Sep 18, 2023
Although Form I-9 has changed through the years, its basic purpose has remained the same: to make sure those applying for work at a U.S. company are legally eligible to work in the United States. U.S. Citizenship and Immigration Services does give some flexibility in how job candidates prove both their identity and employment authorization. Documents in "List A" can prove both, so a candidate who shows a current U.S. passport, for example, doesn't have to show anything else.
Those who don't have "List A" documents can show one document from "List B," which establishes identity, and one from "List C," which establishes employment authorization. A common List C document is a Social Security card. However, as a recent government announcement has clarified, that Social Security card must be unrestricted.
What does that mean? Many employers may not have even seen a restricted card, but some cards will have one of the following restrictions entered on the front:
There is nothing inherently illegal about such a card, but it cannot be used to satisfy the authorization requirement for Form I-9.
However, let's say the candidate instead has one of the six other List C documents or one of the six List A documents. In that case, the question of the Social Security card is moot. Indeed, the form is very clear that employers cannot specify which documents it would like as proof. As long as candidates provide the right document or combination of documents, the employer cannot say, "I also want to see your Social Security card for I-9 purposes to make sure it's unrestricted."
However, if a candidate does show a restricted Social Security card and cannot present an acceptable substitute, you must reject them.
The E-Verify system has more information on its site. And Form I-9, available in PDF on the USCIS site, also reminds both employers and candidates that Social Security cards must be unrestricted.
©2023
Jun 04, 2026
Interviewing candidates for jobs is more complicated today than it once was. Artificial intelligence, social media screening, online interviews and traditional in-person meetings all now coexist in the hiring process. For both employers and candidates, staying current is essential. Read through for guidance on adapting interview practices to today's realities.
Jun 03, 2026
The Fair Labor Standards Act, enforced by the U.S. Department of Labor, establishes exempt and nonexempt categories for employees. These categories determine how to handle minimum wage, overtime pay, benefits and certain recordkeeping requirements. Read through to learn more about correctly applying these categories.
Jun 02, 2026
When your business hires individuals, you must determine whether those workers are employees or independent contractors. This classification affects how you pay workers, what taxes you must withhold and remit, and which employment laws apply. Read through to understand the technical distinctions that guide worker classification.
Jun 01, 2026
Employees keep knocking on your door, needing a cash advance. You want to help them but it’s a huge headache. Read through to learn about a payroll add-on to help you and your employees.
May 07, 2026
A business operates more smoothly when employees trust their leadership. Clear communication, steady access to their manager and genuine recognition can reduce turnover, limit confusion and improve daily operations. Read through to learn how you can build that trust through simple, consistently applied habits.
May 06, 2026
Employee retention, especially among top performers, is key to the success of any organization. How can you, as an employer, encourage your best employees to stay with you? Read through to learn how conducting stay interviews can be an important retention strategy for your company.
More News & Press can be found in our Archive.
