Corporate Screening’s partner, Form I-9 Compliance, is finalizing programming and testing for the release of its revised Electronic Form I-9 (version 11/14/2016 N). As you are aware, USCIS recently announced the release of the revised form I-9, effective November 14, 2016. By January 22, 2017, employers must use only the new version, dated 11/14/2016 N. Until then, you can continue to use the version dated 3/8/2013 N or the new version.
As we receive more information about the new programming and the accompanying informational webinars, we will share it with you. At this time, here are the most important changes to Section 2.
Section 2: Most Important Changes
- USCIS has added a new “Citizenship/Immigration Status” field at the top of Section 2, where the employer is expected to write the number corresponding with the citizenship/immigration status selected by the employee in Section 1.
- For example, if the employee attested to being:
- A citizen of the United States, the employer must record the number 1 in this new field.
- A noncitizen national of the United States, the employer must record the number 2 in this new field.
- A lawful permanent resident, the employer must record the number 3 in this new field.
- An alien authorized to work until, the employer must record the number 4 in this new field.
- NOTE: the Electronic Form I-9 will auto populate the Citizenship/Immigration Status number, based on the Section 1 selection by the employee.
- For example, if the employee attested to being:
- The Form I-9 instructions indicate that employers must enter “N/A” in Section 2 if a particular document presented does not contain a document number or expiration date (as applicable).
- Section 2 has a new dedicated area to enter additional information that employers are currently required to notate in the margins of the paper form, such as:
- Employment authorization extensions for Temporary Protected Status (TPS) beneficiaries;
- F-1 OPT STEM students;
- H-1B and H-2A employees continuing employment with the same employer or changing employers;
- Other nonimmigrant categories that may receive extensions of stay; and
- Additional document(s) that certain nonimmigrant employees may present.
- NOTE: the Electronic Form I-9 also has an “Add Notes” feature that allows employers to notate this additional information.
The Section 2 Last Name (Family Name) and First Name (Given Name) fields have been changed to Last Name (Family Name) of Employer or Authorized Representative and First Name (Given Name) of Employer or Authorized Representative respectively, to prevent any confusion regarding the name that should be entered.
Coming soon, we will share information about the most important changes to Section 3 with you.
Employers, please note that the U.S. Citizenship and Immigration Services (USCIS) recently announced the release of a revised Form I-9, effective November 14, 2016. Employers will be required to use only the new version by January 22, 2017. The new version is dated 11/14/2016 N.
Corporate Screening’s partner, Form I-9 Compliance is finalizing the programming required for the release of the revised Electronic Form I-9. At this time a release date has not been announced, but Corporate Screening will let keep you advised as we learn more about that. Additionally, Form I-9 Compliance will release webinars on the new features of the Form I-9 and what has changed. The webinars will also include guidance on the proper completion of the new Form I-9. We will share information about the times and dates of these webinars as soon as it becomes available.
To assist you in the transition, Form I-9 Compliance has identified some of the most important changes in Section 1 of the new Form I-9, as outlined below.
Section 1 Most Important Changes:
- USCIS has replaced the “Other Names Used” field in Section 1 with “Other Last Names Used” in order to avoid possible discrimination issues and to protect the privacy of transgender and other individuals who have changed their first names.
- Section 1 has been modified to request that aliens authorized to work record EITHER their;
- Alien Registration Number (A-Number)/USCIS Number OR
- Form I-94 Admission Number OR
- Foreign Passport Number & Country of Issuance.
- If the employee does not use a Preparer or Translator to assist in completing Section 1, he or she must indicate so on a new check box labeled, “I did not use a preparer or translator.” In addition, the form enables the completion of multiple Preparers and Translators, each of whom must complete a separate Preparer and/or Translator Section.
- No blank spaces are allowed. If an employee does not provide any of the following information in Section 1, he/she must enter N/A on the Form I-9.
- Middle Initial
- Other Last Names Used
- Employment Authorization Expiration Date
- Alien Registration/USCIS Number
- Form I-94 Admission Number
- Foreign Passport Number
- Country of Issuance
- E-mail Address
- Telephone Number
Look for additional information soon regarding changes to Sections 2 and 3.
Corporate Screening Invites you to read the latest issue of our quarterly newsletter, Screening Solutions. Containing articles that will inform you about issues related to background screening, important compliance updates, and student background screening news, this is a newsletter that you don’t want to miss!
This issue of Screening Solutions features several compliance articles, including a feature that examines the impact of the Spokeo court decision on FCRA class action lawsuits. You can also read about how voters in eight states approved marijuana referendums on the ballot, and how this may affect employers.
In other news, how much do you really know about your company’s business relationships. CSBusinessScreen,com, a customizable business relationship background check system developed by the people here at Corporate Screening, can help you find out. There’s also information about Corporate Screening’s holiday hours, feedback from our Client Satisfaction survey, information about student drug screening best practices, and much more.
We hope you enjoy the newsletter!
Please note that beginning Thursday, November 24, the Kane, Illinois courts will be updating their system. An estimated completion date of December 5, 2016 has been provided. During this time, index searches will be unavailable. All searches ordered during the system update will be placed on hold until after the system updates are complete.
We appreciate your patience and apologize for any inconvenience this may cause.
