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Form I-9 and receipts

Your employee may present a receipt¹ for the replacement of a lost, stolen, or damaged² List A, List B, or List C document. This receipt is valid for 90 days. When it expires, the employee must show you the replacement document for which the receipt was issued.

When your  employee provides an acceptable receipt, you should:

  • Record the document title in Section 2 under List A, List B or List C, as applicable, prefaced by the word “Receipt.” (Example: “Receipt: State-Issued ID Card”)
  • Write the issuing authority, document number, and the last day that the receipt is valid in the appropriate fields.

When the employee presents the actual document, you should:

  • Cross out the word “receipt” and the document number, if different.
  • Record in the Additional Information field in Section 2 the document information from the documentation presented; and
  • Initial and date the change.

You may not accept a receipt when employment will last fewer than three (3) days.

Reference: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents/receipts ]

If you participate in E-Verify, you should set aside the I-9 and not submit for verification until the employee presents the actual ID document.

¹ The receipt must indicate that the employee actually applied for the replacement document. A payment receipt that indicates only that a payment was made is not acceptable. The receipt must be issued by the authority that will issue the actual document. You may not accept a receipt from a third-party service.

² It is a common practice to accept a receipt for the renewal or first issuance of an ID document, like a driver license. However, you may only accept a receipt for the replacement of an already-issued but lost, stolen, or damaged ID document. You may not accept a receipt for an application for the first issuance of any ID document.

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Now, the required disclaimer: We are an Employer Agent of the E-Verify program and Form I-9 consultant. We are NOT the E-Verify program nor any government agency. Although we are very experienced in the law and regulations regarding Form I-9, the information that we have provided is not legal advice, neither expressed nor implied. You should consult with legal counsel or the appropriate government agency before acting on this information or for any employment law matter. Our assistance to you today does not create an agency or other business relationship where one does not already exist.

This article may have been written with the assistance of AI. While we have made every effort to verify the information presented, it may contain errors. You should independently verify this and any other article published at our site.