I-9s
cause staffing firms headaches on many levels. Storing I-9s so that they can be
retrieved efficiently has been an issue for so long that many firms switched to
scanning them a long-time back. As usual, I-9 legislation is painfully slow to
advance.
Today,
the ASA summarized the latest I-9 ruling,"U.S.
Immigration and Customs Enforcement published a final rule last week that
permits employers to complete, sign, scan, and store the Form I-9
electronically. The final rule, which makes minor changes to a rule that was
first promulgated in 2006, will take effect Aug. 22. It applies to U.S.
employers and to "entities that recruit or refer persons for employment
for a fee" for agricultural employers. Among other provisions, the rule
states that employers must complete the Form I-9 within three business (not
calendar) days of the date the employee is hired. Employers may use paper,
electronic systems, or a combination of paper and electronic systems. Further,
employers may change electronic storage systems as long as the systems meet the
performance standards set forth in the rule. Employers must retain audit trails
when the I-9 form is created, completed, updated, modified, altered, or
corrected, but not each time a Form I-9 is viewed electronically. Moreover,
employers may provide or transmit a confirmation of an I-9 transaction but are
not required to do so unless the employee requests a copy. The rule only
applies to the storage of the I-9 form, not its content. For more information,
visit uscis.gov."
I
suppose the plus is that staffing firms no longer need to keep the original
paper form. On the other hand, they will need to review their imaging systems
to make sure that they comply with the new ruling. I’m happy to see that some
progress is being made, but it would be great to see bigger improvements this
century.
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Posted by: IT Staffing | December 02, 2010 at 05:10 AM