Due come the COVID-19 pandemic, E-Verify and form I-9 have produced some temporary policies to assist employers. 


The room of Homeland protection (DHS) and also U.S. Immigration and Customs Enforcement (ICE) announced an extension of the adaptability in following requirements associated to form I-9, employment Eligibility Verification, as result of COVID-19.

You are watching: Days until may 31

This short-lived guidance was collection to expire respectable 31, 2021. Because of continuous precautions related to COVID-19, DHS has extended the type I-9 versatility policy till December 31, 2021.

See the initial news release from march 23, 2020 for much more information on how to obtain, remotely inspect, and also retain duplicates of the identity and employment eligibility files to complete Section 2 of kind I-9. Please also consult ICE’s guidance for clarification on this provision.

Employers have to monitor the DHS and ICE"s workforce Enforcement announcements about once the expansions end and also normal to work resume.

E-Verify participants who accomplish the criteria and also choose the remote inspection alternative should proceed to follow present guidance and also create cases for their new hires within three business days indigenous the date of hire. You re welcome see COVID-19 webpage for much more information.


The room of Homeland defense (DHS) and U.S. Immigration and also Customs Enforcement (ICE) announced an extension of the flexibility in adhering to requirements associated to kind I-9, employment Eligibility Verification, as result of COVID-19

This temporary guidance was set to expire might 31, 2021. Since of ongoing precautions related to COVID-19, DHS has extended the kind I-9 need flexibilities indigenous June 1 to august 31, 2021.

Please see ICE"s previous news release for much more information on exactly how to obtain, remotely inspect, and also retain copies of the identity and employment eligibility documents to finish section 2 of type I-9, as well as clarification ~ above this provision.

Employers need to monitor the DHS and ICE"s workforce Enforcement announcements about as soon as the expansions end and normal to work resume.

E-Verify participants who accomplish the criteria and also choose the remote inspection alternative should proceed to follow existing guidance and create situations for their new hires in ~ three organization days native the day of hire. You re welcome see E-Verify"s COVID-19 webpage for more information.


The room of Homeland security (DHS) and U.S. Immigration and Customs Enforcement (ICE) announced an extension of the flexibility in complying with requirements connected to form I-9, employed staff Eligibility Verification, due to COVID-19.

This short-lived guidance was collection to expire march 31. Because of ongoing precautions related to COVID-19, DHS has extended the form I-9 flexibility policy an additional 60 days until might 31, 2021.

This supplication only uses to employers and workplaces that are operating remotely. See the original news release from march 23, 2020 for more information on exactly how to obtain, remotely inspect, and retain duplicates of the identity and employment eligibility papers to complete Section 2 of kind I-9. Please additionally consult ICE"s guidance because that clarification on this provision.

Employers must monitor the DHS and ICE"s workforce Enforcement announcements around when the expansions end and also normal operations resume.

E-Verify participants who accomplish the criteria and also choose the remote inspection alternative should proceed to follow current guidance and also create cases for their new hires in ~ three organization days from the day of hire.


The department of Homeland security (DHS) and also U.S. Immigration and also Customs Enforcement (ICE) announced an expansion of the adaptability in complying with requirements connected to form I-9, employment Eligibility Verification, because of COVID-19.

This temporary guidance was collection to expire January 31. Since of recurring precautions regarded COVID-19, DHS has extended the form I-9 flexibility policy secondary 60 days until march 31, 2021.

This provision only uses to employers and workplaces that space operating remotely. See the initial news relax from march 23, 2020 for an ext information on exactly how to obtain, remotely inspect, and retain duplicates of the identity and also employment eligibility documents to finish Section 2 of form I-9.

Employers should monitor the DHS and ICE"s labor force Enforcement announcements about as soon as the expansions end and also normal work resume.

E-Verify attendees who fulfill the criteria and also choose the remote inspection alternative should proceed to follow present guidance and create instances for their brand-new hires in ~ three company days from the day of hire. 


The department of Homeland protection (DHS) and also U.S. Immigration and Customs Enforcement (ICE) announced an extension of the adaptability in complying with requirements connected to type I-9, employed staff Eligibility Verification, due to COVID-19.

