I 9 Section 3

Jericho Clay, a sixty-five year old farmer got murdered by his wife and best friend but was reincarnated into the body of one of the most ruthless Mafia boss in history called Giovanni Israel. Giovanni Israel had a criminal empire he wants to protect from his greatest enemy and rival, Lorelei Capello. Jericho made a deal with Israel to save his criminal empire from this mysterious woman. Israel granted Jericho with nine lives to accomplish this impossible mission.

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9 Mates!Possess Their Mute Slave

Elizabeth is a wolfless mute slave. After her mother was brutally killed to protect her from rape, her father was murdered by the Alpha of the black river pack. Elizabeth endured endless bullying in the black river pack for revenge. She vowed to kill the Alpha's families and leave with her beloved boyfriend when she turned 18. However, fate played a joke on her. Elizabeth discovered that her boyfriend had cheated on her long ago, and her fated mates were Alpha's twin sons! She declared to reject them as her mates, but the moon goddess had more incredible arrangements waiting for her. One day she will find out that her mates are not only twins, but also the Alpha of Giant Wolf who is 16 feet tall, the prince of Winged Wolf who lives in a cloud castle, the Beta of Fire Wolf who is covered with Untouchable heat, and even the vampire king who is the enemy of all werewolves and the Merman who lives under the deep sea... Why does she have 9 mates? What should she do when all her mates are jealous and desperate to possess her? *** I was kneeling on all fours inside the cage, with a heavy chain tied around my neck. Countless werewolves wearing masks sat in the circular stands, pointing at me, the cheapest auction item. "Look at her huge belly. She's pregnant. Non-virgins aren't worth much!" "Minimum 50 gold coins. If she has a baby girl, you will have two sex slaves then. " I couldn't believe that I, Elizabeth, the most cherished daughter of Blue moon pack's Alpha, would be reduced to being auctioned off as the lowest-priced sex slave in an underground trading market. "10 million gold coins, we want her!" 9 handsome men claimed.

9.6

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SINFUL INDULGENCE 3

We're both heartbroken. Ella lost a fiancé, and I lost a wife. Our paths crossed when I was trying to move on, and she in her denial stage. I thought we could help each other heal our broken hearts, so I tried to remove the guards I had been trying to secure around myself. And before I knew who she really was, I found myself falling in love again. However, fate always slaps me with its irony. Because I found out that all along, she was the secret enemy that had set out to destroy me. All because I was the one who caused her heartaches — the one who killed her fiancé.

평가가 충분하지 않습니다.

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Suits & Aces (#3)

It is blood and water in this sequel as MJ Billings and Logan Parker battle a common enemy. There's no weapon as deadly as hidden secrets. It is a game of cards in this sequel as everyone uses their best card to stay at the top of their game, bullets and dead bodies are only casualties, the real weapon can never be uncovered - the past should stay in the past, and some secrets to be buried forever even if it means sending some people with them. MJ is hellbent on taking the law into her own hands in order to protect her brother, but she also realises that his safety will come at a price. She is willing to do whatever it takes in order to save Jorge from Samantha's clutches, but there's more to the story than what meets the eye, and MJ would like to keep it that way. Logan knew from the day he met Samantha Grayson that she was trouble ‐ and he wanted nothing more than to get rid of her. After the little scare that landed her in hospital, he thought she had learned her lesson, but her retaliation cost him millions and cost people their lives. His efforts of revenge are further thwarted by MJ, and while trying to resolve their relationship, he can't help but wonder what her true motive is as she goes all out to get rid of Samantha. Despite years of unresolved issues, they agree to put their differences aside to protect their families. They believe the past is the past, and some secrets should remain buried forever- but secrets of the past threaten to tear their newfound alliance apart. The question remains: who exactly is MJ trying to protect- Jorge, or herself?

평가가 충분하지 않습니다.

