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USCIS Releases New Version of Form I-9
Feb. 3 2020

USCIS Releases New Version of Form I-9

Topics: Immigration

Today, US Citizenship & Immigration Services released a new version of Form I-9.  The new form bears a revision date of 10/21/2019.  Prior versions of the I-9 form are not authorized.  Employers have until April 30, 2020 to use the new version of the form.  To avoid unnecessary complications in the event of an ICE audit, employers should destroy blank copies of the old version of the I-9 form and distribute the new form for use immediately.

Employers use Form I-9 to verify their employees’ employment authorization in the United States.  Employers and employees must complete Form I-9, and employees must supply documents establishing their right to work in the United States by the third day of employment.  eVerify is not a substitute for this requirement.  Employers that participate in eVerify must also complete Form I-9.  Although USCIS publishes a Spanish language version of the I-9, the Spanish version is only authorized for use in Puerto Rico.  All other employers must use the English Language version of the form.

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For over 25 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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Robin Largent has a regular presence in California state and federal courts and has been lead defense counsel and appellate counsel for large and small California employers in litigation (and arbitration) ranging from individual discrimination and harassment claims to complex wage and hour representative and class actions. She also leads the firm’s appellate practice, having substantial experience and success handling appeals, writ petitions, and amicus briefs in both state and federal court on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.
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