I-9 reverification

[P055UM 334]

1 minute ago, Fr8dog said:

I could even make an argument they should not.

Looks like it depends on the extension letter provided. I-90 and N-400 doesn’t require reverification but I-751 does. Go figure. 

[OldUser 9,920]

3 minutes ago, P055UM said:

Looks like it depends on the extension letter provided. I-90 and N-400 doesn’t require reverification but I-751 does. Go figure. 

Did you show I-751 extension letter for I-9?

[P055UM 334]

8 minutes ago, OldUser said:

Did you show I-751 extension letter for I-9?

Nah. I showed my freshly issued 2 year GC at the time. Was a few years ago. 
 

But reading the handbook, it seems like expired GC with I751 is considered temporary, whereas with N400 and I90 is not. Doesn’t make much sense to me to be honest. 

Edited 23 hours ago by P055UM

[OldUser 9,920]

3 minutes ago, P055UM said:

Nah. I showed my freshly issued 2 year GC at the time. Was a few years ago. 
 

But reading the handbook, it seems like expired GC with I751 is considered temporary, whereas with N400 and I90 is not. Doesn’t make much sense to me to be honest. 

Maybe to do with the fact 2 year GC is conditional?

 

I'd just show them List B + List C and leave at that. They should not reverify after this.

Edited 23 hours ago by OldUser

[mam521 2,512]

1 hour ago, OldUser said:

Maybe to do with the fact 2 year GC is conditional?

Shouldn't be.  As per I-9 instructions: 

 

 

[OldUser 9,920]

24 minutes ago, mam521 said:

Shouldn't be.  As per I-9 instructions: 

 

 

Question to @P055UM

 

1 hour ago, P055UM said:

 

But reading the handbook, it seems like expired GC with I751 is considered temporary, whereas with N400 and I90 is not. Doesn’t make much sense to me to be honest. 

 

[P055UM 334]

14 minutes ago, OldUser said:

Question to @P055UM

 

 

https://www.uscis.gov/i-9-central/form-i-9-resources/handbook-for-employers-m-274/70-evidence-of-employment-authorization-for-certain-categories/71-lawful-permanent-residents-lpr
 

It’s all pretty much here, as far as I can tell.

 

It solely depends on what you presented at the time of original verification.

 

Any unexpired green card (no expiry, 10 year, 2 year) or expired GC with I90 letter or N400 letter, should never be reverified, even if they subsequently expire. 

 

But ‘temporary’ GCs, which is GC with I751/I829 letter, I94 with ADIT or passport with ADIT/endorsed visa — these all require reverification. 
 

I really don’t understand the different treatment of N400 and I751. But I guess a lot of stuff doesn’t make sense in the whole journey  

[OldUser 9,920]

Just now, P055UM said:

I really don’t understand the different treatment of N400 and I751. But I guess a lot of stuff doesn’t make sense in the whole journey  

I-751 for removing conditions, I-90 for renewing card without conditions.

Not removing conditions results in abandoning LPR status. Not renewing I-90 results in not having proof of status.

[.yana 620]

Personally, if it was easy enough to get a new job and/or my current employer ticked my off in any way, I would absolutely stand my ground and possibly take them to court. 

 

If I liked the job - I'd just give them what they ask for. If your company doesn't have many non-citizen employees, their HR might not be familiar with this specific law (although that shouldn't excuse them from not following it, of course). 

[From_CAN_2_US 1,116]

2 hours ago, .yana said:

Personally, if it was easy enough to get a new job and/or my current employer ticked my off in any way, I would absolutely stand my ground and possibly take them to court. 

 

If I liked the job - I'd just give them what they ask for. If your company doesn't have many non-citizen employees, their HR might not be familiar with this specific law (although that shouldn't excuse them from not following it, of course). 

In the case where you do not want to report the company or sue them because you either like the job too much or want to give them the benefit of doubt, I would recommend to still bring the laws to HR's attention, both as a measure to protect other employees from discrimination , and also to protect the company from lawsuits.