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All I Want Is You: The Youngers Book 3

"A brilliant, aloof lawyer, Phin Younger has focused solely on his career and on helping people less fortunate. Living his life without romance? He’s just fine with that. Phin knows all too well how relationships make life messy and complicated. Until the day Emily Lassiter begs Phin to help her teenage brother. Beautiful but as fierce as a lioness, Emily is like no other woman he’s met. Suddenly, all of Phin’s plans to avoid romantic entanglements are thrown out the window the moment he sets eyes on Emily. A former model, Emily now struggles to make ends meet for herself and for her teenage brother Josh. When Josh commits a crime that could put him behind bars for years, she turns to her brother’s court-appointed lawyer, Phin Younger, for help. But Emily never expected that her brother’s lawyer would be young and handsome. And she definitely never expected that Phin’s kiss would heat a need inside her that soon transforms into a conflagration. When these two can no longer deny their feelings for each other, an embittered rival of Phin’s threatens to destroy his career, dragging Emily into the scandal. Now these star-crossed lovers must overcome the fears that hold them captive—or face a future without the love that could set them both free."

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Donovan (Book 3)

Twenty-five-year-old Claire Soberano and her son are on the run. Escaping her abusive fiancé, she flew to Long Beach to live with her cousin, The Reid. Hiding secrets, staying indoors, and feeling safe with family, Claire will do anything to protect her son. She thought Eddie would be her soulmate, her long-life husband but revealing his true colors changed her love after six years of relationship. When her body is tattooed from the bruises and injury, Eddie turns on to her son to take the batter; it makes Claire realize the man is dangerous and in fear for her son's life. She could never trust a man, let alone fall in love again. That is until meeting an oversized man, Donovan Wolfe. Donovan Wolfe is the third eldest of the Wolfe brothers. When his older brother isn't around, he sticks around to ensure everything is in order. Don has been in civil service right after high school making his way to the top as a Lieutenant, and the scars prove his service. But after, an incident led him to retire and be with his family. Watching his older and younger brothers find love, he wishes he could have what they have. Upon meeting Claire, he found a sweet and caring woman who is a fantastic cook, much like his mom. He wanted a wife to be like his mother. But he also saw a distress call and recognized the bruises and her outcry for help. Similar to the cause when he was a kid, which he failed to protect, but this time, he vows to do anything to keep Claire and her son safe.

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Who Is Responsible For Completing I 9 Section 3?

4 답변2025-09-05 08:32:57

Okay, here’s the straightforward practical scoop for Section 3: the person representing the employer fills it out. In plain terms, Section 3 of the I-9 is used when someone is rehired within three years of the original I-9 completion, when an employee’s name changes, or when an employee needs reverification because their work authorization has an expiration date.

What I do when I handle rehires is check whether the original form is still within that three-year window. If it is, I update Section 3 with the rehire date or the new document information, sign and date it, and keep a copy with the original I-9. If the gap is longer than three years, I don’t use Section 3 — a fresh Form I-9 is needed instead. Also, an authorized representative can complete Section 3 on the employer’s behalf; the employee provides the documents, but they don’t fill out that box themselves.

If you want to be extra safe, look up the latest instructions on the official government site before you finalize anything — rules change in small ways sometimes, and I’d rather be cautious than chase down corrections later.

When Must Employers Complete I 9 Section 3?

4 답변2025-09-05 11:43:58

I like to think about this the way I do paperwork at home: tidy, timely, and with a little caffeine. Section 3 of the Form I-9 is what you use when you need to rehire or reverify rather than start a whole new form. Practically speaking, if you rehire a person within three years of the date on their original I-9, you can (and usually should) fill out Section 3 instead of creating a fresh form. You’ll record the rehired date and update any changes, such as a legal name change.

The other big trigger is when someone’s work authorization document expires—like a temporary Employment Authorization Document (EAD). In that case, you must reverify by the expiration date, and Section 3 is where you record the new document title, issuing authority, document number, and expiration date. Quick tip from my stack of HR memos: don’t reverify U.S. citizens or noncitizen nationals just because an ID has a date on it, and for reverification you can’t accept a List B-only document; the new proof must show continuing employment authorization. I usually leave a sticky note for the employee a couple weeks before anything expires so we’re not scrambling on deadline.

What Does I 9 Section 3 Require Employers To Do?

4 답변2025-09-05 04:27:15

Okay, here's the long, practical version: Section 3 of 'Form I-9' is basically the spot employers use when an employee is rehired within three years or when the worker's original work authorization expires and needs reverification. In plain terms, if someone comes back to work within three years of their original I-9, you can either fill in Section 3 (recording the rehire date and any updated name) or complete a whole new 'Form I-9'.

