Uscis Form I-9 - Employment Eligibility Verification Page 3
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12Section 2. Employer or Authorized Representative Review and Verification
Before completing Section 2, employers must ensure that Section 1 is completed properly and on time. Employers may
not ask an individual to complete Section 1 before he or she has accepted a job offer.
Employers or their authorized representative must complete Section 2 by examining evidence of identity and employment
authorization within 3 business days of the employee's first day of employment. For example, if an employee begins
employment on Monday, the employer must complete Section 2 by Thursday of that week. However, if an employer hires
an individual for less than 3 business days, Section 2 must be completed no later than the first day of employment. An
employer may complete Form I-9 before the first day of employment if the employer has offered the individual a job and
the individual has accepted.
Employers cannot specify which document(s) employees may present from the Lists of Acceptable Documents, found on
the last page of Form I-9, to establish identity and employment authorization. Employees must present one selection from
List A OR a combination of one selection from List B and one selection from List C. List A contains documents that
show both identity and employment authorization. Some List A documents are combination documents. The employee
must present combination documents together to be considered a List A document. For example, a foreign passport and a
Form I-94 containing an endorsement of the alien's nonimmigrant status must be presented together to be considered a
List A document. List B contains documents that show identity only, and List C contains documents that show
employment authorization only. If an employee presents a List A document, he or she should not present a List B and List
C document, and vice versa. If an employer participates in E-Verify, the List B document must include a photograph.
In the field below the Section 2 introduction, employers must enter the last name, first name and middle initial, if any, that
the employee entered in Section 1. This will help to identify the pages of the form should they get separated.
Employers or their authorized representative must:
1. Physically examine each original document the employee presents to determine if it reasonably appears to be genuine
and to relate to the person presenting it. The person who examines the documents must be the same person who signs
Section 2. The examiner of the documents and the employee must both be physically present during the examination
of the employee's documents.
2. Record the document title shown on the Lists of Acceptable Documents, issuing authority, document number and
expiration date (if any) from the original document(s) the employee presents. You may write "N/A" in any unused
fields.
If the employee is a student or exchange visitor who presented a foreign passport with a Form I-94, the employer
should also enter in Section 2:
a. The student's Form I-20 or DS-2019 number (Student and Exchange Visitor Information System-SEVIS Number);
and the program end date from Form I-20 or DS-2019.
3. Under Certification, enter the employee's first day of employment. Temporary staffing agencies may enter the first day
the employee was placed in a job pool. Recruiters and recruiters for a fee do not enter the employee's first day of
employment.
4. Provide the name and title of the person completing Section 2 in the Signature of Employer or Authorized
Representative field.
5. Sign and date the attestation on the date Section 2 is completed.
6. Record the employer's business name and address.
7. Return the employee's documentation.
Employers may, but are not required to, photocopy the document(s) presented. If photocopies are made, they should be
made for ALL new hires or reverifications. Photocopies must be retained and presented with Form I-9 in case of an
inspection by DHS or other federal government agency. Employers must always complete Section 2 even if they
photocopy an employee's document(s). Making photocopies of an employee's document(s) cannot take the place of
completing Form I-9. Employers are still responsible for completing and retaining Form I-9.
Form I-9 Instructions 03/08/13 N
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