This short-term guidance was set to expire December 31. Because of ongoing precautions concerned COVID-19, DHS has prolonged this policy an additional 30 days until January 31, 2021.

This supplication only uses to employers and also workplaces that space operating remotely. See the original news release for an ext information on how to obtain, remotely inspect, and retain duplicates of the identity and employment eligibility files to finish Section 2 of kind I-9.

Employers should monitor the DHS and also ICE website for additional updates about when the extensions end and also normal work resume.

E-Verify entrants who fulfill the criteria and also choose the remote inspection alternative should proceed to follow present guidance and create cases for their new hires within three organization days native the date of hire.


neurosoup.org previously approve a notice indicating that specific Forms I-797, an alert of Action, space acceptable for kind I-9, employed Eligibility Verification, through Dec. 1, 2020. DHS is now expanding the validity of these creates I-797. Come complete Form I-9, new employees and current employees requiring reverification who room waiting for their EAD may continue to present a form I-797 described listed below through Feb. 1, 2021 as a List C #7 file issued by the room of Homeland security that develops employment authorization, even though the notice states the is not evidence of employed staff authorization. 

For the notice to be acceptable, the must include a notice Date native Dec. 1, 2019, through and also including Aug. 20, 2020, and also indicate that neurosoup.org has approved the employee’s Form I-765, applications for employed staff Authorization. The critical day that both brand-new and existing employees may current this notification to complete type I-9 is Feb. 1, 2021. New employees will also need to current an acceptable List B identity document.

By Feb. 1, 2021, employers have to reverify employees that presented this kind I-797 together a list C document. These employees must present new evidence of employed staff authorization -- either their new EAD or any other agree documentation they choose -- native either List A or list C.


The room of Homeland defense (DHS) and also U.S. Immigration and also Customs Enforcement (ICE) announced an extension of the adaptability in complying with requirements associated to form I-9, employment Eligibility Verification, as result of COVID-19.

This momentary guidance was collection to expire November 19. Since of continuous precautions related to COVID-19, DHS has extended this policy until December 31, 2020.

This delivery only uses to employers and workplaces that room operating remotely. Check out the original news release for much more information on how to obtain, remotely inspect, and also retain copies of the identity and also employment eligibility documents to complete Section 2 of form I-9.

Employers need to monitor the DHS and ICE websites for added updates about when the expansions end and normal operations resume.

E-Verify attendees who satisfy the criteria and also choose the remote inspection choice should continue to follow current guidance and also create instances for their brand-new hires in ~ three service days indigenous the day of hire.


Issuance of specific Employment Authorization records (Form I-766, EADs) might be delayed due to the COVID-19 worldwide pandemic. To complete type I-9, brand-new employees who room waiting for their EAD and also current employees who call for reverification may present particular Forms I-797, notice of Action, together a perform C #7 document issued by the room of Homeland protection that creates employment eligibility, also though the notice states the is not evidence of employed staff authorization. 

For the notice to it is in acceptable, the must incorporate a notice Date from Dec. 1, 2019, through and also including Aug. 20, 2020, and indicate the neurosoup.org has approved the employee’s Form I-765, Application because that Employment Authorization. Both brand-new and current employees may present this notification to complete type I-9 until Dec. 1, 2020. New employees will likewise need to existing an acceptable List B identity document.

By Dec. 1, employers have to reverify employees who presented this notification as a perform C document. These employees must present new proof of employment authorization -- either their new EAD or any other acceptable documentation they pick -- from either List A or list C.


The department of Homeland protection (DHS) and U.S. Immigration and also Customs Enforcement (ICE) announced an expansion of the flexibility in complying with requirements related to form I-9, employed staff Eligibility Verification, due to COVID-19. This temporary guidance was set to expire September 19. Because of recurring precautions pertained to COVID-19, DHS has extended this plan for second 60 days.

This delivery only uses to employers and also workplaces that space operating remotely. Watch the original news release for much more information on how to obtain, remotely inspect, and retain duplicates of the identity and employment eligibility papers to complete Section 2 of form I-9.

Employers have to monitor the DHS and ICE websites for extr updates about when the expansions end and also normal to work resume.

