What does dhs mean on a social security card

Passport are always authorized to work. Likewise, for a Permanent Resident Card, which proves both identity and work authorization for a lawful permanent resident. List B documents prove identity only.

List C documents, while they cannot prove identity, do provide evidence of work authorization. An example is a birth certificate showing that the individual was born in the U. In fact, you are not allowed to accept a List C document when you also accept a List A document to complete Section 2.

The employee will write her Social Security number in Section 1 of the form. For further guidance, contact IER. My employer asked me to verify my employment eligibility by showing a document issued by the Department of Homeland Security because I am not a U. Is my employer allowed to do this? If the documentation reasonably appears to be genuine and to relate to the worker, another part of the INA at 8 U. If your employer has demanded a specific document from you for I-9 purposes, contact IER.

A job applicant presented an Employment Authorization Document that expires next month. As an employer, I don't want to train the worker without an assurance that the worker will still be employment-authorized in the future. May an employer reject the applicant for employment due to the uncertainty of continued employment authorization? Workers with temporary or continuous employment authorization may present documents with future expiration dates. Even if a worker has temporary work authorization, the worker may receive subsequent employment authorization.

Therefore, a future expiration date does not necessarily mean that a worker will not be able to work beyond the date on the document presented. The rules for reverifying employment authorization when a worker has shown a temporary employment authorization document are discussed in the Handbook for Employers and at 8 C.

The Handbook for Employers also explains that an employer cannot refuse to accept a document because it has a future expiration date. In addition, consideration of a future employment authorization expiration date in determining whether an individual is qualified for a particular job may constitute an unfair immigration-related employment practice in violation of the anti-discrimination provision of the INA at 8 U.

A worker has presented an employer with a document that looks fake. Can an employer refuse to accept it without violating the anti-discrimination provision? An employer may ask the worker for different documentation if the request is based on the fact that the first document presented does not reasonably appear to be genuine. If the employer rejects a document and does not provide the worker an opportunity to produce a different valid document, the worker may allege unfair documentary practices under 8 U.

In addition, contacting IER for assistance before rejecting a document solely because the employer is unfamiliar with the type of document being presented can help an employer avoid a potential claim of unfair documentary practices. For further assistance, contact IER. A worker's DHS-issued employment authorization document expired and the worker wants to show a Social Security card for reverification. Does the employer need to see a current DHS document? For reverification, the Form I-9 rules require a worker to present an unexpired List A or List C document of the worker's choice.

Therefore, if a worker presents an unrestricted Social Security card upon reverification, the worker does not need to present a current DHS document even if he or she presented a DHS document for initial employment eligibility verification. However, if a worker presents a restricted Social Security card stating "not valid for employment," "valid for work only with INS authorization," or "valid for work only with DHS authorization" , the employer is not allowed to accept the restricted Social Security card since it is not an acceptable I-9 document.

In that case, the employer may ask the worker to present another unexpired List A or List C document of the worker's choice. Note that List B documents are not required for reverification.

For questions about the acceptability of documents for reverification, contact IER. Does an employer need to reverify the work authorization of lawful permanent residents who produce a "green card" with a future expiration date? Lawful permanent residents who produce an unexpired Permanent Resident Card Form I or "green card" are not subject to reverification , even if the Form I lists a future expiration date.

For questions about how to conduct reverification in a nondiscriminatory manner, contact IER. If I am a lawful permanent resident, do I need to show my employer a new unexpired Permanent Resident Card when the card expires? Form I-9 rules instruct employers not to reverify a lawful permanent resident who initially presented an unexpired Permanent Resident Card, even when the card expires.

If your employer reverifies your employment eligibility after you presented an unexpired Permanent Resident Card, contact IER. My employer insists that I show an unexpired card to continue working.

Do I need to? Your EAD may be extended past its original expiration date in a couple of ways. Go to www. You can also call IER for more information. When my employer created an E-Verify case with my information, I received a tentative nonconfirmation TNC and notified my employer that I have decided to take action to resolve the TNC.

I have work authorization but my employer told me that I can start working only after I resolve my TNC. Employers that allow only some workers to work while resolving a TNC depending upon the worker's citizenship status or national origin may be violating the anti-discrimination provision of the INA.

Is an employer that participates in E-Verify allowed to terminate or suspend an employee who decides to contest a tentative nonconfirmation TNC , based on the TNC? A TNC does not necessarily mean the worker is not authorized to work. The E-Verify law and rules do not permit an employer to take adverse action against the worker because the worker is resolving the TNC, including terminating or suspending the worker.

E-Verify rules require the employer to await a final resolution from E-Verify, even if such final resolution takes longer than the typical period. Terminating an individual based on the assumption that he or she is not authorized to work based only on a TNC may violate the anti-discrimination provision of the INA under 8 U.

For more information, including employer best practices on avoiding discrimination in the use of E-Verify, see IER's E-Verify guidance for employers here. If a worker's name and Social Security number don't match the Social Security Administration's SSA records, should the employer automatically conclude that the worker is not authorized to work? Just because there is a mismatch between a worker's name or Social Security number and another entity's records, including SSA's records, employers should not assume that the worker lacks employment authorization.

There are many possible reasons for a mismatch, including:. An unreported name change e. As the Social Security Administration states in its Employer Correction Request letter, an employer should not use the mismatch by itself as the reason for taking any adverse employment action against any worker. Doing so may violate the anti-discrimination provision of the INA at 8 U. I was rejected for a job because I am not a U.

Is this citizenship status discrimination? Under 8 U. If a job applicant is discouraged or rejected from employment based on citizenship status, the employer may be committing citizenship status discrimination in violation of the anti-discrimination provision of the INA. You can get more information on citizenship status discrimination at 8 U. If you believe that your application may have been improperly rejected because you are not a U.

I was rejected for a job because the employer only likes to hire workers on temporary visas. Is the employer allowed to do this? Failing to consider or hire qualified workers protected from citizenship status discrimination U. Contact IER if you believe an employer discriminated against you based on your citizenship status.

You can contact them at or, for TDD both numbers are free. You also can write the OSC at:. Washington, DC Does the employer send the information to immigration? When and how do I have to show my work authorization to my employer?

What if my work permit expires before I receive my renewal? Those instances include: A receipt for a renew document when the document has been lost, stolen, or damaged.

The receipt is valid for 90 days, after which the individual must present the replacement document to complete the Form I Note that this rule does not apply to individuals who present receipts for new documents following the expiration of their previously held document. A Form I containing a temporary I stamp and a photograph of the individual, which is considered a receipt for the Form I, Permanent Resident Card.

The individual must present the Form I by the expiration date of the temporary I stamp, or within one year from the date of issuance of the Form I if the I stamp does not contain an expiration date. A Form I containing an unexpired refugee admission stamp.

This is considered a receipt for either an Employment Authorization Document i. The employee must present acceptable documentation to complete the Form I-9 within 90 days after the date of hire or, in the case of reverification, the date employment authorization expires.

What if I lose my immigration or work authorization documents? Can my employer ask me for my work documents again? What can I do to enforce my rights? This website uses cookies to improve your experience. We'll assume you're ok with this, but you can opt-out if you wish. Accept Read More. Close Privacy Overview This website uses cookies to improve your experience while you navigate through the website. Out of these cookies, the cookies that are categorized as necessary are stored on your browser as they are as essential for the working of basic functionalities of the website.

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