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Form I-9 and Expired Employment Authorization

Federal law requires all employers to verify every individual they want to employ is authorized to work in the United States. This involves completing a Form I-9 Employment Eligibility Verification and examining the documents an individual presents to confirm their identity and employment authorization.

What do you do when the documents an employee provided later expire?

Read on for a real-life example to learn how to handle this situation and remain compliant.

Managing leaves can be complex, especially when multiple leave laws may apply to a situation. Do you know which leave applies to this situation?

You are the owner of two restaurants distanced approximately 40 miles apart. You employ 35 employees at one location and 25 employees at the second location.

Sally has worked for your company for two years as a server. In the past 12 months, she has worked a total of 1,485 hours.

Yesterday, Sally slipped in the kitchen and twisted her ankle. According to her doctor, she needs to be off her feet for 4 weeks for her ankle to heal. To further complicate matters, Sally is 6 months pregnant and is planning to take time off after the baby is born for post-partum recovery and baby bonding.

How do you handle Sally’s leave of absence request?

Categorize the leave of absence as:

A. Family Medical Leave Act – She has a serious medical condition preventing her from working.
B. State Pregnancy Disability Leave – She’s pregnant and disabled so this leave must apply.
C. Workers’ Compensation Leave – She was hurt on the job, so it must be designated as workers’ comp.
D. Americans with Disabilities Act – Since she is disabled, she would have protections under this law.

Read on to learn to see if you chose the correct answer. It might surprise you!