If the worker's permission to work had a time limit—think an employment authorization document that expired—you must reverify their authorization. That means you examine the original documents again, record the document title, number, and expiration date in Section 3, and then sign and date it. Don’t reverify U.S. citizens, noncitizen nationals, or lawful permanent residents who presented a Form I-551; reverification is only for those whose work authorization expired. If it’s been more than three years since the original hire date, fill out a fresh 'Form I-9' instead.

I always treat Section 3 like a mini checkpoint: check original docs, write down the new details carefully, sign and date, and keep the form with your I-9 records. It’s one of those small administrative things that, when done right, saves headaches later.

How Do Employers Fill Out I 9 Section 3?

4 답변2025-09-05 21:32:22

Okay, here’s how I actually do Section 3 when someone needs rehire or reverification — I try to keep it practical and low-stress.

First, confirm I still have the original 'Form I-9' on file. Section 3 is only used when you’re rehiring within three years of the original hire date or when you need to record a name change or reverify work authorization. If it’s a rehire, I put the rehire date in the top box of Section 3; if it’s a name change, I write the employee’s new name in the space provided. For reverification, the employee brings in original documents that prove continued authorization to work (they choose which acceptable docs to present). I inspect the originals, then enter the document title, issuing authority, document number, and expiration date in Section 3. Finally I sign and date the certification area, and include my title or authority.

A few practical notes from my playbook: don’t ask for specific documents — let the employee pick from the acceptable lists. You cannot reverify with a List B document alone because that only proves identity, not work authorization. If the original Form I-9 is more than three years old or the situation is awkward, complete a new 'Form I-9' instead. When in doubt, I double-check USCIS guidance or ask someone more legally trained just to be safe.

How Should Employers Correct Errors On I 9 Section 3?

4 답변2025-09-05 07:53:46

If you ever get handed a messy 'Form I-9' and have to fix Section 3, my go-to method is simple: don't obliterate anything. I talk like someone who's done a bunch of onboarding and audits over the years, so here’s the practical side first.

Start by drawing a single line through the incorrect entry so it remains legible. Write the correct information nearby, and then initial and date that correction right next to it. If the correction was made because an employee gave new documentation (for example a renewed employment authorization card), record the new document title, issuing authority, document number, and expiration date in the Section 3 fields. If the error was in Section 1 originally, the employee should correct it and initial the change, but if they can’t for some reason you can make the correction and initial it while noting that the employee didn’t initial.

A couple of rules worth keeping in mind: Section 3 is meant for reverification or rehire within three years of the original Form completion. If you’re rehiring someone after more than three years, complete a new 'Form I-9' instead. Never use correction tape or white-out; crossing out clearly and dating/initialing keeps your records clean and defensible. Also keep a short audit trail — a note in your personnel file or an internal log about why the change was made helps if anyone ever questions it. That little bit of careful documentation has saved me headaches more than once, and it makes audits feel a lot less scary.

What Documents Satisfy I 9 Section 3 Reverification?

4 답변2025-09-05 14:28:36

Okay, here's the practical scoop I keep telling friends in HR-land and coworkers over coffee: Section 3 of the Form I-9 is used when you need to reverify someone's employment authorization or rehire them within three years using the original form. For reverification, the key rule I rely on is this — the employer must examine an unexpired document that shows current work authorization. Practically, that means the employee can present either an unexpired List A document (which proves both identity and employment authorization) or an unexpired List C document (which proves employment authorization only).

Examples I usually give when someone asks at my desk: U.S. passport or passport card, Permanent Resident Card (Form I-551), an Employment Authorization Document (EAD, Form I-766), or a foreign passport with an I-94 showing work permission are common List A picks. For List C, think Social Security card (if unrestricted), U.S. birth certificate, or a Certificate of Naturalization/Citizenship — anything that proves authorization to work. One big thing I always repeat: you cannot reverify with a List B document alone because those show identity, not work authorization. Also, employees with indefinite authorization (like a U.S. passport or green card) typically won’t need reverification in the first place, so don’t fuss over those.

If the document has an expiration date showing work permission expired, that’s when Section 3 is used to note the new document. And remember, the employee chooses which acceptable document to show — you can’t demand a specific piece of paper. When in doubt, I point people to the latest USCIS guidance to make sure nothing changed since the last time we updated our HR binder.

How Long Must Employers Retain I 9 Section 3 Forms?

