Employers Face 8/30 Deadline To Complete & Document In-Person Inspections Of I-9 Documentation Examined Remotely During COVID-19 Emergency


 Employers that took advantage of the temporary flexibility allowed by the U. S. Immigration and Customs Enforcement (ICE) during the COVID-19 health care emergency to inspect identity and employment authorization documents presented by workers to fulfill the Form I-9, Employment Eligibility Verification requirements now must conduct and document their in-person of the identity and employment eligibility documents for those workers by August 30, 2023.

The Form I-9 rules usually require that employers physically conduct an in-person examination of the identity and employment eligibility documents of each worker to verify the worker’s eligibility to work in the United States. 

While ICE’s Form I-9 rules continued to require in-persona physical inspection of worker identity and eligibility documents throughout the health care emergency, COVID-19 temporary flexibilities announced by ICE in March 2020 temporarily allowed employers to use remote inspection of the physical documentation in lieu of in-person inspection under certain circumstances while the flexibilities remained effective.

ICE announced in October 2022 that the COVID-19 flexibilities would end on July 31, 2023.  When it announced the impending end of the temporary flexibilities, ICE also reminded employers relying on remote inspection of workers’ physical documentation that the employers would have to inspect in person documents for employees whose documents previously were examined remotely within 30 days after the end date of the flexibilities on July 31, 2023.  Consequently, employers relying on remote inspections now face an August 30, 2023 deadline to complete the required in-person physical inspection of identity and employment authorization documents, for workers allowed to work based on remotely inspected identity and employment eligibility documents in accordance with the COVID-19 temporary flexibilities and after the employer physically examines the employee’s identity and employment authorization documents, to annotate the Form I-9 by adding “Documents Physically Examined” and the inspection date to the Section 2 “Additional Information” field on the Form I-9.  ICE has indicated that workers allowed to work based on identity and eligibility documentation examined remotely under the temporary flexibilities will not qualify as eligible to work unless the required in-person inspection is completed and documented by the August 30, 2023 deadline.  See I-9 Central Questions and Answers for more information. 

Along with catching up their Form I-9 physical inspections and documentation for any workers hired during the COVID-19 emergency based remote inspection of identity and employment eligibility documentation employers should keep in mind that the end of the Form I-9 COVID-19 temporary flexibilities is only one a several developments impacting their ability to employ US or foreign citizens under U.S. law since the beginning of the pandemic. The Department of Homeland Security (“DHS”), Department of Labor and other agencies also have modified various other requirements for VISAs, terms and conditions of employment, national origin and other discrimination, safety and other laws. Additionally, DHS and other agencies also are pursuing other regulatory and enforcement changes, including by example, the Notice of Proposed Rulemaking for alternative procedures allowing remote document examination for Form I-9 DHS published last year.  DHS has indicated it expects to publish a Final Rule in the Federal Register that will implement this proposal soon. Business leaders should review their overall compliance and stay tuned for new developments.

For More Information

We hope this update is helpful. For more information about these or other health or other employee benefit, insurance, health care, workforce or other legal, management or public policyresponsibilities or developments, please contact the author Cynthia Marcotte Stamer via e-mail or via telephone at (214) 452 -8297. 

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About the Author

Recognized by her peers as a Martindale-Hubble “AV-Preeminent” (Top 1%) and “Top Rated Lawyer” with special recognition LexisNexis® Martindale-Hubbell® as “LEGAL LEADER™ Texas Top Rated Lawyer” in Health Care Law and Labor and Employment Law; as among the “Best Lawyers In Dallas” for her work in the fields of “Labor & Employment,” “Tax: ERISA & Employee Benefits,” “Health Care” and “Business and Commercial Law” by D Magazine, Cynthia Marcotte Stamer is a practicing attorney board certified in labor and employment law by the Texas Board of Legal Specialization and management consultant, author, public policy advocate and lecturer widely known for 35+ years of health industry and other management work, public policy leadership and advocacy, coaching, teachings, and publications. As a significant part of her work, Ms. Stamer has worked extensively domestically and internationally with business, government and community leaders to prepare for and deal with pregnancy, disability and other discrimination, leave, health and safety, and other workforce, employee benefit, health care and other operations planning, preparedness and response for more than 35 years. As a part of this work, she regularly advises businesses and government leaders on an on-demand and ongoing basis about preparation of workforce, health care and other business and government policies and practices to deal with management in a wide range of contexts ranging from day to day operations, through times of change and in response to complaints, investigations and enforcement.

Author of a multitude of other highly regarded publications and presentations on MHPAEA and other and health and other benefits, workforce, compliance, workers’ compensation and occupational disease, business disaster and distress and many other topics, Ms. Stamer has worked with health plans, employers, insurers, government leaders and others on these and other health benefit, workforce and performance and other operational and tactical concerns throughout her adult life.

A former lead advisor to the Government of Bolivia on its pension privatization project, Ms. Stamer also has worked domestically and internationally as an advisor to business, community and government leaders on health, severance, disability, pension and other workforce, health care and other reform, as well as regularly advises and defends organizations about the design, administration and defense of their organization’s workforce, employee benefit and compensation, safety, discipline and other management practices and actions.

Board Certified in Labor and Employment Law By the Texas Board of Legal Specialization, Scribe for the ABA JCEB Annual Agency Meeting with OCR, Chair-Elect of the ABA TIPS Medicine and Law Committee, Chair of the ABA International Section Life Sciences Committee, and Past Group Chair and current Welfare Plan Committee Chair of the ABA RPTE Employee Benefits & Other Compensation Group, former Vice President and Executive Director of the North Texas Health Care Compliance Professionals Association, past Board President of Richardson Development Center (now Warren Center) for Children Early Childhood Intervention Agency, past North Texas United Way Long Range Planning Committee Member, and past Board Member and Compliance Chair of the National Kidney Foundation of North Texas, and a Fellow in the American College of Employee Benefit Counsel, the American Bar Foundation and the Texas Bar Foundation, Ms. Stamer also shares her extensive publications and thought leadership as well as leadership involvement in a broad range of other professional and civic organizations. For more information about Ms. Stamer or her health industry and other experience and involvements, see www.cynthiastamer.com or contact Ms. Stamer via telephone at (214) 452-8297 or via e-mail here. 

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This entry was posted on Monday, June 5th, 2023 at 3:41 PM and is filed under Corporate Compliance, Employer, Employers, Immigration. You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

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