How to fill out the I-9 form for employment in Rhode Island?

The I-9 form is used to verify the identity and legal authorization of individuals who are hired for employment in the United States. Rhode Island employers must complete and retain Form I-9 for every employee hired, including both U.S. citizens and noncitizens.

Section 1: The employee must complete and sign Section 1 of the I-9 form on the first day of employment. The employee must complete all fields, including name, address, social security number, date of birth, and other information requested. The employee must also provide documents that prove identity and employment authorization. Acceptable documents include a driver’s license, social security card, or passport.

Section 2: The employer must then verify the identity and employment authorization of the employee by completing Section 2 of the I-9 form. This includes verifying the documents presented by the employee, completing the remainder of the form, and signing it. The employer must also retain a copy of the documents presented by the employee for their records.

The employer must complete Section 2 within three business days of the employee’s start date or face penalties from the U.S. Citizenship and Immigration Services (USCIS).

Where can I get an I-9 form in Rhode Island for employment purposes?

The I-9 Employment Eligibility Verification Form is available online at the U.S. Citizenship and Immigration Services website: https://www.uscis.gov/sites/default/files/files/form/i-9.pdf. It can also be obtained at any Rhode Island Department of Labor and Training office or from Human Resources departments at Rhode Island businesses.

What documents are acceptable for I-9 verification in Rhode Island?

Acceptable documents for I-9 verification in Rhode Island include:
1. U.S. Passport or U.S. Passport Card
2. Permanent Resident Card or Alien Registration Receipt Card (Form I-551)
3. Foreign passport with a Temporary I-551 stamp
4. Employment Authorization Document (Form I-766)
5. Driver’s license or state ID card issued by a state that has a REAL ID Act compliant driver’s license program
6.Any unexpired U.S. government-issued form of identification that contains a photograph and/or biometric information
7. Social Security card (card must not be laminated)
8. Birth certificate issued by a state, county, municipal authority, or outlying possession of the United States bearing an official seal
9. U.S. Certificate of Naturalization (Form N-550 or N-570)
10. U.S. Certificate of Citizenship (Form N-560 or N-561)

Is there a deadline for completing the I-9 form in Rhode Island when starting a new job?

Yes, the I-9 form must be completed within 3 business days of the employee’s start date.

How often do I need to update the I-9 form for employment in Rhode Island?

The I-9 form must be updated within three years of the employee’s start date, or when an employee’s legal work authorization expires, whichever comes first.

Are there local variations in I-9 document requirements in Rhode Island?

Yes, there are local variations in I-9 document requirements in Rhode Island. Employers in Rhode Island must complete the federal I-9 form to verify the identity and employment authorization of all new hires in the state. However, employers must also adhere to state-specific rules governing the acceptable forms of identification that employees may present when completing the I-9. For example, employers may not accept a driver’s license or identification card from another state as an acceptable document for Form I-9. Additionally, certain documents that are deemed acceptable by the federal government may be restricted by the state of Rhode Island. Employers should consult with their local Department of Labor for additional information regarding I-9 document requirements in Rhode Island.

Can I complete the I-9 form online in Rhode Island for remote work?

No, the I-9 form must be completed in person in Rhode Island. The form is available electronically, but it must be printed and physically signed and dated by both the employer and employee.

What is the penalty for not completing the I-9 form in Rhode Island?

The penalty for not completing the I-9 form in Rhode Island is a civil penalty of up to $110 for each employee not provided with an I-9 form. In addition, employers may be subject to criminal penalties of up to six months imprisonment and/or a fine of up to $1,000 per employee for knowingly hiring unauthorized workers.

Is E-Verify mandatory for employers in Rhode Island during the I-9 process?

No, E-Verify is not mandatory for employers in Rhode Island. However, employers may choose to use E-Verify voluntarily as a way to check the work eligibility of their employees.

How to correct errors on the I-9 form in Rhode Island after submission?

If there is an error on the I-9 form after it has been submitted, the employer should contact the U.S. Citizenship and Immigration Services (USCIS) regional office in Providence, Rhode Island for further instructions on how to correct it. Employers can also contact the USCIS by calling 1-800-375-5283 or visiting their website at www.uscis.gov. If there is an error that needs to be corrected on the I-9 form, the employer must provide evidence of the correction to USCIS.

Are there I-9 workshops or training programs available in Rhode Island?

