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As of September 18 2017, employers have been required to use the new version of the Form I-9 dated 07/17/17 which can be found here. The U.S. Citizenship and Immigration Services [USCIS] first published the form in July.  It has an expiration date of August 31 2019 and applies to new hires only.  Meaning that employers should not complete new forms for current employees.  Further, current storage and retention rules have not change. The revisions primarily deal with USCIS’s List of Acceptable Documents and specifically update List C to reflect the most current version of birth certification or report issued by the U.S. state department.  Additionally, employers completing Form I-9 on a computer can now select the Consular Report of Birth Abroad Form FS-240. This allows employers to accommodate those employees who submit this form for eligibility verification. The new form also changes the form’s instructions to clarify that Section 1 must be filled out at the time of hire. As such, employers may want to revisit their I-9 policies and procedures to ensure the section is completed no later than when the employee starts to work.  Lastly, the form acknowledges the name change of the Department of Justice’s Office of Special Counsel for Immigration-Related Unfair Employment Practices to its new name, the Immigration and Employee Rights Section. Although the changes are minimal, failure to use the new form can result in fines. You can always check out the USCIS’s I-9 Central webpage for complete details on the Form I-9.  There you can find the Handbook for Employers, which is a valuable resource for those handling Form I-9 issues.  The website also publishes current announcements on any form updates or changes. Do you have questions on managing your employee Form I-9’s or other HR compliance topics? Contact us and check out our blog for more helpful resources.