There are two reasons why you may be asked to send a scan or photo of an ID to Facebook:
1. To show account ownership: Your security is important to us. We ask for an ID so that we don’t let anyone into your account except you.
2. To confirm your name: We ask everyone on Facebook to use the name they go by in everyday life. This helps keep our community safe.
Keep in mind that after you send us a photo or scan of your ID, we’ll permanently delete it from our servers.
Hope this helps,
contact Facebook ® Help Desk & support
Call Them Now. They resolved my issue too.
THE ANSWER IS NO. they answer no questions and close your account for whatever reason they choose any NEVER reveal why!! I am 50 and woke up one day and everything was screwed up on my phone with multiple counts because FB decided to “suspend” my account. I sent my ID and jumped through all their hoops over and over again. My account is still “suspended” 6 months later. No one responds to you at FB and no one cares. How can a company of this magnitude worth billions get away with this? Well they do. If they were smart, they’d hire people like us who have experienced problems with FB and train us on getting them fixed and then let us tell other people with same pblm how to fix it and pay us for it. But noooo, they’d rather continue ignoring their customers. Doesn’t seem like a very smart creator to me. He only thought about the “stuff my pockets” part, not about the customer service side! Shame on them!!🤬😱😩☹️
50 and had sent my ID etc
FACEBOOK IS SELLING OUR IDENTIFICATION. I SENT IN MY DRIVERS LICENSE, PASSPORT AND BIRTH CERTIFICATE. THEY SAY IT’S NOT ENOUGH AND I AM UNDERAGE. THAT I WAS BORN IN 2020. MY BANK ACCT WAS HACKED BUT IT’S ALL STRAIGHTENED OUT. DO NOT SEND IN ANY IDENTIFICATION. I AM BESIDES MYSELF. THEY WILL NOT GIVE ME BACK ALL MY PAGES. ENCHANTED JEWELRY DESIGNS BY BETH, PIANO LESSONS AND PERFORMER, WORKBASKET WARRIORS PROJECT AND SO ON. ALL MY HARD WORK GONE. FACEBOOK DOES NOT BELIEVE I NEED AN INCOME. MY LIFE MEANS CRAP. JUST A WARNING. IT CAN AND WILL HAPPEN TO YOU. THEY HAVE ALL MY VIDEOS AND PHOTOS OF MY BABIES AND THE ONLY VIDEO I HAVE OF MY NOAH WHERE I CAN HEAR HIS LITTLE VOICE. I’M AGAIN DEVASTED. MY WHOLE LIFE RUINED BY FB.
Employees must provide documentation to their employers to show their identity and authorization to work.
Documents that Establish Both Identity and Employment Authorization
The documents on List A show both identity and employment authorization. Employees presenting an acceptable List A document should not be asked to present any other document. Some List A documents are in fact a combination of 2 or more documents. In these cases, the documents presented together count as one List A document.
U.S. Passport or U.S. Passport Card
Form I-551, Permanent Resident Card or Alien Registration Receipt Card
On May 1, 2017, USCIS began issuing redesigned cards that no longer display the individual’s signature. However, some cards issued after May 1, 2017, may still display the previous format. Both the previous and new cards will remain valid until the expiration date shown on the card. These cards are also known as “Green Cards.”
Permanent Resident Card:
The previous version of the cards was issued after April 30, 2010, and may or may not contain a signature. A signature is not required for the card to be valid for Form I-9, Employment Eligibility Verification.
Previous Permanent Resident Card with signature:
Permanent Resident Card with notation, “Signature Waived”:
Additionally, a Permanent Resident Card with a USCIS-issued sticker extending its validity is a List A document and acceptable for Form I-9.
Form I-766, Employment Authorization Document Card
USCIS began issuing the current card on May 1, 2017. However, some cards issued after May 1, 2017, may still display the previous format. Both the previous and new cards will remain valid until the expiration date shown on the card.
Employment Authorization Document:
Foreign passport with Form I-94 or Form I-94A with Arrival-Departure Record, and containing an endorsement to work
A foreign passport must be accompanied by a Form I-94/94A Arrival-Departure Record bearing the same name as the passport and containing an endorsement of the individual’s nonimmigrant status and authorization to work for a specific employer based on this status.
You’ve probably seen old movies where the protagonist is approached by a Nazi or Soviet guard and ordered to “show your papers.” We know that’s a tell-tale sign of a police state. So if police ever ask you to show ID during your travels, it’s natural to feel violated.