4 답변2025-09-05 05:20:06

I've always been picky about paperwork, so this one sticks with me: for any 'Form I-9' you keep, including a completed 'Section 3' entry, the employer has to hang onto it for the longer of two timeframes — three years after the employee's hire date or one year after employment ends. That rule means you pick whichever date gives you the later retention deadline and keep the entire I-9 (including the 'Section 3' reverification block) until that point.

In practice that creates a few scenarios. If someone was hired on January 1, 2020 and left on June 1, 2021, you keep the I-9 until January 1, 2023 (three years after hire). If they were hired January 1, 2020 and left December 1, 2022, you keep it until December 1, 2023 (one year after termination), because that date is later. Also remember: if you rehire within three years you can often use 'Section 3' instead of completing a new form; if you rehire after three years, create a new 'Form I-9'. Storing these securely and having a clear destruction policy can save headaches during audits, and I usually mark the discard date on the file so it’s obvious when it’s safe to shred.

Does Remote Hiring Change I 9 Section 3 Requirements?

4 답변2025-09-05 15:14:38

Oh man, this one comes up a lot in my HR chats: remote hiring by itself doesn't rewrite the rules for Section 3 of the Form I‑9. Section 3 is specifically for rehires within three years and for updating information like a legal name change. If you rehire someone within three years of the original I‑9, you can either complete Section 3 (enter the rehire date and, if needed, new document info) or just prepare a fresh Form I‑9. If more than three years have passed, you need a new form. For name changes, Section 3 is the place to update the employee’s information.

A wrinkle with remote work is the document inspection requirement. Employers must physically examine original identity and employment authorization documents, and that requirement hasn’t changed by remote hiring. During the pandemic there were temporary remote inspection flexibilities, but those have generally expired; unless you’re under a specific federal or state exception, you still need to see originals. The common workaround is to appoint an authorized representative (a notary, staffing agency rep, or someone local) to examine the documents in person on the employer’s behalf — that’s allowed, but you should document who acted as your representative and how the inspection occurred.

Practical tip from my own chaotic hiring days: treat remote rehiring like an in‑person process in your checklist, preserve clear notes about rehire dates, any documents examined, and who conducted the verification. And if you’re unsure about state variants or a special program, get a quick consult with counsel or look up the latest USCIS guidance — saves headaches later.

Can Rehires Use Previous I 9 Section 3 Records?

4 답변2025-09-05 16:34:47

Okay, here’s how I think about it: if someone gets rehired and there’s an old Form I-9 on file, you don’t always have to start from scratch. If the original I-9 was completed within the last three years, you can usually use Section 3 to record the rehire (or to update a name or reverify employment authorization). Section 3 is built for quick updates — you put the rehire date, the document details if you’re reverifying, and your signature and date.

That said, there are important caveats. If more than three years have passed since the original I-9 was completed, you must fill out a new Form I-9. Also, if Section 3 was already used previously to rehire or reverify, it’s generally cleaner — and sometimes required — to prepare a fresh form rather than trying to cram more changes into Section 3. Don’t forget the retention rule: keep completed I-9s for three years after hire or one year after termination, whichever is later. Personally, I often opt to complete a new Form I-9 for rehires just to avoid confusion during audits, but Section 3 is perfectly legitimate within the rules.

What Penalties Apply For Missing I 9 Section 3 Entries?

4 답변2025-09-05 17:38:33

Okay, here’s the practical breakdown from my HR-gritty brain: if you miss completing Section 3 of Form I-9 when it’s required (like reverifying someone whose work authorization expired or rehiring them within the allowable reuse period), inspectors see that as a paperwork violation and it can lead to monetary penalties. These fines aren’t symbolic — they usually range from a few hundred to several thousand dollars per violation and are adjusted over time. There’s also the risk that a pattern of missing reverifications could trigger a deeper audit focused on whether the employer knowingly employed unauthorized workers, which carries stiffer fines and reputational fallout.

That said, the government generally distinguishes between technical, unintentional errors and knowing violations. If you catch the omission, you can often correct the form retroactively: complete Section 3, date it, and initial the correction, and keep records of any steps taken to reverify. During an inspection, showing prompt remediation, a consistent compliance program, and training can reduce penalties. Still, I’d nudge you to consult an employment attorney or a compliance expert if an inspection notice arrives — they can help negotiate penalties and prepare corrective documentation. In short: fix it fast, document everything, and don’t expect the same treatment for repeated or intentional failures.