E-Verify attendees who accomplish the criteria and choose the remote inspection option should proceed to follow existing guidance and also create situations for their brand-new hires in ~ three organization days indigenous the date of hire. 


The room of Homeland security (DHS) has actually temporarily prolonged some of the provisions of the April 20 temporary final rule. ~ above Aug. 20, DHS released a new temporary final rule to prolong the modification that permits all H-2A petitioners through a valid temporary labor certification (TLC) to start employing particular foreign workers that are at this time in the joined States and also in precious H-2A status.

The temporary final rule proceeds to allows non-E-Verify labor with correctly filed H-2A extension of continue to be petitions to rental H-2A workers at this time employed by a different company beginning on or after the date neurosoup.org receives the expansion of continue to be petition (as proclaimed on the type I-797 receipt notice), however no previously than the start day of employment provided on the H-2A petition.

The short-lived rule uses if neurosoup.org receive the brand-new employer’s expansion of continue to be H-2A petition ~ above or after ~ Aug. 19, 2020, and also no later on than Dec. 17, 2020.

Under this temporary final rule, you, the new, non-E-Verify employer may employ the H-2A worker when the expansion petition is pending, because that a period not to exceed 45 days beginning from the day of the receipt notice, or till neurosoup.org denies her petition or you retract the petition, whichever come first. The H-2A employee’s unexpired kind I-94, Arrival/Departure document indicating their H-2A status, together with their international passport, qualify together a kind I-9 perform A document.

To finish Section 2, go into the complying with information under list A:

The unexpired international passport information;The unexpired kind I-94 information; and“45-Day Ext.” and the day you submitted kind I-129 to neurosoup.org in the added Information field.

If neurosoup.org denies the new petition, or if you withdraw the brand-new petition before the 45-day duration expires, neurosoup.org will instantly terminate the H-2A worker’s employment authorization 15 calendar job after its denial decision or the tap the money request.

You have to reverify the employee’s employment authorization in section 3 one of two people by the end of the 45-day period from the day neurosoup.org obtain your form I-129 or once you obtain a decision top top the H-2A petition, whichever comes first. If your petition is denied or withdrawn, count 15 days from the date of the rejection or withdrawal inquiry for the date the employee’s employment authorization expires.

Employers the H-2A workers continuing employment with the very same employer or with a new employer that is enrolled in E-Verify should proceed to monitor current form I-9 guidance noted in the Handbook because that Employers – ar 6.6.

DHS is no extending the temporary exemption that allows an H-2A worker’s period of continue to be to be extended past the three-year limitation, without very first requiring them come remain outside of the United says for an uninterrupted period of 3 months.

For more information view neurosoup.org H-2A temporary farming workers page.


The department of Homeland protection (DHS) and U.S. Immigration and Customs Enforcement (ICE) announced an extension of the flexibility in adhering to requirements associated to form I-9, employed staff Eligibility Verification, as result of COVID-19.

This momentary guidance was set to expire august 18. Since of ongoing precautions regarded COVID-19, DHS has prolonged this policy for an additional 30 days.

This provision only applies to employers and also workplaces that room operating remotely. View the original news release for an ext information on how to obtain, remotely inspect, and also retain copies of the identity and employment eligibility documents to complete Section 2 of type I-9.

Employers need to monitor the DHS and ICE websites for extr updates around when the extensions end and also normal to work resume.

E-Verify entrants who satisfy the criteria and also choose the remote inspection alternative should proceed to follow present guidance and create situations for their brand-new hires within three business days from the date of hire.


The department of Homeland protection (DHS) and U.S. Immigration and Customs Enforcement (ICE) announced an expansion of the flexibility in following requirements associated to kind I-9, employed Eligibility Verification, because of COVID-19.

This short-lived guidance was collection to expire July 19. Due to the fact that of ongoing precautions pertained to COVID-19, DHS has extended this policy for secondary 30 days.

This supplication only uses to employers and also workplaces that space operating remotely. Check out the original news release for an ext information on just how to obtain, remotely inspect, and also retain duplicates of the identity and employment eligibility documents to complete Section 2 of type I-9.

Employers need to monitor the DHS and ICE websites for added updates about when the extensions end and also normal work resume.