In a free society, citizens who are minding their own business are not obligated to “show their papers” to police. In fact, in the United States there’s no law requiring citizens to carry identification of any kind.
So when can police ask for ID?
Carrying an ID is generally required if you’re driving a vehicle or a passenger on a commercial airline. These requirements have been upheld on the slippery premise that individuals who prefer not to carry ID can choose not to drive or fly.
From here, ID laws only get more complicated. In Hiibel v. Sixth Judicial District Court of Nevada, the Supreme Court upheld state laws requiring citizens to reveal their identity when officers have reasonable suspicion to believe criminal activity may be taking place. Commonly known as “stop-and-identify” statutes, these laws permit police to arrest criminal suspects who refuse to identify themselves.
As of 2013, 24 states had stop-and-identify laws. Regardless of your state’s law, keep in mind that police can never compel you to identify yourself without reasonable suspicion to believe you’re involved in illegal activity.
But how can you tell if an officer asking you to identify yourself has reasonable suspicion? Remember, police need reasonable suspicion to detain you. So one way to tell if they have reasonable suspicion is to determine if you’re free to go. You can do this by saying “Excuse me officer. Are you detaining me, or am I free to go?” If the officer says you’re free to go, leave immediately and don’t answer any more questions.
If you’re detained, you’ll have to decide if withholding your identity is worth the possibility of arrest or a prolonged detention. In cases of mistaken identity, revealing who you are might help to resolve the situation quickly. On the other hand, if you’re on parole in California, for example, revealing your identity could lead to a legal search. Knowing your state’s laws can help you make the best choice.
Remember that the officer’s decision to detain you will not always hold up in court. Reasonable suspicion is a vague legal standard, and police often make mistakes. So if you’re searched or arrested following an officer’s ID request, you may contact an attorney to discuss the incident and explore your legal options.
Two-thirds of states expect you to provide identification to let you vote at the polls.
Find Out if You Need to Bring an ID to Vote
Your state’s laws determine whether you will need to show an ID and if so, what kind.
First Time Voters
First time voters who didn’t register in person or show ID before must show identification. This is according to federal law.
Photo ID versus Non-Photo ID
About half of the states with voter ID laws accept only photo IDs. These include
- driver’s licenses
- state-issued ID cards
- military ID cards
Many of these states now offer a free voter photo ID card if you don’t have another form of valid photo ID.
Other states accept some types of non-photo ID. These may include
- birth certificates
- Social Security cards
- bank statements
- utility bills
Each state is specific about the documents it will accept as proof of identification. Be sure you know your state’s voter ID requirements before Election Day.
Procedures for Voting Without ID
Even if you don’t have a form of ID that your state asks for, you may be able to vote. Some states require you take extra measures after you vote to make sure that your vote counts.
Some states may ask you to sign a form affirming your identity. Other states will let you cast a provisional ballot. States use provisional ballots when there is a question about a voter’s eligibility. States keep provisional ballots separate until they decide whether they should count. To do so, they will investigate a voter’s eligibility. They may also compel you to show an acceptable form of ID within a few days. If you don’t, your provisional ballot won’t count.
Name or Address Mismatch
Even with the right ID, you may have to cast a provisional ballot. This can happen if the name or address on your ID doesn’t match the name or address on your voter registration. For instance:
You get married, change your last name, and update your voter registration. But your driver’s license, which you present as ID, still has your unmarried name on it.
You move and for your voter ID, you present a current utility bill. Unfortunately, you’ve forgotten to update your address on your voter registration beforehand.
Some states require that you notify your local registration office of any name change.
Avoid problems. Always update your voter registration when you move or change your name.
Do you have a question?
Ask a real person any government-related question for free. They’ll get you the answer or let you know where to find it.
Federal law requires employers to verify the identity of new hires to be sure they are eligible to work in the United States. Employers need to deduct payroll taxes on behalf of federal, state and local governments. It’s to your benefit: You’re establishing a record of earnings that will be used to calculate your Social Security benefits when you reach retirement age.
Form I-9, Employment Eligibility Verification, is a document required by U.S. Citizen and Immigration Services (USCIS). It is required for citizens and non-citizens. There are portions to be completed by the employer as well as by the employee. Employers must verify the documents presented by the employee and retain copies of the I-9 form in their files. I-9 forms must be made available by the employer for inspection if requested by authorized government officers.
Employees can choose what they present from lists of documents deemed acceptable by USCIS. You’ll need two forms of ID for a job. There is an option to choose items from List A or items from the combined List B and List C. Examples of each document are available to view on the USCIS website.
