<P> The Immigration Reform and Control Act which introduced the requirement leading to the promulgation of the I - 9 form, also included anti-discrimination provisions . Under the Act, most US citizens, permanent residents, temporary residents or asylee / refugee who are legally allowed to work in the US cannot be discriminated against on the basis of national origin or citizenship status . This provision applies to employers of three or more workers and covers both hiring and termination decisions . In addition, an employer must accept any valid document or combination of documents specified in the I - 9 form, as long as the documents appear genuine . </P> <P> For example, an employer could not refuse to hire a candidate because his I - 9 revealed that he was a non-citizen (such as a permanent resident or a refugee) rather than a U.S. citizen . For this reason some immigration lawyers advise companies to avoid requiring an I - 9 until a candidate is hired rather than risk a lawsuit . As another example, a company could not insist that an employee provide a passport rather than, say, a driver's license and social security card . Another anti-discrimination provision requires that employers must enforce I - 9 compliance in a uniform manner . For example, an employer must not require some employees to complete an I - 9 before being hired, but allow others to complete the form after starting employment . </P> <P> Employers must not assume that the employee is unauthorized to work just because the individual either could not bring the proof of employment authorization or has brought the unaccepted document (s) until the start date of the employment . Instead, employers should encourage that employee to bring the acceptable document (s) which is / are under the List A, B, and / or C. Employers may terminate the employment only if the employee cannot attest the person's work authorization by bringing the proof after the start date . </P> <P> The Office of Special Counsel for Immigration - Related Unfair Employment Practices ("OSC") is a section within the Department of Justice's Civil Rights Division that enforces the anti-discrimination provision of the Immigration and Nationality Act ("INA"). The OSC can help workers by calling employers and explaining proper verification practices and, when necessary, by providing victims of discrimination with charge forms . Upon receipt of a charge of discrimination, OSC investigations typically take no longer than 7 months . Victims may obtain various types of relief, including job relief and back pay . </P>

What two forms of id are needed for employment