Which statement about I-9 employment eligibility forms is true?

Which statement about I-9 employment eligibility forms is true?

• A. Must be retained for all current employees and for ex-employees for 3 years after hire or 1 year after employment ended; Homeland Security can fine you.
• B. Must be kept in the employee's personnel file
• C. Not required to retain I-9 forms
• D. Only required for government contractors

Answer: (A)

Form I-9s are required for every employee to verify work eligibility, and they must be kept by the employer for a defined period after hire and after the employee leaves, not just for current staff. The rule is to retain each I-9 for 3 years after the hire date or for 1 year after the employment ends, whichever is later. This retention obligation rests with Homeland Security, and penalties can be assessed for failing to retain or to make the forms available when needed. So this statement is the best one because it correctly describes who must retain the forms (both current and former employees), the time frame (3 years after hire or 1 year after termination, whichever is later), and the potential for DHS fines if you don’t comply. The other ideas aren’t accurate: I-9s aren’t required to be kept only in the employee’s personnel file, they are not optional, and they aren’t limited to government contractors.

Form I-9s are required for every employee to verify work eligibility, and they must be kept by the employer for a defined period after hire and after the employee leaves, not just for current staff. The rule is to retain each I-9 for 3 years after the hire date or for 1 year after the employment ends, whichever is later. This retention obligation rests with Homeland Security, and penalties can be assessed for failing to retain or to make the forms available when needed. So this statement is the best one because it correctly describes who must retain the forms (both current and former employees), the time frame (3 years after hire or 1 year after termination, whichever is later), and the potential for DHS fines if you don’t comply. The other ideas aren’t accurate: I-9s aren’t required to be kept only in the employee’s personnel file, they are not optional, and they aren’t limited to government contractors.