According to a recent announcement, E-Verify has begun sending out alerts concerning employees’ Employment Authorization Documents (EADs). This alert is for employers to inform them of their employees’ revoked EADs. It is recommended that employers who receive these notifications take immediate action.

The E-Verify system is a web-based application run by the Department of Homeland Security (DHS). It verifies a new hire’s work authorization by comparing the employee’s Employment Eligibility Verification (Form I-9) documents to records in the DHS and Social Security Administration (SSA). E-Verify is optional for most employers.

However, several states mandate E-Verify for federal contractors and employers. Employers must complete the I-9 process to use E-Verify because they must enter the I-9 information into the system. The system will compare the new hire’s information to the federal databases and alert employers whether the information cleared or did not match.

The recent announcements state that it has “sent direct notifications to certain individuals who were paroled into the United States to terminate their parole and revoke their EADs.” Upon receiving a case alert, employers must take immediate action to resolve the situation.

Sometimes, employers may work under another status or other legal provisions. Furthermore, some workers may maintain authorization to work under their current status, pending legal proceedings.

If a worker’s EAD has expired, an employer must reverify their employment authorization. The worker may present other acceptable work authorization documents to prove their continued eligibility. Employers must use Supplement B to reverify their workers’ Form I-9.

As a result, the workers must present a valid List A or List C document from the Lists of Acceptable Documents to complete their reverification. Reverification does not require the workers to confirm their identity. As such, E-Verify does not require them to present List B documents. The only items necessary are to prove their work authorization. Employers also do not need to create a new case when reverifying employees’ work authorization.

Compliance issues occur frequently in the employment eligibility verification process. The struggle is because I-9 regulations often change, particularly what appears in Form I-9s. Regardless, employers must ensure compliance with Form I-9s for every worker.

One way to ensure Form I-9 compliance is by incorporating an electronic I-9 management tool in the hiring and verification process. This tool helps automate the verification process, electronically stores documentation for safe and easy access, and provides reminders of when to take further action. Employers using E-Verify can also opt into the optional integration to guarantee a smooth transition from Form I-9s to E-Verify.

Learn more about automating your employment eligibility verification and ensuring compliance with I-9Compliance.

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