Employers use Form I-9 to verify the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must properly complete Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens. Both employees and employers (or authorized representatives of the employer) must complete the form.

On the form, an employee must attest to his or her employment authorization. The employee must also present his or her employer with acceptable documents evidencing identity and employment authorization. The employer must examine the employment eligibility and identity documents an employee presents to determine whether the documents reasonably appear to be genuine and to relate to the employee—and then record the document information on the Form I-9.

The list of acceptable documents can be found on the last page of the form. Employers must retain Form I-9 for a designated period and make it available for inspection by authorized government officers.

In Missouri, as in all other states, employers are required to follow federal law regarding the use of Form I-9 to verify the identity and employment authorization of individuals they hire. This applies to both citizens and noncitizens. The process involves the new employee providing documentation that proves their identity and authorization to work in the United States. The employer is responsible for reviewing these documents to ensure they are genuine and correspond to the employee. The employer must then record the information from the documents onto the Form I-9. The form must be retained by the employer for a certain period of time and must be made available for inspection by authorized government officials upon request. The specific list of acceptable documents is provided on the last page of Form I-9. Failure to comply with these requirements can result in legal penalties for the employer. It's important to note that while the process is governed by federal law, Missouri employers must also be aware of any state-specific regulations that may impact employment verification practices.