Yes. The U.S. Department of Homeland Security offers I-9 workshops and training programs in Rhode Island. The workshops and training programs cover topics such as completing the I-9 form, minimizing compliance risks, and avoiding discrimination during the hiring process.

Can I use a foreign passport for I-9 verification in Rhode Island?

Yes, as long as the foreign passport is accompanied by an I-94 and other forms of acceptable identification, such as a valid form of ID from the country of origin, it can be used for I-9 verification in Rhode Island.

How does the I-9 process work for temporary employees in Rhode Island?

The I-9 process for temporary employees in Rhode Island is the same as it is for any other employee. Employers must complete and retain a Form I-9 for each individual hired for employment in the US, including temporary employees. The I-9 must be completed within 3 days of hire, and the employee must provide acceptable documents proving their identity and authorization to work. The employer must review the documents in person, make copies of them, and retain them with the I-9 form. Employers must also ensure that forms are updated within 3 business days of a change in an employee’s legal name, citizenship status, or work authorization, or any other information on the form.

Is there a helpline for I-9-related questions in Rhode Island?

Yes, the Rhode Island Department of Labor and Training has a helpline dedicated to answering questions about I-9 forms. The helpline can be reached at 401-462-8760.

What to do if my work authorization expires in Rhode Island and affects the I-9 form?

If your work authorization expires in Rhode Island and affects the I-9 form, you must apply for a new work authorization through the United States Citizenship and Immigration Services (USCIS). You will need to complete and submit Form I-765, Application for Employment Authorization. You may also need to submit additional documentation, such as proof of identity, proof of legal status, and proof of work authorization. Once the application is processed and approved, you will receive a new Employment Authorization Card (EAD) which will allow you to complete the I-9 form.

Are there I-9 compliance audits for businesses in Rhode Island?

Yes, businesses in Rhode Island are subject to I-9 compliance audits from the U.S. Department of Homeland Security’s Immigration and Customs Enforcement (ICE). Businesses must complete the I-9 employment eligibility verification form for every employee and maintain records for all employees for at least three years. ICE conducts random, unannounced audits of businesses to ensure compliance with I-9 rules and regulations.

How does the I-9 process work for remote employees in Rhode Island?

The I-9 process for remote employees in Rhode Island is the same as for any other employee. The remote employee must complete Section 1 of the I-9 form and provide identification documents (either original or copies) to the employer. The employer then must complete Section 2 of the I-9 form, review the employee’s documents, and keep a copy of the completed I-9 form in their files. The employer must also ensure that the remote employee’s Form I-9 is available for inspection upon request by a federal or state government agency.

Can I refuse to fill out the I-9 form in Rhode Island for religious reasons?

No, you cannot legally refuse to fill out the I-9 form in Rhode Island for religious reasons. The form is required by federal law and must be completed by all employees regardless of their religious beliefs.

What is the role of the HR department in the I-9 process in Rhode Island?

The role of the HR department in the I-9 process in Rhode Island is to verify that new hires have the necessary documents to complete the I-9 form and to ensure that new hires have provided all required information. HR departments must also ensure that any discrepancies between the I-9 form and documents provided by new hires are resolved and that all forms are completed accurately. The HR department must also keep records of all I-9 forms on file and periodically review them to ensure their accuracy.

How does the I-9 process work for seasonal workers in Rhode Island?

The I-9 process for seasonal workers in Rhode Island is the same as for any other employee in the United States. All employers must complete the I-9 form for all employees, regardless of their citizenship status.

The employer must provide the employee with the form, which they must fill out and sign. The employer must also collect documents from the employee that prove they are legally authorized to work in the United States. This could include a valid driver’s license or state ID, a passport, a birth certificate, a permanent residency card, or other acceptable documents.

The employer must then review and verify these documents and record them on the I-9 form. The employer must also keep the form on-file for at least three years after hire or one year after termination, whichever is later.

If the employee is hired for less than three months, they must provide documents that prove their temporary status in the United States. This could include a visa or other documentation from U.S. Citizenship and Immigration Services (USCIS). The employer must then follow the same steps as above to collect and verify these documents.

Finally, employers are required to update their I-9 forms when an employee’s legal right to work in the United States changes—for example, if they receive a new visa or an extension of their stay in the United States. In this case, the employer must collect new documents and update their records accordingly.