I-9 Supporting Documents: To Copy or Not to Copy?

Publisher: LawLogix, a division of Hyland

Access this content

Your content has been opened.

Please verify you are a human before downloading this content.

I-9 Supporting Documents: To Copy or Not to Copy? has been emailed to . Entered the wrong email?

Don't see the content in your inbox?
Make sure to check your spam and other messages folders.

Can't get to your email right now?

To complete your registration and access this content, enter the sign-in code sent to your email.

Please enter a valid verification code.

Code sent to:

Also, remember to check in your spam, promotions, and other folders.

Register to access this content

By accessing content on the SHRM Human Resource Vendor Directory you agree to our Terms of Service and Privacy Policy; and, you acknowledge that your information may be shared with the content publisher.

I-9 Supporting Documents: To Copy or Not to Copy?

Under federal law, employers must verify the identity and employment authorization of each person they hire to perform work in the United States and complete and retain a Form I-9, Employment Eligibility Verification. As part of the Form I-9 process, new hires must present original identity and work authorization documents to their employer to prove that they are authorized to work in the U.S. The employer must record the document information, sign the form, and return the document(s) to the employee. Download the whitepaper to learn more about: I-9 supporting documents, requirements surrounding retaining and photocopying documents and areas of concern.