News

Employment Updates from the DHS and SSA

 

In this week’s blog, Pre-Check is sharing employment updates from the Department of Homeland Security (DHS) and Social Security Administration (SSA). The DHS focuses largely on federal preparations to deal with terrorism while trying to manage other duties, including border security, customs, and emergency management. The SSA is the government agency that administers the social insurance programs of the United States. They cover a wide range of social security services, like disability, retirement, and survivors’ benefits.

 

The updates below come from the Best Practices Committee and will impact employers and their end-user clients.

 

SSA has a revised Form:

Form: https://www.taxverification.com/form_SSA-89.pdf
An updated Consent Based SSN Verification Form SSA-89 (Rev 04-2017) from the SSA was released on 6/26/17. You have until year end to make the transition to the new document.

 

What does this mean?

CBSV is the superlative personal identifier validation methodology as it matches Name, SSN, DOB, and Death Indicator to the SSA Master File and Death Index for any business purpose.



DHS has a revised Form:

Form: https://www.uscis.gov/system/files_force/files/form/i-9-paper-version.pdf
An updated Form I-9 for Employment Eligibility (version 07/17/17 N) from USCIS (part of DHS) was launched 7/7/17. Use the revised version or continue using Form I-9 with a revision date 11/14/16.

 

What does this mean?

On Sept. 18th, employers MUST use the revised form with a revision date of 07/17/17 N. Employers must continue following existing storage and retention rules for any previously completed Form I-9.

 

More Information:

For the areas affected by Hurricane Harvey, all Form I-9, Employment Eligibility Verification, requirements remain in effect. Employers must continue to complete and retain Form I-9 for all individuals they hire for employment.

 

For more information regarding how employers should complete the Form I-9 if an employee’s documents are lost, stolen, or damaged, visit the form here (PDF).

/ Print
Posted by Sandra Shinn in General

Comments


Be the first to comment
Name*
E-mail*
Website
Comment*
0 Pending Comments
 Keep me updated of follow-up comments!
Most Recent

By Sandra Shinn
October 17, 2017 Category • General

This blog has been written by Roy Maurer of SHRM. Pre-Check is re-posting it with permission. Roy Maurer | roy.maurer@shrm.org Employers that conduct background screens need to keep up as states expand the types ofcriminal records eligible for sealing or expungement. Mayor Muriel Bowser of Washington, D.C., recently proposed to wipe clean the arrest records of people who were not later convicted. Her plan joins a spate of efforts dubbed second chance or clean slate bills that would limit employers access to criminal records of arrests without convictions, minor misdemeanors and even low-level felonies, to improve ex-offenders job prospects. Most states allow for criminal records to be sealed or expunged, although laws vary by state. Some states do not permit expungement, or they allow expungement under very limited circumstances. Dealing with sealed or expunged records can be tricky for employers conducting background screens because of differences in state laws and the

By Sandra Shinn
October 04, 2017 Category • General

In the latter half of 2016, the Office of Personnel Management (OPM) issued changes to the Ban the Box rule, which included prohibiting agencies and employers from inquiring about an applicants criminal history until the agency or employer has made a conditional offer of employment to the applicant. Ban the Box quite literally refers to removing the box on job applications asking if the applicant has a criminal record. Now, the Merit Systems Protection Board (MSPB) has created guidelines that Human Resources agencies and hiring managers must comply with. Employee Protection from Discrimination Under the Civil Service Law, employees are protected from discrimination based on conduct that does not adversely affect their job performance. However, agencies and hiring managers can take convictions into account when determining an applicants suitability for a job. A conviction that has no bearing on job duties or performance may not be the basis for discrimination for or against anyone. Requesting

By Sandra Shinn
September 21, 2017 Category • General

Employers: Have you heard about the Ohio Houses House Bill 187? Its proposal is to protect the privacy of employment applicants; however, it could also make the hiring just a little bit trickier you. House Bill 187: According to 2017 BARNES THORNBURG LLP, House Bill 187 provides that no employer may request an applicants Social Security Number, date of birth, or drivers license number before making an offer of employment. The Problem: You might already see why this new bill could be frustrating for employers. These are the key pieces of information employers and Consumer Reporting Agencies (CRAs) use to check criminal records, driving history, credit history, previous employment, and more. The bill does state that an employer may obtain information for these background screening reasons, but this is unrealistic because it forbids employers from providing this information to third parties, like us. If House Bill 187 becomes law, employers will undoubtedly have to begin