Please note that Corporate Screening will be closed on Thursday and Friday, November 24 and 25, 2016 in order to observe the Thanksgiving holiday. We will resume normal business hours on Monday, November 28.
Wishing each and everyone of you a happy Thanksgiving!
Corporate Screening would like to take a moment to congratulate all of the 2016 HR Awards winners and finalists! These top human resource professionals are being recognized at a luncheon on November 10, 2016 at Executive Caterers at Landerhaven.
Co-hosted by ERC and CSHRM, two of Northeast Ohio’s leading organizations in the HR industry, the HR Awards recognize HR professionals in NE Ohio who have demonstrated excellence in the field of human resource management. The HR Award categories include: Business Leadership, Compensation & Benefits, Diversity, Emerging Leader, Employee Relations, HR Intern, HR Partner (External), HR Student of the Year (Graduate & Undergraduate), Organizational & Employee Development, and Talent Management.
As a proud sponsor of this event, Corporate Screening invites you to visit www.thehrawards.com to see a complete list of 2016 winners and learn more about them.
Once again, congratulations to all 2016 winners and finalists!
(Middleburg Heights, Ohio, November 4, 2016) – Corporate Screening is pleased to announce that it has been recognized as an honoree at The 2016 Customer Service Awards. Presented by Smart Business, The Customer Service Awards honor companies that have demonstrated superior customer service and serves to raise awareness of the importance of customer service in the business world, sharing best practices from those who do it best.
“We are honored to have been selected as a top customer service provider by Smart Business,” remarked Greg Dubecky, President of Corporate Screening. “Corporate Screening is a trusted background screening partner for many top employers in Northeast Ohio, as well as throughout the nation. And as such, it is crucial to provide each with exceptional customer service. This award recognizes the commitment our employees have placed on delivering outstanding service for our clients.”
The 2016 Customer Service Awards were presented on November 3, 2016 at Smart Business’ Power Players Luncheon Series.
About Corporate Screening
Corporate Screening (www.CorporateScreening.com) is a Cleveland-based provider of pre-employment screening and background check investigations for many of the nation’s top employers and schools. As a leading consultant to human resources and corporate security professionals, Corporate Screening combines state-of-the-art data gathering technology with in-depth examination and analysis to verify information and mitigate the risks associated with hiring employees. Corporate Screening’s professional staff of analysts and consultants serves the needs of hiring professionals representing a full spectrum of industries, with special emphasis on healthcare, financial services and manufacturing sectors.
Please note, the Santa Clara Criminal Court is now backlogged and overloaded as a result of the clerk’s strike earlier this month. As a result, the number of files that can be pulled each day for each researcher has been reduced from 35 to 15-25 case files per day, and the restriction is expected to last until November at the earliest.
The new restriction means it is likely that there will be longer turnaround times and ETAs for background results in cases that need to be further researched. Santa Clara case data can only be accessed via hard files, and only clerks can pull these files. Adding researchers is not possible, as the court has imposed a virtual lock down on the number of researchers who can operate within it, complete with scheduled time-slots and daily time limits per slot.
Corporate Screening regrets the inconvenience you may experience as a result of this. We will continue to keep you informed as we get further information.
Employers, there’s been a lot of talk about the increasing number of FCRA class action lawsuits based on technicalities in employers’ disclosure/authorization forms. Here’s a bit of good news. In another decision that cited Spokeo, Inc. V. Robins, a U.S. District Court determined that the plaintiff “alleged nothing more than a bare procedural violation of the FCRA,” and remanded the action for lack of subject matter jurisdiction.
The plaintiff in Elizabeth Larroque v First Advantage LNS, Screening Solutions Inc., alleged that the defendant violated the Fair Credit Reporting Act (FCRA) because it provided a consumer report to her prospective employer without first having that company certify it had complied with the disclosure and authorization requirements required by the FCRA. The plaintiff did not allege that either she or any putative class member suffered actual harm or actual damages.
In its ruling, the United States District Court, Northern District of California concluded the plaintiff has not alleged an injury sufficient to confer Article III standing.
Corporate Screening invites you to read the latest edition of our quarterly newsletter, Screening Solutions. With a variety of articles that cover important issues in the background screening world, it’s a must-read for employers.
This edition’s feature article examines the issue of legalized marijuana, and how it affects employer drug policies. In the face of a number of states legalizing marijuana usage for medical and/or recreational purposes, it’s important that employers examine their policies and procedures as there are no one-size-fits-all solutions. A second article about Ohio’s recent legalized medical marijuana law complements the feature article.
Check out the variety of compliance pieces, including one about Portland, Oregon’s recent “ban the box” legislation, an important class action court case dismissal, and the recent legislation in Massachusetts that will prohibit employers from asking about salaries prior to the job offer.
If you use E-Verify, are you up-to-date with policies and processes? Take the assessment and find out.
And in company news Corporate Screening is pleased to share that we have been re-accredited by the Background Screening Credentialing Council. We also invite employers in Northeast Ohio to join Corporate Screening and our partner, ERC, for a free presentation and round table discussion about background screening on September 15.
In VerifyStudents news, we are excited about our newest integration with ACEMAPP’s clinical placement and rotation management system. We invite schools to join us for a free webinar to learn more about this ground-breaking integration.
Check out the newsletter by clicking on the link below!