For how long must a current employee I-9 form be retained after employment ends?

For how long must a current employee I-9 form be retained after employment ends?

• A. 1 year
• B. 2 years
• C. According to labor law
• D. Indefinitely

Answer: (A)

The correct retention period for a current employee's I-9 form after employment ends is indeed 1 year. According to U.S. Citizenship and Immigration Services (USCIS) regulations, employers are required to keep an I-9 for as long as the employee is employed and then for a specific duration after their employment terminates. The retention requirement stipulates that employers must retain the I-9 form for at least 1 year after the employee's departure from the company or for 3 years after the date of hire, whichever is longer. However, since the question specifically asks about the period after employment ends, referencing the 1-year retention aligns with the federal requirement if the employee was employed for longer than 2 years. This makes option A the most appropriate choice based on the context of the question about post-employment retention. Understanding these requirements is crucial for compliance with federal regulations concerning employee documentation, ensuring that employers are prepared for potential audits and can avoid penalties for improper record-keeping.

The correct retention period for a current employee's I-9 form after employment ends is indeed 1 year. According to U.S. Citizenship and Immigration Services (USCIS) regulations, employers are required to keep an I-9 for as long as the employee is employed and then for a specific duration after their employment terminates. The retention requirement stipulates that employers must retain the I-9 form for at least 1 year after the employee's departure from the company or for 3 years after the date of hire, whichever is longer.

However, since the question specifically asks about the period after employment ends, referencing the 1-year retention aligns with the federal requirement if the employee was employed for longer than 2 years. This makes option A the most appropriate choice based on the context of the question about post-employment retention.

Understanding these requirements is crucial for compliance with federal regulations concerning employee documentation, ensuring that employers are prepared for potential audits and can avoid penalties for improper record-keeping.