[Date]
To: [Employee name]
From: [HR staff name], HR department
Subject: I-9 reverification
When you were hired by [Company name] on [date] you completed an I-9 form which we are required under federal law to have on file for all employees verifying identity and eligibility to work in the United States.
I am writing you today to inform you that our records indicate that your temporary work authorization is expiring on [date]. Please provide to the human resources department your updated work authorization as soon as possible but no later than [date of expiration of current work authorization]. If you fail to provide updated documentation to us by [date], under federal law we cannot allow you to continue to work. Unfortunately, this may lead to you being placed on an unpaid leave status or require [Company name] to terminate your employment.
Please let me know if you have any questions or wish to discuss this matter further.
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.