In-Person I-9 Remains the Standard

Completing an I-9 follows a strict process:

• Section 1 is completed by the employee on or before their first day of work for pay.
• Section 2 requires the employer to physically examine the employee’s original documents within three business days, record document details, and certify their authenticity.
• Supplement B is used for reverification or rehire scenarios.

Unless an employer qualifies for the Department of Homeland Security’s (DHS) alternative remote procedure, physical document inspection remains mandatory.

DHS Alternative Remote I-9 Procedure

In August 2023, DHS implemented a permanent alternative that lets some employers verify documents remotely. To use this remote option, employers must:

• Be enrolled in E-Verify and in good standing for all hiring sites using the procedure.
• Apply the alternative procedure consistently across qualifying worksites (i.e., not just to certain groups, unless based on work location such as remote-hire versus on-site).
• Complete required E-Verify tutorials for enrolled users.

Employers not meeting these criteria must use the traditional, in-person I-9 review, even for fully remote employees.

Requirements for Remote Verification

If eligible for the remote option, employers must:

• Obtain clear copies (front and back, if applicable) of the I-9 documents from the employee.
• Conduct a live video interaction where the employee presents their documents for inspection.
• Annotate Form I-9 by checking the box indicating use of the alternative procedure.
• Retain all copies of the documents reviewed.
• Make these records available for government audit upon request.
• Continue to meet E-Verify requirements and maintain compliance across all worksites utilizing the policy.

Timelines for all parts of Form I-9 remain the same regardless of whether remote or in-person verification is used.

What If You Don’t Qualify for Remote Verification?

Employers not enrolled in E-Verify, or those not meeting the above standards, must still complete in-person verification. For remote or distant hires, an employer can appoint an authorized representative (such as a personnel officer, notary public, or other agent) to examine original documents and complete Section 2 on their behalf. Importantly, the employer remains liable for any I-9 errors or violations completed by a third party.

I-9 Compliance: More Than Just a Form

Maintaining I-9 compliance is about more than document review, it's about protecting your business from costly penalties and government audits. Lefebvre Law Firm, PLLC provides comprehensive services for businesses and employers, including:

• Guidance on completing and storing I-9s correctly
• Assistance with employee eligibility verification and document procedures
• Audit preparation, risk assessment, and response to worksite enforcement actions
• Advice on I-9 retention requirements and best practices for HR departments

Attorney Lefebvre’s immigration law expertise is a valuable resource for Plano-area businesses committed to lawful hiring practices in today’s enforcement-focused climate.

Ensuring Compliance and Avoiding Pitfalls

Remote verification, when permitted, demands careful attention to documentation, retention, and proper annotation. Errors or inconsistent practices can result in penalties. Employers should train all authorized representatives thoroughly and review procedures regularly.

Protect Your Business with Expert Immigration Guidance

Staying compliant with evolving I-9 requirements is essential for every employer. If you need help developing compliant remote work policies, preparing for an audit, or navigating the complexities of I-9 verification and immigration compliance, Lefebvre Law Firm, PLLC stands ready to help.

When it comes to employment verification, immigration law experience makes a difference. Led by board-certified immigration and nationality attorney Liset Lefebvre, Lefebvre Law Firm, PLLC offers clients the benefit of nearly two decades of legal experience. Mrs. Lefebvre’s expertise ensures that clients receive the highest level of guidance, whether dealing with routine I-9 requirements or facing complex compliance challenges.

Don't risk compliance violations that could cost your business thousands in fines. Contact our Plano employment law office through our online form or call [nap_phone id="LOCAL-CT-NUMBER-1"] to ensure your remote work policies meet all legal requirements.