Form I-9, officially the Employment Eligibility Verification, is a United States Citizenship and Immigration Services form that is used to verify the identity and legal authorization to work of individuals hired for employment in the United States. The form is mandated by the Immigration Reform and Control Act of 1986 and must be completed by both the employer and the employee. The employee must attest to their employment authorization and present acceptable documents as evidence of identity and employment authorization. The employer must examine these documents to determine whether they reasonably appear to be genuine and relate to the employee, then record the document information on the employee’s Form I-9.

The following are some key points about Form I-9 and the acceptable documents that can be used to establish identity and employment eligibility:

• All U.S. employers must properly complete Form I-9 for each individual they hire for employment in the United States.
• The form must be completed within three business days of the employees first day of work.
• If an employee cannot read or write in English, a translator or preparer may complete the form and sign it on behalf of the employee.
• All documents must be unexpired.
• List A documents may be used to establish both identity and employment eligibility. Examples of List A documents include an unexpired U.S. Passport, a Permanent Resident Card, and an unexpired Temporary Resident Card.
• List B documents may be used to establish identity only. Examples of List B documents include a drivers license or ID card issued by a state or outlying possession of the United States, a voter registration card, and a U.S. military card or draft record.
• List C documents may be used to establish employment eligibility only. Examples of List C documents include a Social Security card, a birth certificate issued by a state, and a certification of report of birth issued by the Department of State.
• Employers must accept any valid document or combination of documents specified in the I-9 form as long as the documents appear genuine.
• Employers must physically examine the documentation presented by the employee to complete Form I-9, or examine them consistent with an alternative procedure authorized by the Secretary of DHS.
• Employers are required to accept whatever forms of identification prospective emp...