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

The I-9 form must be completed by all employees hired in Washington. In order to complete the form, the employee must provide proof of their identity and authorization to work in the United States. The employee should provide one document from List A and one document from List B or C to prove their identity and employment authorization. List A documents prove both identity and employment authorization, while List B and C documents only prove identity.

Instructions:

1. Section 1: Employee Information: The employee should complete this section by entering their full legal name, address, date of birth, social security number, and other requested information.

2. Section 2: Employer Review & Verification: The employer should complete this section by providing the employee’s name, address, date of hire, and other requested information. The employer should also certify that the documents provided by the employee appear to be genuine and that the information provided is true and accurate.

3. Section 3: Employee Verification & Attestation: The employee should review the information that they have entered in Section 1 and sign and date the form in this section.

4. Attach Documents: The employee should attach one document from List A, one document from List B or C, and any other supporting documents to the I-9 form in order to prove their identity and employment authorization.

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

You can download an I-9 form from the U.S. Citizenship and Immigration Services (USCIS) website. The form is also available in Spanish.

What documents are acceptable for I-9 verification in Washington?

The U.S. Citizenship and Immigration Services (USCIS) accepts the following documents as valid forms of identification and work authorization for completion of the Form I-9 in Washington State:

• U.S. Passport or Passport Card
• Permanent Resident Card or Alien Registration Receipt Card (Form I-551)
• Temporary Resident Card (Form I-688)
• Employment Authorization Document that contains a photograph (Form I-766)
• Foreign passport with a temporary Form I-551 stamp, or a temporary Form I-551 printed notation on a machine-readable immigrant visa
• Native American tribal document
• Driver’s license or state ID card issued by a state or outlying possession of the United States provided it contains a photograph and date of birth
• School ID card with a photograph
• Voter’s registration card
• U.S. military card or draft record
• Military dependent’s identification card
• U.S. Coast Guard Merchant Mariner Card
• Native American tribal document

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

Yes, employers in Washington must complete Section 1 of the I-9 form within three business days after the employee begins working. The employer must also verify the employee’s identity and employment authorization within three business days of their start date.

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

The I-9 form must be updated every three years or whenever there is a change in the employee’s work authorization status.

Are there local variations in I-9 document requirements in Washington?

Yes, there are local variations in I-9 document requirements in Washington. The Washington State Office of the Attorney General has issued guidance that employers must follow specific rules when completing the I-9 form. These rules include: employers must provide I-9 forms to all new hires; employers must ensure that all documents presented with the I-9 form are valid; and employers may not accept expired documents. Additionally, employers in Washington must sign a certification that they have reviewed each employee’s documents, confirmed their identity and employment eligibility, and kept a copy of the I-9 form and related documentation on file.

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

No, the I-9 form must be completed in person with the employee present. The form must be physically signed and dated by the employee and an authorized representative of the employer. There is no online version of the I-9 form for Washington.

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

The penalty for not completing or properly completing the I-9 form in the state of Washington is a fine of up to $1,000 per employee and/or civil action for damages.

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

No, E-Verify is not mandatory for employers in Washington during the I-9 process. However, employers are encouraged to use E-Verify if available to them as an additional measure to ensure that their workforce is legally authorized to work in the United States.

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

Once an I-9 form has been submitted, the only way to correct errors is to use a Form I-9, Correction Form. This form must be completed and signed by both the employer and the employee. The employer must then attach the Form I-9, Correction Form to the original I-9 form and return both forms to the Washington State Employment Security Department.

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

Yes, there are I-9 workshops and training programs available in Washington. The Washington Employment Security Department (ESD) offers a free I-9 workshop to employers throughout the state. The ESD also offers online I-9 training courses. Additionally, many local organizations, such as the Washington Society for Human Resource Management and the Washington State Employers Association, offer I-9 training workshops and resources for employers in Washington.

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

No, you cannot use a foreign passport for I-9 verification in Washington. The I-9 form requires a valid United States ID such as a driver’s license or U.S. passport in order to verify your identity and eligibility to work in the United States.

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

The I-9 process for temporary employees in Washington is the same as the process for any other employee. The employer must verify the employee’s identity and employment eligibility by obtaining and reviewing acceptable documents. This must be done within three days of the employee’s start date. The employer must complete Section 1 of the I-9 form and have the employee complete Section 2. The employer must inspect original documents that establish both identity and employment eligibility. A list of acceptable documents is available on the form’s instructions. The employer must also complete Section 3 when re-verifying an employee’s employment eligibility, which should happen when the document presented to establish initial employment eligibility is about to expire. For more information, see the U.S. Citizenship and Immigration Services website or contact your state labor department.

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

Yes, the Washington State Employment Security Department has a free helpline for all I-9 related questions. You can call 1-800-547-8367 Monday through Friday from 8:00am to 5:00pm and select option 3 for I-9 help.

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

If your work authorization expires, you will need to apply for a new one through U.S. Citizenship and Immigration Services (USCIS). You must submit Form I-765, Application for Employment Authorization, to apply for a new authorization. Once you receive confirmation of your new work authorization, you must update the I-9 form with the new expiration date.

Are there I-9 compliance audits for businesses in Washington?

Yes, businesses in Washington are required to comply with the US Department of Justice’s I-9 compliance audit requirements. The audits are conducted by the Washington State Employment Security Department (ESD).

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

The I-9 process for remote employees in Washington is the same as for any other employee. The employee must complete Section 1 of the I-9 form and provide documentation proving their identity and employment authorization. The employer must then inspect the documentation, complete Section 2 of the I-9 form, and maintain the form in their records. The employee and employer do not need to be in the same physical location for the process to be completed.

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

No, you cannot refuse to fill out the I-9 form in Washington for religious reasons. The I-9 form is a required document for all new employees and must be completed in order to verify eligibility to work in the United States. There is no religious exemption.

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

The HR department in Washington is responsible for verifying the identity and employment eligibility of all new hires by collecting, verifying, and retaining the necessary documents required for Form I-9. They must ensure that all employees, regardless of country of origin or citizenship status, have the proper documentation to satisfy the I-9 requirements. Additionally, they must validate the accuracy and completeness of all information on the form, as well as maintaining records of all completed I-9 forms.

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

The I-9 process for seasonal workers in Washington is very similar to the process for all employees. All employers must complete I-9 forms for every employee they hire, including seasonal workers.

The employer must provide the employee with the I-9 form and instructions on how to complete it. The employee must then fill out Section 1 of the form, providing proof of identity and employment eligibility. The employer must then review the employee’s provided documents and complete Section 2 of the I-9 within three days of hire, confirming the identity and employment eligibility of the employee.

Finally, the employer must keep a record of the completed I-9 form for at least three years after the date of hire, or one year after termination, whichever is later.