Minnesota Form I-9

• Category: Employment - Hiring - Immigration Reform and Control Act
• State: Multi-State
• Control #: US-AHI-159
• Format: Word; PDF

Description

This AHI form includes special instructions for using form I-9, frequently asked questions about employment eligibility, and Form I-9. Minnesota Form I-9 is a crucial document required by the United States Citizenship and Immigration Services (USCIS) and the Minnesota Department of Labor and Industry (DLI) to verify the identity and employment eligibility of all employees hired in Minnesota. This form is applicable to both citizens and noncitizens, including permanent residents, refugees, and asleep. The Minnesota Form I-9 serves as a standardized method for employers to comply with the Immigration Reform and Control Act (IRA), which prohibits employment of individuals who are not authorized to work in the United States. Employers are legally obligated to properly complete this form for all new hires within three business days from the employee's start date. The Minnesota Form I-9 primarily consists of three sections that require the employee's personal information, employment authorization, and verification. Here is an overview of each section: 1. Employee Information and Attestation: In this section, employees are required to provide their full name, address, date of birth, Social Security Number (SSN), and indicate their citizenship or immigration status. For noncitizens, additional information such as Alien Registration Number/USCIS Number and expiration dates of employment authorization documents must be provided. 2. Employer or Authorized Representative Review and Verification: Employers or their designated representatives are responsible for reviewing the documents presented by the employee as evidence of their identity and employment eligibility. Acceptable documents may include a combination of a passport, driver's license, Social Security card, birth certificate, or employment authorization card. Employers must carefully examine these documents to ensure their authenticity and record the required information on the form. 3. Reverification and Rehires: In case an employee's work authorization document expires, employers must reverify the employee's employment eligibility by completing Section 3 of the form. This section is also used for rehired employees within three years of the date the original I-9 was completed. It's important to note that the Minnesota Form I-9 is not a document to be filed with any government agency. Employers must retain the completed form for three years from the employee's hire date or one year after the employee's termination, whichever is later. Moreover, this form may be requested for inspection by authorized government entities like the USCIS, DLI, or the Immigrant and Employee Rights Section (HER) of the Department of Justice. In summary, Minnesota Form I-9 is a critical tool for ensuring compliance with employment eligibility verification requirements. It aids employers in verifying the identity and work authorization of their new hires, regardless of their citizenship status. Properly completing and retaining this form is essential to avoid penalties and maintain a lawful workforce.

Minnesota Form I-9 is a crucial document required by the United States Citizenship and Immigration Services (USCIS) and the Minnesota Department of Labor and Industry (DLI) to verify the identity and employment eligibility of all employees hired in Minnesota. This form is applicable to both citizens and noncitizens, including permanent residents, refugees, and asleep. The Minnesota Form I-9 serves as a standardized method for employers to comply with the Immigration Reform and Control Act (IRA), which prohibits employment of individuals who are not authorized to work in the United States. Employers are legally obligated to properly complete this form for all new hires within three business days from the employee's start date. The Minnesota Form I-9 primarily consists of three sections that require the employee's personal information, employment authorization, and verification. Here is an overview of each section: 1. Employee Information and Attestation: In this section, employees are required to provide their full name, address, date of birth, Social Security Number (SSN), and indicate their citizenship or immigration status. For noncitizens, additional information such as Alien Registration Number/USCIS Number and expiration dates of employment authorization documents must be provided. 2. Employer or Authorized Representative Review and Verification: Employers or their designated representatives are responsible for reviewing the documents presented by the employee as evidence of their identity and employment eligibility. Acceptable documents may include a combination of a passport, driver's license, Social Security card, birth certificate, or employment authorization card. Employers must carefully examine these documents to ensure their authenticity and record the required information on the form. 3. Reverification and Rehires: In case an employee's work authorization document expires, employers must reverify the employee's employment eligibility by completing Section 3 of the form. This section is also used for rehired employees within three years of the date the original I-9 was completed. It's important to note that the Minnesota Form I-9 is not a document to be filed with any government agency. Employers must retain the completed form for three years from the employee's hire date or one year after the employee's termination, whichever is later. Moreover, this form may be requested for inspection by authorized government entities like the USCIS, DLI, or the Immigrant and Employee Rights Section (HER) of the Department of Justice. In summary, Minnesota Form I-9 is a critical tool for ensuring compliance with employment eligibility verification requirements. It aids employers in verifying the identity and work authorization of their new hires, regardless of their citizenship status. Properly completing and retaining this form is essential to avoid penalties and maintain a lawful workforce.