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The University is required to comply with Federal regulations with
all new employees. The employee must provide original documentation of
eligibility to work in the United States no later than 3 days after
beginning work at this University. Failure to comply with these federal
regulations will immediately terminate any employment with the
University. Part-time or temporary employees may be required to
recertify their I-9 applications.
Why is it so important for the
Employment Eligibility Verification (I-9) to be completed
properly?
All employers are required to verify that each employee hired
after 1988 is eligible to work in the United States. There are fines
ranging from $250 to $10,000 for each unauthorized alien and a
maximum 6-month prison sentence if violator demonstrates a
persistent pattern of hiring unauthorized aliens.
Failure to comply with the Form I-9 requirements: Employers who fail
to properly complete, retain, and/or make available for inspection
Form I-9 as required by law may face civil money penalties of not
less than $100 and not more than $1000 for each employee for whom
the Form I-9 was not properly completed, retained, and/or made
available.
We recommend that when sending out a letter to a new adjunct faculty
member to include a statement as to what they should bring to
properly complete the new hire paperwork and to include the list of
acceptable documents for the I-9.
The statement that is currently used in the Human Resources Office
is:
<<GPS person to meet with the new Adjunct Faculty
member>> invites you to meet with <<him/her>>
in the <<Place and time>> for your New Hire
Orientation. This will last approximately <<length of
time>> minutes. Please bring the documentation for the
I-9 form, which is described, in the enclosed document and a
blank check or deposit slip marked VOID for your direct deposit
authorization
Frequently
Asked
Questions About Employment Eligibility
(from the US DOL website)
Do citizens and nationals of the U. S. need to prove, to their
employers, they are eligible to work? Yes. While citizens and
nationals of the U.S. are automatically eligible for employment,
they too must present proof of employment eligibility and identity
and complete an Employment Eligibility Verification form (Form I-9).
Citizens of the U.S. include persons born in Puerto Rico, Guam, the
U.S. Virgin Islands, and the Northern Mariana Islands. Nationals of
the U.S. include persons born in American Samoa, including Swains
Island.
Do I need to complete a Form I-9 for everyone who applies for a
job with my company? No. You need to complete Form I-9 only for
people you actually hire. For purposes of the I-9 rules, a person is
"hired" when he or she begins to work for you for wages or other
compensation.
I understand that I must complete a Form I-9 for anyone I hire to
perform labor or services in return for wages or other remuneration.
What is "remuneration"? Remuneration is anything of value given
in exchange for labor or services rendered by an employee, including
food and lodging.
Can I fire an employee who fails to produce the required
document(s) within three (3) business days? Yes. You can
terminate an employee who fails to produce the required document(s),
or a receipt for a replacement document(s) (in the case of lost,
stolen or destroyed documents), within three (3) business days of
the date employment begins. However, you must apply these practices
uniformly to all employees. If an employee has presented a receipt
for a replacement document(s), he or she must produce the actual
document(s) within 90 days of the date employment begins.
What happens if I properly complete a Form I-9 and the INS
discovers that my employee is not actually authorized to work? You cannot be charged with a verification violation; however, you
cannot knowingly continue to employ this individual. You will have a
good faith defense against the imposition of employer sanctions
penalties for knowingly hiring an unauthorized alien unless the
government can prove you had actual knowledge of the unauthorized
status of the employee.
What is my responsibility concerning the authenticity of
document(s) presented to me? You must examine the document(s)
and, if they reasonably appear on their face to be genuine and to
relate to the person presenting them, you must accept them. To do
otherwise could be an unfair immigration-related employment
practice. If a document does not reasonably appear on its face to be
genuine and to relate to the person presenting it, you must not
accept it. You may contact your local INS office for assistance. To
get the address and telephone number of the INS office nearest you,
please click the INS district office directory.
May I accept a photocopy of a document presented by an employee?
No. Employees must present original documents. The only
exception is an employee may present a certified copy of a birth
certificate.
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Franklin
Pierce University