E-Verify participants who accomplish the criteria and also choose the remote inspection choice should proceed to follow existing guidance and also create situations for their new hires within three organization days indigenous the day of hire.


Employers and also workplaces that room operating remotely may follow the DHS news relax that announced adaptability in requirements related to type I-9.

See the Form I-9 instances Related to momentary COVID-19 Policies page for instances showing how DHS recommends you notate type I-9 as soon as remotely inspecting employment authorization and identity documents, and also how to do the compelled physical inspection when normal operations resume.


In May, the department of Homeland security (DHS) and U.S. Immigration and Customs Enforcement (ICE) announced an extension of the versatility in following requirements associated to form I-9, employed Eligibility Verification, due to COVID-19.

This momentary guidance was set to expire June 18. Due to the fact that of recurring precautions pertained to COVID-19, DHS has extended this policy for secondary 30 days

This provision only uses to employers and also workplaces that space operating remotely. See the initial news release for more information on how to obtain, remotely inspect, and also retain duplicates of the identity and employment eligibility records to complete Section 2 of kind I-9.

Employers should monitor the DHS and also ICE web page for extr updates about when the expansions end and normal work resume.

E-Verify attendees who meet the criteria and choose the far inspection choice should proceed to follow current guidance and create cases for their new hires in ~ three company days from the date of hire.


On might 12, the room of Homeland security published a short-lived final ascendancy to change certain H-2B needs to help secure the U.S. Food supply chain and also reduce the economic affect of the coronavirus (COVID-19) public wellness emergency ~ above H-2B employers. The momentary flexibilities are accessible through Sept. 11, 2020.

The temporary final rule allows employers that have actually properly filed H-2B extension of stay petitions and type ATT-H2B, Attestation for Employers seek to rental H-2B Nonimmigrant Workers vital to the U.S. Food supply Chain (PDF) between specific dates to begin employing specific H-2B workers while neurosoup.org adjudicates your petition. The workers must at this time be in H-2B status but working for a various employer. If so, a brand-new employer may start employing the H-2B employees on or after ~ the date that neurosoup.org receives the expansion of continue to be petition (as proclaimed on form I-797, notice of Action, receipt notice) or the day neurosoup.org acknowledges in creating receipt that a effectively filed attestation, form ATT-H2B but no previously than the start day of employment noted on the H-2B petition.

The short-lived rule uses if neurosoup.org obtained the brand-new employer’s extension of stay H-2B petition ~ above or after March 1, and also it remains pending as of may 14, or neurosoup.org receive the H-2B petition in between May 14 and Sept. 11, 2020. In both cases, neurosoup.org must also receive a kind ATT-H2B

Under this temporary last rule, the brand-new employer might employ the H-2B worker when the extension of stay petition is pending, because that a period not to exceed 60 days beginning from the:

Received day on kind I-797 (Notice the Action) acknowledging receipt of the petition requesting an extension of stay, which has the attestation (Form ATT-H2BDate neurosoup.org acknowledges in composing receipt the the properly filed attestation (Form ATT-H2B) it is registered while the H-2B petition is pending; orStart day of employed if the start day of employment indicated in the H-2B petition occurs after the filing.

The H-2B employee’s unexpired form I-94, Arrival/Departure Record, describe his or she H-2B status, in addition to the employee’s international passport, qualify as a type I-9 list A document.

To complete Section 2, you, the brand-new employer, should go into under list A:

The unexpired foreign passport information;Unexpired form I-94 information; and

If neurosoup.org denies the new petition, or if you withdraw the brand-new petition before the 60-day period expires, neurosoup.org will immediately terminate the H-2B worker’s employment authorization within 15 calendar days of its rejection decision or the tap the money request. You must reverify the employee’s employed staff authorization in section 3 through the finish of the 60-day period described above or when you obtain a decision top top the H-2B petition, whichever comes first. If your petition is refuse or withdrawn, counting 15 days from the date of the denial or withdrawal inquiry for the day the employee’s employed authorization expires.

Employers of H-2B workers continuing employment v the exact same employer should proceed to monitor current type I-9 guidance noted in the M-274, Handbook because that Employers - section 6.7

For more information see neurosoup.org H-2B short-lived Non-Agricultural employees page.


