Final answer:
An organization must keep an I-9 form for three years from the date of hire or one year following termination of employment, whichever is later, based on the Immigration Reform and Control Act of 1986.
Step-by-step explanation:
An organization should keep an I-9 form for a terminated employee for three years from the date of hire or one year following termination of employment, whichever is later.
This is in accordance with the requirements set by the Immigration Reform and Control Act of 1986, which mandates that employers verify and maintain records of the identity and employment eligibility of their employees to ensure they are legally entitled to work in the United States.
Failing to comply with these requirements can lead to significant penalties, making it crucial for organizations to understand and adhere to these record-keeping rules.
Therefore, it is not correct to destroy I-9 forms one to five years after the date of hire, nor is it correct to say that they should never be destroyed. The precise record retention period is determined by the duration of employment and the date of termination.
An organization should keep an I-9 form for a terminated employee for three years from the date of hire or 1 year following termination of employment, whichever is later.
This requirement is outlined in the Immigration Reform and Control Act of 1986, which introduced the I-9 form and penalties for employers hiring undocumented immigrants. The purpose of keeping the I-9 form is to maintain a record of an employee's eligibility to work in the United States and to ensure compliance with immigration laws.