When you are asked to complete employment-eligibility verification, check what each document is meant to establish. Form I-9 documents for delivery jobs in Philadelphia concern identity and authorization to work. A driving-license requirement for the role is a separate question, even when a license can also serve an identity-document purpose.
This guide explains the document-choice structure described by the Justice Department's Immigrant and Employee Rights Section. It does not determine anyone's immigration status, verify an actual document or describe EPIQ's onboarding process.
Separate I-9 document choice versus driving qualification
The Justice Department explains that a worker may choose acceptable documentation from the Form I-9 lists. The routes are:
- Acceptable List A documentation establishing both identity and permission to work.
- Acceptable List B identity documentation together with acceptable List C documentation establishing permission to work.
Use the current official instructions for the particular document or required combination. A reference to List A does not mean every option consists of one physical item. Do not replace a required combination with whichever single item is easiest to find.
The Philadelphia delivery driver career guides cover the surrounding employment questions. Here, keep the I-9 documentation route separate from the driver's occupational qualifications.
A driver's license has a limited role in this question
The federal verification regulation lists qualifying driver's-license documents under identity-only evidence. Establishing identity with an acceptable List B item is not the same as establishing both identity and employment authorization.
For the separate driving question, review the requirements of the delivery role and its actual posting. An identity-document choice does not establish the vehicle class you may operate or whether you meet that role's driving requirements.
If a contact asks for a license, clarify the purpose when it is unclear. Is it being considered as an I-9 identity document, as evidence of driving qualifications or for another stated process? Keep the answer with the relevant request instead of assuming the same document request settles every issue.
Compare two fictional new-hire situations
Suppose one fictional new hire has an acceptable List A option under the current document instructions. The worker should understand that route as establishing both identity and employment authorization for the verification process. This is an assumed example, not an assessment of a real person's documents.
A second fictional new hire has a driver's license that qualifies as List B evidence. The worker still needs acceptable List C documentation if using the List B-plus-List C route. The license's usefulness for a driving job does not turn it into evidence of both things.
The lesson is about the documentation route, not which personal document a worker should choose. Do not infer a person's citizenship, immigration category or eligibility from these examples.
Keep document choice distinct from document review
The Justice Department says employers cannot specify which acceptable I-9 documents they will accept from a worker. That choice still operates within the applicable document and verification instructions. It does not mean an employee can substitute an unrelated item or that this article can approve a particular document.
Check document-specific rules when there is a question about validity, a receipt or an extension. Do not use a general article to decide those cases from a date printed on a document alone. The official lists and instructions address details that a short overview cannot replace.
If the request is unclear, ask what part of the I-9 process it concerns. Keep a requirement to establish job qualifications separate from a demand for a particular I-9 document. If you have concerns about document-choice discrimination, the Justice Department's official IER resources provide a route for more information about the actual circumstances.
Organize the request without sending unnecessary information
Use the employer's authorized process and current instructions for providing the documents. This guide does not approve a screenshot, an emailed copy or a remote-review method. Ask about an unclear submission route before using it.
Keep your own notes about what was requested, its purpose and what step you completed. Avoid placing sensitive document numbers in a general job-search tracker when a simple process note will do.
The guide to reviewing the remaining conditions of a delivery offer covers the broader offer decision. Completing an identity-and-work-authorization step does not, by itself, establish the pay, schedule or completion of every other condition.