On march 20, the room of Homeland protection (DHS) and U.S. Immigration and also Customs Enforcement (ICE) announced adaptability in adhering to requirements related to kind I-9, employed Eligibility Verification, because of COVID-19.

This temporary guidance was collection to expire may 19. Due to the fact that of continuous precautions regarded COVID-19, DHS has extended this policy for an additional 30 days.

This provision only uses to employers and workplaces that are operating remotely. See the original news release for an ext information on exactly how to obtain, remotely inspect, and also retain duplicates of the identity and employment eligibility documents to finish Section 2 of kind I-9.

Employers have to monitor the DHS and ICE websites for extr updates around when the extensions end and normal operations resume.

E-Verify participants who satisfy the criteria and also choose the remote inspection alternative should continue to follow present guidance and create cases for their brand-new hires in ~ three service days indigenous the day of hire. 


On April 20, the department of Homeland defense published a temporary final ascendancy to amend specific H-2A requirements to assist U.S. Agricultural employers avoid disruptions in lawful agricultural-related employment throughout the coronavirus (COVID-19) public health emergency. The momentary final rule expires on respectable 18, 2020.

The temporary last rule permits non-E-Verify job that have properly filed H-2A extension of stay petitions between specific dates for workers that are currently in H-2A status however working for a different employer to start employing such H-2A workers on or ~ the date that neurosoup.org obtain the extension of continue to be petition (as stated on the type I-797 receipt notice) however no earlier than the start day of employment noted on the H-2A petition.

The temporary rule applies if:

neurosoup.org got the new employer’s expansion of stay H-2A petition top top or after ~ March 1, and also it stays pending as of April 20 (the effective day of the rule), or neurosoup.org receive the H-2A petition between April 20 and Aug. 18.

Under this temporary final rule, you, the new, non-E-Verify employer may employ the H-2A worker while the extension petition is pending, because that a period not to exceed 45 days beginning from the date of the receipt notice, or till neurosoup.org denies your petition or you retract the petition, whichever comes first. The H-2A employee’s unexpired form I-94, Arrival/Departure Record, indicating his or her H-2A status, in addition to the employee’s international passport, qualify as a kind I-9 list A document.

To complete Section 2, you should enter under perform A:

The unexpired international passport information;Unexpired form I-94 information; and“45-Day Ext.” and the date you submitted form I-129 come neurosoup.org in the added Information field.

If neurosoup.org denies the brand-new petition, or if you retract the brand-new petition before the 45-day period expires, neurosoup.org will instantly terminate the H-2A worker’s employment authorization in ~ 15 calendar job of its refusal decision or the tap the money request. You must reverify the employee’s employment authorization in ar 3 one of two people by the end of the 45-day duration from the day neurosoup.org receive your type I-129 or as soon as you obtain a decision ~ above the H-2A petition, whichever comes first. If your petition is denied or withdrawn, count 15 days native the date of the denial or withdrawal request for the date the employee’s employed staff authorization expires. Employers of H-2A workers proceeding employment through the same employer or v a brand-new employer the is enrolled in E-Verify should continue to follow current kind I-9 guidance provided in the M-274, Handbook for Employers - ar 6.6.

For much more information see neurosoup.org H-2A temporary agricultural workers page.


Because many areas are under stay-at-home orders because of COVID-19 and some online rejuvenation services have actually restrictions, employees may experience difficulties renewing a state driver’s license, a state id card, or other kind I-9, employment Eligibility Verification, perform B identity document. Considering these circumstances, DHS is issuing a temporary policy concerning expired list B identity records used come complete type I-9, employed Eligibility Verification.

Beginning on may 1, identification documents uncovered in perform B collection to expire on or ~ March 1, 2020, and not otherwise prolonged by the issuing authority, might be treated as if the employee gift a valid receipt for an acceptable paper for kind I-9 purposes. 

Under this temporary policy the expired list B file can be valid for more than 90 days.

When her employee provides an acceptable expired perform B document that has actually not been expanded by the issuing government you should:

Record the file information in ar 2 under perform B, together applicable; and,Enter the word “COVID-19” in the additional Information Field.