List A documents establish both identity and employment eligibility:
- U.S. passport or U.S. passport card
- Permanent resident card
- Employment authorization document card
List B documents establish identity:
- Driver’s license
- Government-issued photo ID
- School-issued photo ID
- U.S. military card or draft record
- Military dependent ID card
- Native American tribal document
- Driver’s license issued by a Canadian government authority
- U.S. Coast Guard Merchant Mariner (MM) document card
For individuals under the age of 18, and for certain individuals with disabilities who do not have the above, acceptable forms of identification include a school record or report card. A record from a doctor, clinic or hospital is also acceptable.
List C documents establish employment authorization:
- Social Security card
- Original birth certificate or certified copy
- Consular report of birth abroad or U.S. Department of State certification of birth abroad
- Native American tribal document
- ID card for use by resident citizen
- Employment authorization document issued by the U.S. Department of Homeland Security
Individual Employer Requirements
Depending on the employer and the position for which you’re hired, you may be required to present other documents that verify your identity and your qualifications. Examples include a union card, professional license or certification, diploma and school transcripts.
Some employers may require fingerprinting, a background check or both. In most states, employers are not permitted to conduct or request a background check without your written consent. As explained on the legal website Nolo, you can refuse to authorize a background check or fingerprinting, but you risk losing out on a job offer if you won’t grant permission for employers to obtain information to which they are entitled.
Credit Reports and Vaccination Records
Depending on your state, an employer may be able to pull your credit record. Bankruptcy filings are a matter of public record, so employers can check that without accessing a credit report.
School and medical records are protected by confidentiality laws, so employers cannot access those without your consent. As pointed out in the National Law Review, many employers faced a dilemma when they were caught without a vaccination policy as COVID-19 restrictions were lifted. In some jobs, employers may be able to require that you’re vaccinated and that you show proof.
If you have concerns about any of the requests for documentation made by a prospective employer, it’s best to consult an attorney who is well-versed in the employment laws of your state.
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Losing your ID card is a major inconvenience. You could spend hours backtracking your steps, calling all of the places that you last remember using, and tearing your house upside down with the hope that it is somewhere near.
When you have finally stopped searching, it’s time to replace your ID.
Replace Your Lost ID at Your Local DMV
One of the most efficient ways to replace a lost ID card is to head down to your local Department of Motor Vehicles (DMV) and follow the same procedure when you first got your card.
Generally, you’ll have to:
- Complete an application.
- Provide documents proving your citizenship/residency.
- Have your picture taken (unless your state keeps it on file for a certain time period).
- Have your thumbprint taken.
- Pay a nominal fee.
Replacing Identification Cards by Mail or Online
Some states allow residents to mail in applications for replacement ID cards, or even let them apply and pay for the cards online. (Though, you might have to pay an extra service charge for applying online. Be sure to check.)
Having an ID card is a necessity for many people. Luckily your state’s vehicle registration agency makes it easy for you to not only get an identification card, but also replace it if it becomes lost.
Have you ever had to replace an ID card? What steps did you have to follow, and how did you handle having no proof of identification in the meantime?
27-Aug-2012 – Last updated on 29-Aug-2012 at 08:27 GMT
It is vital for businesses to show due diligence in the sale of alcohol products and ensure that employees perform the necessary age verification checks to avoid the illegal selling of alcohol to under-18s.
However, there is a crucial element that is often overlooked when selling age-restricted products in pubs and bars, and that is how staff ask customers for ID and how this makes their young customers feel.
A recent Market Force (Europe) survey of 1,506 UK consumers aged 18-21 found that:
- One in five young customers feel embarrassed and intimidated when entering locations where alcohol is sold and when asked for ID whilst purchasing it.
- Fifty per cent of young customers feel the way they are asked for ID directly affects their experience.
- One in three young customers will not return if an establishment leaves them with a negative impression.
It is apparent that we are creating an uncomfortable experience for young people and must do more to ensure the age verification process does not put off potential customers.
Hospitality business owners need only imagine how an 18-year-old entering the pub to buy a beer for the first time will feel, if met by doubt and suspicion from staff. Yet employees are wary of situations that pose a potential threat to their job, just as employers are fearful of under training staff in the importance of age verification checks.
Organizations interested in achieving success with their diversity and inclusion initiatitves must take an honest, fact-based approach to understand where they are falling short.
Candidate self-identification is a valuable tool that helps organizations measure their progress towards diversity goals during the talent acquisition process. Organizations committed to diversity and inclusion routinely implement anonymous employee engagement surveys, or access employee records to help bolster their initiatives related to recruitment, hiring, retention, professional development, performance management and promotions.
