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Form I-9 10/21/2019 Page 1 of 3 START HERE: Read instructions carefully before completing this form. The instructions must be available, either in paper or electronically, during completion of this form. Employers are liable for errors in the completion of this form.
Only employers and employees in Puerto Rico can complete the Spanish version of Form I-9. Spanish-speaking employers and employees in the 50 states and other U.S. territories may print this for their reference, but must complete the form in English to meet employment eligibility verification requirements.
The following is a list of Intel Core i9 brand microprocessors.They were introduced in May 2017 for LGA 2066 chips, also known as Intel Core X-series processors. With their high number of cores, high power draw, high thermal output, and high performance, they are intended to be used by enthusiasts.
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How to download Form I-9?
What documents are acceptable for verifying Form I-9?
Where to send Form I 9?
When does i9 expire?
Aug 26, 2019 · An entry dated August 27, 2019, and titled “Continue to Use the Current Form I-9 for Employment Eligibility Verification” reads as follows: “Until further notice, employers should continue using the Form I-9 currently available on I-9 Central, even after the expiration date of Aug. 31, has passed. We will provide updated information about the new version of the Form I-9 as it becomes available.”
Apr 23, 2019 · Intel is also expanding its 9th Gen desktop CPU lineup too, bringing a low power 8-core model in the form of the Core i9-9900 into the mix. With a 65W rather than 95W TDP and locked multiplier, it ...
- What Is An I-9?
- Violations of Form I-9
- Changes to The Form I-9
The form I-9 is the Employment Eligibility Verification issued by the Department of Homeland Security (DHS). This form verifies that your potential employee is authorized to work in the United States. The employee is required to proffer proof in the form of documentation such as passport, birth certificate, Social Security card, etc. Employers must ensure that every employee has completed the I-9 regardless of whether they are citizens of the United States or not. In addition to verification, the records need to be maintained for a period of three years from the date of hire or for one year after their employment has been terminated. The DHS can and does audit employer’s hiring records, specifically the I-9, to verify compliance.
First and foremost, everyone should be aware that employing someone who is not authorized to work in the United States is illegal and is in violation of the Immigration Reform and Control Act (IRCA). Violating this could result in civil penalties (fines up to $22,927) or even criminal charges against you. However, hiring someone who is unauthorized to work in the United States is not the only way you can violate form I-9’s regulations and governing laws. Employers are required to comply with the I-9 verification process. Sometimes, you may receive a Final Non-confirmation during the e-verify process. A Final Non-confirmation means that e-verify was unable to verify the employee’s authorization to work in the U.S. While a Final Non-confirmation does not mean that your employee is unable to work in the U.S., it does mean that you need to report to the DHS the Final Non-confirmation. Failure to comply with the I-9 verification process or to report a Final Non-confirmation to the DHS co...
DHS has released a statement stating that businesses should continue to use the expired version of the form I-9 until a new version is released. So, what can you expect from the new version? According to their website (uscis.gov), the DHS is expected to extend the current version of the form without changes. However, there are several anticipated changes to the form I-9’s instructions, providing clarification on a few points. Here’s a breakdown of three revisions you can expect to find: 1. Section 2 - In an effort to ease the strain of completing the form I-9 when hiring remote employees, DHS will revise/clarify that Section 2 may be filled out by anyone designated an authorized representative. Despite a representative completing the section, it would remain the employer’s liability for any violations. 2. N/A or “Not Applicable” - If the revision is approved, writing N/A or “not applicable” will no longer be necessary on the identify-document columns. For instance, you will no longe...