1 Prior to the First Date of Employment
Once you accept a job offer, you can complete Section 1 of Form I-9. Notice we did not say once you start your job—because you can complete Section 1 before your first day of employment. This section requires basic personal information and a declaration of your work authorization status. While it cannot be submitted before an offer is in place, completing it early streamlines the process. This way, when you start working, the employer only needs to handle their verification, reducing unnecessary delays.
Employers cannot require you to fill out Section 1 before an offer is accepted, but once the job is confirmed, there is no reason to wait. Taking this step ahead of time ensures that minor errors or missing details will not create last-minute complications when you are ready to begin your new role.
Present Original Documents in a Timely Manner
Within 72 hours of starting work, you must provide original documents to prove both your identity and work authorization. Missing this deadline can put your job at risk. Employers are legally required to terminate employees who fail to provide the required documentation on time, so waiting too long can have serious consequences.
Make sure you have access to the necessary documents before your first day. If you need to obtain or replace something—such as a Social Security card or passport—take care of it in advance. The government does not allow copies, so you must provide physical, original documents. Planning ahead helps you avoid unnecessary complications and ensures that you remain eligible for your position.
Confirm Your Eligibility for Remote Verification
In an effort to modernize the I-9 process, U.S. Immigration and Customs Enforcement (ICE) has authorized an alternative to in-person verification. Some employers can now use a remote procedure to verify I-9 documents instead of requiring employees to present them in person. However, this option is not available to everyone.
To qualify for remote verification, an employer must be enrolled in E-Verify and be in good standing with the system. If your employer qualifies and opts to use the remote verification process, they must follow specific steps, including live video interaction to review your documents. This option can be beneficial for employees working remotely or for those who do not live near their employer’s office.
However, relying on remote verification without confirming eligibility can backfire. If your employer is not authorized to use the alternative procedure, your documents must still be physically verified in person. Check with your employer early to determine whether this applies to your situation.
Speak with an Experienced Business Immigration Attorney
Mistakes with Form I-9 can lead to employment issues, compliance violations, and unnecessary stress. At Valvo & Associates, we help employees and businesses handle these matters properly. Whether you need guidance on documentation, verification procedures, or employment eligibility concerns, we can help. Contact us today to discuss your specific situation and ensure you’re on the right track.