However, employees often opt out of disclosing their diversity identity out of fear of discrimination or being singled out. So, why is self-identifying so important and how does it benefit the organization and the employee?
The Importance of Self-Identification
Self-identification is when an employee discloses their diversity identity to their employer, including race/ethnicity, LGBTQ, veteran status, or disability status. While self-identification is optional, under the EEO Acts (Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), the Americans with Disability Act (ADA) as amended, the Pennsylvania Human Relations Act (PHRA) and other federal, state and local laws, some employers are required to collect and report race/ethnicity and gender statistics to the Federal Government for civil rights enforcement purposes. This includes certain nondiscrimination and affirmative action recordkeeping requirements which necessitate that the employer invite employees to voluntarily self-identify. When an employee chooses to self-identify their race/ethnicity, an employer cannot override their elections. If an employee chooses not to self-identify their race/ethnicity, employers may either conduct a visual survey to determine the information, or use employment records.
Federal and government contractors and subcontractors are required to submit a report to the U.S. Department of Labor each year identifying the number of employees belonging to each specified “protected veteran” category. Section 503 of the Rehabilitation Act of 1973 set requirements for federal contractors and subcontractors to set requirements that covered employers invite applicants and people with disabilities to voluntarily self-identify.
The Business Case for Self-Identification
There are plentiful articles and research that discusses best practices on how organizations can create an environment and culture that promotes D&I, one where diverse perspectives and people are valued. Self-Identification can provide organizations with information that can be leveraged to allocate resources and support to candidates who fall into an underrepresented category. The information can impact access to benefits, training and mentorship. Leaders can also use the data to help launch or expand D&I initiatives that can help enhance employee engagement and aid in retention efforts.
Organizations often utilize anonymous surveys to gather information from their workforce regarding employee engagement. Those working to employ and retain a diverse workforce can gain valuable information regarding the success of their diversity efforts throughout the employee life cycle. Self-identification helps enable organizations to:
- Facilitate the dialogue at all levels around diversity goals
- Create programs that support diverse employees
- Provide resources to support underrepresented groups
- Evaluate the equity of their policies and procedures (promotions, professional development, mentorship, compensation, hiring and performance management)
- Measure the success of their diversity and inclusion initiatives
- Measure employee engagement
- Achieve compliance
- Identify challenges that underrepresented groups face and work to mitigate bias
Although diverse candidates may feel uncomfortable disclosing their disability status, sexual orientation, veteran status, gender or racial identity, there is the opportunity to bring cultural and social awareness which can impact the initiatives and investments related to diversity and inclusion. When organizations capture employee diversity information, it provides the employee an opportunity to communicate where systematic barriers may exist within policies and processes, so that employers can address areas that need improvement.
For those with disabilities, self-identification can help get accommodations to help enhance work performance. Many disabilities are not visible, and communication may help them get additional support or adaptations to help them perform better. LGBTQ self-identification is when an employee discloses their gender identity or sexual orientation. Although employers are not required to collect data on their LGBTQ workforce, those that do can leverage data to help the organization implement initiatives related to promotions, inclusion, benefits, hiring and retention, and measure the success of their efforts.
Tips for Encouraging Self-identification
When asking employees to self-identify, employers should proactively communicate the purpose for the request and emphasize the confidentiality of the responses to help mitigate the discomfort or isolation that diverse employees may feel. Here are some best practices to encourage self-identification:
- Utilize employee engagement surveys and communicate the definition of each diversity pillar you are seeking
- Promote diversity, equity and inclusion within your organization and include the message on employee engagement or stay surveys
- Provide multiple anonymous avenues for employees to disclose their diversity identity
- Communicate the benefits of self-identification and how it links to the company’s overall commitment to diversity and inclusion. Share examples of how the information can impact access to resources and benefits
- Integrate diversity training for all employees throughout the employee life cycle, including onboarding
- Implement employee resources to highlight diversity (Employee/Business Resource Groups, mentoring, sponsorship, community outreach and professional development)
- Stress data confidentiality and communicate who will have access
- Empower leaders to champion and communicate the organization’s diversity and inclusion objectives
- Utilize Employee/Business Resource Groups to encourage respondents to self-identify
Organizations interested in achieving success with their diversity and inclusion initiatives must take an honest, fact based approach to understand where they are falling short. Self-identification is an important tool that provides an avenue for employees to anonymously share their diversity data so that their employers can implement strategies to build a culture that supports all employees, and measure their progress towards their diversity goals.