Employment Law and Compliance Highlights from The Law Offices of Paul P. Cheng
– FEDERAL –
USCIS Releases Revised Form I-9 and E-Verify Instructions
The United States Citizenship and Immigration Services (USCIS) has issued a new version of Form I-9, along with updated guidance for both E-Verify and E-Verify+. Key revisions include the replacement of the term “noncitizen” with “alien” in Section 1, Box 4, updates to the descriptions of List B documents under the Lists of Acceptable Documents, and modifications to the Department of Homeland Security (DHS) Privacy Notice.
Employers using earlier editions of Form I-9 in conjunction with E-Verify should note: if an employee selects “a noncitizen authorized to work” on a prior version of the form, the employer must choose “an alien authorized to work” when completing the E-Verify process.
The newly revised Form I-9 bears the edition date of January 20, 2025, and is valid through May 31, 2027. USCIS has also confirmed that employers may continue to use the following previous editions:
- Form I-9 dated August 1, 2023, valid through May 31, 2027
- Form I-9 dated August 1, 2023, valid through July 31, 2026
Employers should ensure they are using a valid edition of Form I-9 and remain compliant with USCIS and E-Verify requirements.
– CALIFORNIA –
None.
These developments highlight the evolving landscape of employment regulations on both federal and state levels. Employers should stay updated and ensure compliance to avoid legal pitfalls and potential penalties. Legal counsel is recommended to navigate any complex changes effectively.
Law Offices of Paul P. Cheng & Associates
Pasadena, CA 91101
