I-9 Employment Eligibility Verification

Procedures for verifying employment eligibility of all salon employees, including proper I-9 form completion and document retention.

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What this document covers

Every U.S. employer must verify the identity and employment authorization of each person hired using Form I-9. Salons must complete I-9s for all employees (not independent contractors/booth renters). This guide covers proper completion, acceptable documents, retention requirements, and how to handle re-verification. Common salon pitfalls include failing to distinguish booth renters from employees and inconsistent documentation practices.

Key sections included

I-9 completion timeline (3 business days from start)
Acceptable identity and authorization documents
Employer responsibilities and prohibited practices
Booth renter vs. employee determination
Document retention and storage
Re-verification procedures
E-Verify enrollment (if applicable)
ICE audit preparation

Frequently asked questions

Do I need I-9s for booth renters?

No — if they're truly independent contractors. But misclassification is a major risk. If you control their schedule, set prices, or provide tools, they may be employees requiring I-9s.

How long do I keep I-9 forms?

Retain I-9s for 3 years from the date of hire or 1 year after termination, whichever is later.

Document details

Legal basis: Immigration and Nationality Act (INA) §274A; 8 CFR Part 274a
Enforced by: U.S. Citizenship and Immigration Services (USCIS) / ICE
Penalty for absence: Civil fines of $252-$2,507 per I-9 for first violation; $1,161-$2,322 per unauthorized worker knowingly hired. Criminal penalties for pattern violations.
Category: Employment & HR

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