I-11 vs. I-9

Attribute	I-11	I-9
Release Year	2021	2017
Processor	11th Gen Intel Core	9th Gen Intel Core
Graphics	Intel Iris Xe	Intel UHD Graphics
Memory Support	DDR4-3200	DDR4-2666
Socket	LGA 1200	LGA 1151

Introduction

When it comes to employment eligibility verification in the United States, two important forms are the I-11 and I-9. Both forms serve different purposes and have unique attributes that make them essential in the hiring process. In this article, we will compare the attributes of I-11 and I-9 to help employers understand the differences between the two forms.

What is Form I-11?

Form I-11, also known as the Employment Eligibility Verification Form, is used by employers to verify the identity and employment authorization of individuals hired for employment in the United States. This form requires employees to provide specific documents to prove their identity and eligibility to work in the country. Employers are required to complete and retain Form I-11 for each employee hired.

What is Form I-9?

Form I-9, on the other hand, is used to verify the identity and employment authorization of individuals hired for employment in the United States. This form is required by the U.S. Citizenship and Immigration Services (USCIS) for all employers to ensure that their employees are authorized to work in the country. Employers must complete Form I-9 for each employee hired, regardless of their citizenship status.

Key Differences

While both Form I-11 and Form I-9 serve the same purpose of verifying employment eligibility, there are some key differences between the two forms. One major difference is that Form I-11 is used by federal contractors and subcontractors, while Form I-9 is used by all employers in the United States. Additionally, Form I-11 requires employees to provide specific documents to prove their eligibility to work, while Form I-9 has a list of acceptable documents that employees can choose from.

Documentation Requirements

When it comes to documentation requirements, Form I-11 and Form I-9 have different lists of acceptable documents that employees can provide to prove their identity and eligibility to work. Form I-11 requires employees to provide specific documents, such as a U.S. passport or Permanent Resident Card, to verify their identity and employment authorization. On the other hand, Form I-9 has a list of acceptable documents divided into three categories: List A, List B, and List C. Employees can choose one document from List A or a combination of one document from List B and one document from List C to complete Form I-9.

Retention Requirements

Another important difference between Form I-11 and Form I-9 is the retention requirements for employers. Form I-11 must be retained by federal contractors and subcontractors for three years from the date of hire or one year after the employee's employment ends, whichever is later. On the other hand, Form I-9 must be retained by all employers for three years from the date of hire or one year after the employee's employment ends, whichever is later. Both forms must be made available for inspection by authorized government officials upon request.

Penalties for Noncompliance

Employers who fail to comply with the requirements of Form I-11 and Form I-9 may face penalties for noncompliance. The penalties for noncompliance with Form I-11 include fines, debarment from federal contracts, and other sanctions. Similarly, employers who fail to comply with the requirements of Form I-9 may face fines, civil penalties, and criminal charges. It is important for employers to understand the requirements of both forms and ensure compliance to avoid penalties.

Conclusion

In conclusion, Form I-11 and Form I-9 are essential forms used by employers to verify the identity and employment authorization of individuals hired for employment in the United States. While both forms serve the same purpose, they have unique attributes that make them distinct from each other. Employers must understand the differences between Form I-11 and Form I-9 to ensure compliance with the requirements of both forms and avoid penalties for noncompliance.