New E-Verify Enhancements for June 2011
Ahearn, ESR News Editor for Employment Screening Resources, a leader in employment
screening, posted the following excellent summary of the new E-Verify enhancements
for June 2011. Since there is no reason to re-invent the wheel, here is Tom’s post,
which you will find at his
blog. Thanks Tom!
June 15, 2011 — By Tom
Ahearn, ESR News Editor
ongoing effort to improve the federal E-Verify electronic employment eligibility verification
U.S. Citizenship and Immigration Services (USCIS) has deployed several enhancements
to the E-Verify system beginning June 12, 2011. The existing E-Verify
user IDs and passwords will still be valid and all cases will be available when users
log in. The first time E-Verify users log in on or after June 12, 2011, they will
be required to take a short tutorial to learn about the changes to the E-Verify system.
To learn more, click
2010, the USCIS redesigned the E-Verify Web interface to enhance its usability, security,
accuracy, and efficiency. The June 2011 upgrades to E-Verify include:
Passport and Visa Number Entry
Employer Agent Interface Enhancements
has expanded its information sources to include driver’s license records, which strengthens
the integrity of the program. Starting June 12, 2011, E-Verify will collect driver’s
license information for employees who present a state-issued driver’s license as a
“List B” document. Also, the list of Form I-9 documents displayed in E-Verify will
be expanded to include “List B” and “List C” documents consistent with Form I-9.
most U.S. Passport numbers are nine digits and most U.S. visa numbers are eight digits,
some are not. As part of the June 2011 upgrades, E-Verify users need to know:
Passport numbers must be between six and nine alphanumeric characters (letters and
“C” that precedes a U.S. Passport Card number is no longer case sensitive.
visa numbers must be exactly eight alphanumeric characters (letters and numbers).
Entering a visa number is still optional, though if an employee provides one, employers
are encouraged to enter it to prevent a tentative nonconfirmation (TNC).
U.S. Department of Homeland Security (DHS) policy sets strict password standards for
E-Verify. While loosening the password requirements is not an option, the USCIS has
improved the error messages for when E-Verify users enter an unacceptable password.
If E-Verify users enter a password that does not meet DHS requirements, they will
be told which requirements they did not meet and what they need to do to create an
acceptable password. For more information, E-Verify users should read DHS
4300A Sensitive Systems Handbook, pages 154-155 for address password
users will no longer need to provide a new user with his or her user ID and password.
E-Verify will send new users a confirmation email that includes the user ID, temporary
password, E-Verify login website address, and steps for getting started.
adding a new user, E-Verify users will still be able to accept the suggested user
ID or create their own.
will send the confirmation email to the email address entered when the new user was
there is no way to resend the email, if the new user deletes the email or never receives
it, the new user’s password must be reset and the new user must be provided with the
new user ID and password created.
USCIS has modified the hire date in E-Verify so that it matches the Section 2 “Certification”
date on Form I-9. As of June 2011, E-Verify users may select a future hire date and
use the Section 2 “Certification” date from the employee’s Form I-9 as the hire date
in E-Verify. This modification also enables USCIS to better accommodate E-Verify users
in Guam, who have had to ensure an additional workaround because Guam is a day ahead
of the continental United States. E-Verify users need to know:
hire date is the date the employee began (or will begin) work for pay. E-Verify users
should use the Section 2 “Certification” date from the employee’s Form I-9 as the
hire date in E-Verify.
users may select a hire date that is up to 365 calendar days in the future.
ability to select a future hire date does not change the rule that prohibits prescreening.
A prospective employee MUST have accepted an employment offer before E-Verify users
may complete Form I-9 and create a case in E-Verify. Selecting a future hire date
simply eliminates a confusing workaround in cases where E-Verify is used after an
employee accepts an employment offer, but before he or she begins work for pay.
E-Verify users rehired an employee and completed Section 3 of Form I-9, they should
use the “Date of Rehire” from Section 3 of the employee’s Form I-9 as the hire date
the employee’s hire date changes after E-Verify users have created the case in E-Verify,
no additional action is required in E-Verify as you cannot change the hire date once
a case is created. E-Verify users must, however, make a correction to the Section
2 “Certification” date on the employee’s Form I-9 if the employee’s hire date changes.
users can find help while logged in to E-Verify by simply clicking on any blue question
mark icon. E-Verify help text offers instructions on selecting documents, entering
employee information, case status, and more. The USCIS has focused on improving guidance
within E-Verify, and the June 2011 upgrades feature more than 30 new and revised help
USCIS has upgraded the “Case Details” screen available to E-Verify users to improve
reporting capabilities. Users will now be able to easily locate detailed information
for each case created in E-Verify. The added fields include:
rule exception reason
USCIS has upgraded several aspects of E-Verify for E-Verify
employer agents as a result of studies done with E-Verify employer
agents over the past two years to improve their E-Verify experience. The June 2011
program administrators will now receive emails confirming the enrollment of new clients.
This improvement takes all the guess work out of determining when users may begin
creating cases for new clients.
list of client companies is now sorted alphabetically increasing the efficiency of
the case creation process for all E-Verify employer agent users.
will evaluate the “Organization Designation” of the applicable client company when
users create cases. This will determine whether or not the three-day rule exception
reason “Federal Contractor with FAR E-Verify Clause verifying an existing employee”
E-Verify employer agent such as Employment
Screening Resources (ESR) – a nationwide background screening
provider accredited by The National Association of Professional Background Screeners
(NAPBS®) – can assist employers with E-Verify compliance and help them avoid government
audits and penalties for non-compliance. To learn more about E-Verify services from
Employment Screening Resources, visit http://www.esrcheck.com/formi9.php.
Employment Screening Resources (ESR): Founded
in 1997 in the San Francisco area with a mission to help employers and employees maintain
safe workplaces, Employment
Screening Resources (ESR) is accredited by The National Association of
Professional Background Screeners (NAPBS®) and provides industry leading technology,
legal compliance, service, turnaround, and accuracy. ESR also wrote the book
on background checks with ‘The
Safe Hiring Manual’ by founder and President Lester Rosen. For more information
about ESR, visit http://www.ESRcheck.com.
This weblog is sponsored by TALX.
Recommended For You
New Fine Structure for Penalties Assessed after April 5 Penalties for Form I-9 violations have increased for 2019. The new […]
John Ray, Enterprise Fraud & Identity Analytics Leader, presented “Evolution of Identity” at the Equifax Spark 2019 conference. For more […]
Today’s hiring world is fast-paced and competitive. So, it’s not surprising that many candidates may exaggerate or falsify their employment […]
In today’s increasingly digital environment, it’s important for property managers to know who the millennial renter is and how to […]