Within 90 job after DHS’s discontinuation of this short-lived policy, the employee will certainly be compelled to existing a valid unexpired document to replace the expired document presented as soon as they were initially hired. 

Note: it is ideal if the employee can present the replacement of the actual paper that was expired, however if necessary, the employee may choose to existing a various List A or list B document or documents and record the new record information in the added Information Field. 

When the employee later presents one unexpired document, you should:

In the section 2 added Information field:Record the number and other required record information indigenous the actual document presented;Initial and also date the change.

Procedure for list B files extended by one Issuing Authority

If the employee’s list B identity document expired top top or ~ March 1, 2020, and also the issuing authority has prolonged the record expiration day due come COVID-19, the record is acceptable together a perform B document for kind I-9 (not as a receipt) throughout the expansion timeframe specified by the issuing authority. 

When her employee provides an acceptable expired perform B document that has been expanded by the issuing government you should:

Enter the document’s expiration date in section 2; and,Enter “COVID-19 EXT” in the additional Information Field.

Employers may also attach a copy that a webpage or other notification indicating that the issuing government has expanded the documents. Employers can confirm the their state has actually auto-extended the expiration date of state IDs and also driver’s licenses by checking the state engine Vehicle management or room of motor Vehicles’ website. 

Note: For extended documents, the employee is not forced to later present a valid unexpired perform B document.

E-Verify participating employers must use the employee’s expired list B record number from ar 2 the the form I-9 to produce an E-Verify instance as usual within three days that the date of hire.

DHS continues to screen the continuous COVID-19 nationwide emergency and also will carry out updated guidance as needed. 


On march 20, the department of Homeland security (DHS) and also U.S. Immigration and also Customs Enforcement (ICE) announced flexibility in complying with requirements connected to form I-9, employment Eligibility Verification, due to COVID-19. See the news release for more information on just how employers through remote employees might obtain, remotely inspect, and also retain copies of the identity and employment eligibility papers their employees provide to finish Section 2 of type I-9. This supplication only applies to employers and also workplaces that are operating remotely.

Employers have to monitor the DHS and ICE websites for extr updates around when the expansions will be terminated, and normal operations will certainly resume.

E-Verify participants who choose the far inspection option have to follow existing guidance and create instances for their brand-new hires in ~ three business days native the date of hire. Please watch the E-Verify website for additional information.


E-Verify is expanding the timeframe come take action to deal with Social Security management (SSA) Tentative Nonconfirmations (TNCs) as result of SSA office closures to the public. E-Verify is additionally extending the timeframe to take action to solve Department of Homeland security (DHS) TNCs in minimal circumstances as soon as an employee cannot settle a TNC due to public or private office closures.

IMPORTANT: You must notify your employee around their TNC an outcome as shortly as possible. After her employee is informed of your TNC and also decides whether to take action to fix the TNC, the employee need to acknowledge the decision ~ above the Further action Notice, and the employer must notify E-Verify of their employee’s decision. Employee who select to take action to fix a TNC are referred to SSA and/or DHS. Job may not take any type of adverse action against one employee since the E-Verify case is in an interim case status, including while the employee’s instance is in an extended interim instance status.

New temporary Policies

We have enforced the complying with policies to minimization the load on both employers and also employees:

Employers are still forced to create situations for their new hires in ~ three organization days native the day of hire.Employers have to use the hire day from the employee’s type I-9 when creating the E-Verify case. If instance creation is delayed as result of COVID-19 precautions, choose “Other” native the drop-down list and also enter “COVID-19” as the details reason.Employers may not take any type of adverse activity against an employee due to the fact that the E-Verify case is in an interim instance status, including while the employee’s situation is in prolonged interim situation status.

Customer Support and Account Access

E-Verify Contact center representatives room still available. Employers will still it is in able to accessibility their E-Verify accounts and:

Enroll in E-Verify;Create E-Verify cases;Add, delete or edit any kind of user account;Reset passwords;Edit company information;Terminate accounts; andRun reports or view any information around an account or case.

Resources

Please visit our resources webpage to discover more. Check out the E-Verify User Manual for much more information ~ above interim situation statuses.

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For information on society Security administration operating condition please visit ssa.gov/coronavirus.