{"id":879,"date":"2021-06-11T13:59:20","date_gmt":"2021-06-11T13:59:20","guid":{"rendered":"https:\/\/www.h1btransfersusa.com\/blog\/?p=879"},"modified":"2021-06-11T13:59:24","modified_gmt":"2021-06-11T13:59:24","slug":"ice-extends-interim-covid-19-protections-for-form-i-9-compliance-through-august-31","status":"publish","type":"post","link":"https:\/\/www.h1btransfersusa.com\/blog\/ice-extends-interim-covid-19-protections-for-form-i-9-compliance-through-august-31\/","title":{"rendered":"ICE Extends Interim COVID-19 Protections for Form I-9 Compliance Through August 31"},"content":{"rendered":"\n

U.S. Immigration and Customs Enforcement (ICE<\/strong>) is extending Interim COVID-19 Protections until 31st August 2021<\/strong>, its relaxed enforcement of the normal requirement to physically inspect the original documents introduced by new hires during the I-9 process <\/strong>and hence allow eligible employers to continue to implement remote I-9 verification<\/strong> in certain circumstances during the COVID-19 emergency.<\/strong><\/p>\n\n\n\n

Employers who are eligible for and choose to use the remote I-9 policy <\/strong>will want to review Section 2 documents<\/strong> distantly, by video, fax, or email, and should maintain copies of the documents. The ordinary timelines for I-9 completion remain in effect. Section 1 of the I-9 should be finished by the employee\u2019s start date and Section 2 should be finished within three workdays <\/strong>of the start date. Employers taking advantage of these relaxed procedures should give written documentation of their remote onboarding and telework policy to each employee.<\/p>\n\n\n\n

Remote I-9 policies for employees hired on or after June 1, 2021<\/h2>\n\n\n\n

Employers may utilize remote Form I-9 procedures<\/strong> for employees who are (1) recruited on or after 1st June 2021<\/strong>, and (2) are working completely remotely as a COVID-19 precaution. Even if the employer has employees working non-remotely at the employer\u2019s premises. However, employers are needed to utilize standard I-9 procedures<\/strong> for new hires who are working non-remotely on a “regular, consistent, or predictable basis.\u201d<\/p>\n\n\n\n

If an eligible new hire completes the I-9 process remotely on or after 1st June<\/strong>. The employer isn’t needed to review the employee’s I-9 documentation in person until the earlier of (1) three days. After the employee starts working non-remotely <\/strong>on a regular, consistent, or predictable basis; or (2) within three days after the COVID-19 emergency<\/strong> has finished or ICE has ended the remote policy.<\/p>\n\n\n\n

Employers can start physical inspection of affected employees\u2019 documents<\/strong> earlier than this timeframe at the employer\u2019s discretion. Employers should guarantee that they execute such an inspection <\/strong>practice in a consistent and non-discriminatory manner across the workforce.<\/p>\n\n\n\n

Considerations For Employers | Interim COVID-19 Protections<\/h3>\n\n\n\n

Employers may continue to follow standard Form I-9 procedures<\/strong>. Including the utilization of third-party agents to complete verification on the employer\u2019s behalf. Employers who are weighing whether to adopt or continue remote I-9 procedures <\/strong>should consider the following:<\/p>\n\n\n\n