OnBlass.com Employment Verification Agency:
What's New
Introduction of the U.S. Passport Card
The U.S. Department of State began production of the U.S. passport
card on July 14, 2008. The passport card may be used by those entering
the U.S. by land or sea from Canada, Mexico, the Caribbean and Bermuda.
The passport card is a valid passport that attests to the U.S.
citizenship and identity of the bearer and is acceptable as a List A
document for the Form I-9. The passport card may also be used in
E-Verify if it is presented to an employer for the Form I-9. For more
information, please see the U.S. Passport Card link located in the
Related Links section of this page.
E-Verify
(formerly known as the Basic Pilot/Employment Eligibility
Verification Program) is an Internet based system operated by the
Department of Homeland Security (DHS) in partnership with the Social
Security Administration (SSA) that allows participating employers to
electronically verify the employment eligibility of their newly hired
employees.
E-Verify
Top Five Questions
Q : Why should I consider participating in E-Verify?
E-Verify is currently the best means available for employers to
electronically verify the employment eligibility of their newly hired
employees. E-Verify virtually eliminates Social Security mismatch
numbers, improves the accuracy of wage and tax reporting, protects jobs
for authorized U.S. workers, and helps U.S. employers maintain a legal
workforce.
Q : How Do I Register for participation in E-Verify?
You can register for E-Verify at https://www.vis-dhs.com/EmployerRegistration,
which provides instructions for completing the registration process. At
the end of the registration process, you will be required to sign a
Memorandum of Understanding (MOU) that provides the terms of agreement
between you the employer, the SSA, and USCIS. An employee who has
signatory authority for the employer can sign the MOU.
Q : I am an employer with multiple hiring sites. Can
one site verify everyone? How?
Yes, one site may verify new hires at all sites. When registering,
the individual at the site that will be verifying new hires should
select "multiple site registration" and give the number of sites per
states it will be verifying.
Q : I am an employer with multiple hiring sites. Does
every site need to enroll in E-Verify?
No, you can choose which sites to enroll.
Q : What is the required timeframe for conducting an
employment eligibility check on a newly hired employee?
The earliest the employer may initiate a query is after an
individual accepts an offer of employment and after the employee and
employer complete the Form I-9. The employer must initiate the query no
later than the end of three business days after the new hire's actual
start date.
An employer may initiate the query before a new hire's actual start
date; however, it may not pre-screen applicants and may not delay
training or an actual start date based upon a tentative non-confirmation
or a delay in the receipt of a confirmation of employment authorization.
An employee should not face any adverse employment consequences based
upon an employer's use of E-Verify unless a query results in a final
non-confirmation. In addition, an employer cannot use an employment
authorization response to speed up an employee's start date. This would
be unfair treatment to use E-Verify results to accelerate employment for
this employee compared to another who may have received a tentative
non-confirmation.
For example, Company X always assigns a start-date to new employees
that is two weeks after the employee has completed an approved drug
test. After the employee has accepted a job with Company X and after the
employee and Company X completes the Form I-9, the company can initiate
the E-Verify query. However, the company cannot speed up or delay the
employee's start date based upon the results of the query (unless the
program issues a final non-confirmation, in which case the employee
should not be further employed).
Employers must verify employees in a non-discriminatory manner and
may not schedule the timing of queries based upon the new hire's
national origin, citizenship status, race, or other characteristic that
is prohibited by U.S. law.
Employment Verification for United States
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