Employment Eligibility Verification Form I-9 Revised

U.S. Citizenship and Immigration Services (USCIS) announced that a revised Employment Eligibility Verification Form (I-9) is now available for use.  All employers are required to complete a Form I-9 for each employee hired in the United States.

The revision seeks to achieve full compliance with the document reduction requirements of the Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (IIRIRA), which reduced the number of documents employers may accept from newly hired employees during the employment eligibility verification process.  The revised Form I-9 is a further step in USCIS’ ongoing work toward reducing the number of documents used to confirm identity and work eligibility.

Key to the revision is...

Survey Reveals Employees Who Call In "Sick" Probably Aren't

Two-thirds of U.S. workers who call in “sick” do so for reasons other than physical illness...

Court Sites Employer's Own Policy in Adopting a "Good Faith" Standard for Determining Whether an Employee Was Discharged For "Cause"

Life Care Centers of America employed Margo Dexter as the activities director in its nursing center for nearly six years.  When Dexter was hired, Life Care gave her a copy of its employee handbook containing personnel policies, practices, and procedures for the nursing center.  On June 30, 2000, Life Care terminated Dexter's employment.

Dexter filed a complaint against Life Care alleging claims for breach of contract and breach of the implied covenant of good faith and fair dealing.  She claimed the handbook created a contract, giving her the right to continuing employment unless her employment was terminated for cause and in accordance with the progressive discipline procedures.  She claimed Life Care breached the contract and the implied covenant of good faith and fair dealing by terminating her employment without cause and in violation of the progressive discipline procedures.

Approaching Deadlines for Human Resource/Payroll Professionals

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