A New I-9 Form Has Been Launched for 2024! Learn Why It Was Launched and What the Changes Are!

U.S. Citizenship and Immigration Services updated the Form I-9, Employment Eligibility Verification to extend the expiration date to 05/31/2027.
August 2, 2024: The expiration date for the I-9 form has been extended to May 31, 2027. Employers must now use Form I-9 with the edition date of 08/1/23, which may display an expiration date of either 07/31/2026 or 05/31/2027. Both forms are valid until their respective expiration dates. To streamline compliance, downloads available on the Form I-9 download page will now exclusively feature the new expiration date of 05/31/2027. 
As of April 8, 2024, the automatic extension period for Employment Authorization Documents (EADs) is up to 540 days for certain applicants. This is due to a temporary final rule published by the Department of Homeland Security (DHS). The rule applies to applicants who:
Filed a Form I-765 renewal application on or after October 27, 2023, and their application was still pending on April 8, 2024 Filed a Form I-765 renewal application on or after April 8, 2024, and on or before September 30, 2025. 
The rule was implemented to address the increasing number of renewal EAD applicants and the time it takes for USCIS to process applications. Without extension, USCIS estimates that around 800,000 renewal applicants could lose work authorization in the next two years.
The rule was implemented to address the increasing number of renewal EAD applicants and the time it takes for USCIS to process applications. Without the extension, USCIS estimates that around 800,000 renewal applicants could lose work authorization in the next two years. 
Automatic Employment Authorization Document (EAD) Extension – USCIS.
Employers should also review their records to identify any employees with automatically extended EADs. These employees will need to be reverified before they start work on November 4, 2024.
Employers are encouraged to update their electronic Forms I-9 systems to incorporate the 05/31/2027 expiration date as soon as possible. The transition must be completed no later than July 31, 2026, which is the expiration date on the previously issued Form I-9.
This training will go over any changes and compliance initiatives to make the I-9 form compliance less confusing.
As a former external auditor hired by DHS, to review over 7,000 I-9 forms and make corrections, it is critical to review your I-9 forms now as the new I-9 forms have been launched Employers and their representatives need to be clear about what I-9 Form compliance efforts are expected.
Along with the New 2024 I-9 Form, there have been changes in the E-Verify compliance with new options for employees.
As E-Verify continues to make their NextGen program a push for 2024, they predict that the error rate on the I-9 form will be reduced because the errors made by Employers have been most of the reason for the error rate. 
So, what should employers do now as they mitigate their I-9 correction process and conduct internal audits? They should conduct their internal/external audits based on the current changes made to the current I-9 form.  DHS has established what the errors are for 2024 and it is easy to be complacent but, audits will be pending soon.

• Although the I-9 document appears like a simple document, more than 72% of Employers have I-9 Documents with errors;
• Learn how to effectively complete the new 2024 I-9 Forms
• Learn why there is a new 2024 I-9 Form and what the changes are
• Learn what the errors are based on the new I-9 changes to the I-9 Form.
• I-9 documents can be audited by the Department of Homeland Security (DHS) and many DHS investigators know this is a weakness for most Employers;
• Disgruntled employees can turn in Employers for I-9 document violations which will bring DHS to your doorstep!
• Learn what the new updates are for the EAD documents and how it will impact you.
• Learn the right way to correct I9 documents now there have been changes and save your company from unnecessary violations.
• What is the minimal risk Employers have when establishing an I9 document Correction & Storage Process?
• Learn if outsourcing your internal I-9 Audit can save you time and protect the company from ICE audits
• How long should I9 documents be retained for active and terminated employees?
• Why are most HR professionals or those responsible for processing I9 documents still violating the request for documents section?
• Learn what can you do if you have remote employees when it comes to I9 forms using the DHS extended I-9 Form remote option.
• Learn what the new E-Verify program allows for 
• Learn how the E-Verify NextGen Program will streamline the I-9 form correction process once it is launched in 2024.
• Learn about guidelines on how to prepare for an audit from DHS

• All Employers
• Business Owners
• Company Leadership
• Professionals responsible for onboarding employees
• HR Professionals
• Managers/Supervisors

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.

Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.

Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).