Comprehensive Guide to Acceptable Documents for the I-9 Form- A List of Valid Identification Options
Understanding the I-9 List of Acceptable Documents
The I-9 form is a crucial document for employers in the United States, as it verifies the identity and employment authorization of employees. One of the most important aspects of the I-9 process is identifying the acceptable documents that employees can provide to fulfill the form’s requirements. This article will delve into the I-9 list of acceptable documents and provide guidance on how employers can ensure compliance with the regulations.
What is the I-9 Form?
The I-9 form, officially known as the “Employment Eligibility Verification,” is a mandatory document that employers must complete for each employee they hire. The form is designed to confirm that each new hire is authorized to work in the United States. Employers must retain the completed I-9 forms for a specified period, as dictated by the U.S. Citizenship and Immigration Services (USCIS).
The I-9 List of Acceptable Documents
The I-9 list of acceptable documents is divided into three categories: List A, List B, and List C. Employees must provide at least one document from List A, or a combination of documents from List B and List C, to establish their identity and employment authorization.
List A: Single Documents
List A consists of single documents that can be used to satisfy both the identity and employment authorization requirements. These documents include:
– U.S. Passport
– Unexpired foreign passport with an I-551 stamp or I-551 receipt
– Unexpired foreign passport with a temporary I-551 stamp or I-551 receipt
– Unexpired foreign passport with a Form I-94 and a government-issued photo identification
– Unexpired foreign passport with a Form I-94 and a government-issued photo identification plus a Form I-20A, I-20B, or I-20M
– Unexpired foreign passport with a Form I-94 and a government-issued photo identification plus a Form I-797, I-797A, or I-797B
– Unexpired foreign passport with a Form I-94 and a government-issued photo identification plus a foreign passport with a temporary I-551 stamp or I-551 receipt
– Unexpired driver’s license with a photograph from any state or territory of the United States
– Unexpired state-issued identification card with a photograph from any state or territory of the United States
– Unexpired military identification card
– Unexpired military dependent ID card
– Unexpired driver’s license or state-issued identification card with a photograph from any state or territory of the United States, plus a Social Security card
List B: Two Documents
If an employee cannot provide a document from List A, they may use a combination of documents from List B and List C to establish their identity and employment authorization. List B includes:
– Government-issued photo identification
– Social Security card
– Birth certificate issued by a state, local, or federal government
– Report of birth abroad issued by the Department of State
– Certificate of citizenship
– Certificate of naturalization
– Unexpired employment authorization document
– Unexpired foreign passport
List C: One Document
List C consists of a single document that can be used to establish employment authorization. Examples of List C documents include:
– Unexpired I-766 Employment Authorization Document
– Unexpired I-688B Employment Authorization Card
– Unexpired I-688A Employment Authorization Card
– Unexpired I-766 Employment Authorization Document with a photograph
– Unexpired I-688B Employment Authorization Card with a photograph
– Unexpired I-688A Employment Authorization Card with a photograph
Conclusion
The I-9 list of acceptable documents is a critical component of the employment eligibility verification process. Employers must familiarize themselves with the various documents and ensure that they are following the proper procedures to maintain compliance with USCIS regulations. By understanding the I-9 list of acceptable documents, employers can effectively verify the identity and employment authorization of their employees while minimizing the risk of potential fines and penalties.
