I-9 Employment Verification Procedures

Employment eligibility verification procedures using Form I-9 for all new restaurant hires.

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What this document covers

All U.S. employers must verify the identity and employment authorization of every employee hired using Form I-9. Restaurants, with their high turnover and diverse workforce, are frequent targets for I-9 audits. Proper completion, retention, and re-verification procedures are essential to avoid penalties.

Key sections included

Form I-9 completion timeline
Acceptable document verification
Anti-discrimination requirements
E-Verify procedures (if applicable)
Record retention rules
Re-verification for expiring work authorization
Audit preparation checklist

Frequently asked questions

When must the I-9 be completed?

Section 1 must be completed by the employee's first day of work. Section 2 (document verification) must be completed by the employer within 3 business days of the hire date.

Do I need E-Verify?

E-Verify is mandatory for federal contractors and required by some states (e.g., Arizona, Mississippi, South Carolina). Check your state's requirements.

Document details

Legal basis: Immigration and Nationality Act §274A (8 USC §1324a); 8 CFR 274a
Enforced by: U.S. Citizenship and Immigration Services (USCIS) / ICE
Penalty for absence: Civil penalties from $272 to $2,701 per I-9 violation for paperwork errors; $676 to $27,018 per unauthorized worker for knowingly hiring violations; criminal penalties possible.
Category: Employment & HR

Document preview

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