Before an employer can create a case in E-Verify, both the employer and employee must
complete the Employment Eligibility Verification form (Form I-9 - link to www.uscis.gov) . All U.S. employers, regardless
of whether they participate in E-Verify must complete Form I-9 no later than 3 business days
after the employee begins work for pay. Information about the employee from Form I-9 then serves
as the foundation for an E-Verify case, which must be created also no later than 3 business days
after the employee begins work for pay .
|
Employers must consider whether or not they can create a case in E-Verify for an employee
who has presented an acceptable receipt to complete Form I-9.
|
If the employee presented a receipt showing that he or she applied to replace a document
that was lost, stolen or damaged, the employer cannot create a case in E-Verify. Presenting a
receipt in this situation does not complete the Form I-9 process for E-Verify. The employer must
wait until the employee presents the actual document for which the receipt was presented before
he or she can create a case in E-Verify for the employee. Employers may create a case in E-Verify
for an employee who presents the following receipts:
-
The arrival portion of Form I-94/I-94A with a temporary I-551 stamp and a
photograph of the individual.
-
The departure portion of Form I-94/I-94A with a refugee admission stamp.
|
E-Verify guides the employer through a series of questions, which follow Form I-9,
beginning with the employee's citizenship attestation, document type(s), then biographical
information including name, date of birth, Social Security number and Alien or I-94 number
(if a noncitizen). In some cases, the document number and expiration date are also required.
|
If E-Verify cannot initially match the information, the employer will be prompted
to review and correct the information if necessary. Otherwise, E-Verify will display an
initial response within three to five seconds.
|
Get Results
In most cases, E-Verify will instantly verify the employee's work authorization.
If E-Verify returns an "Employment Authorized" response, the employer can proceed to the
last step in the verification process and close the case. Sometimes, E-Verify cannot
immediately confirm the employee's work authorization and may require the employer or the
employee to take action. In these cases, the employer will see one of the following responses
on the employee's verification results screen:
-
DHS Verification in Process: Sometimes, E-Verify's automated search of
government records cannot immediately verify employment authorization, and a manual
search is required. In this case, E-Verify will return a "DHS Verification in Process"
response. The employer must check E-Verify until the employee's case is updated,
which usually occurs within 24 hours, though it may take as long as three business
days. When the employee's case is updated, E-Verify will return either an
"Employment Authorized" or "Tentative Nonconfirmation" response.
-
Tentative Nonconfirmation: If the employee information does not match
government records, the employer will see a tentative nonconfirmation (TNC) response.
Visit the "Tentative Nonconfirmation" page in this section for more information.
|
To prevent unnecessary TNCs, the employer must carefully review all entered information
for accuracy. Should the employer have made a typographical error or entered incorrect data,
the employer should close the case and create a new case for the employee with the correct
information.
|
Close the Case
All E-Verify cases must be closed by the user in E-Verify when a final verification
result is received, regardless of the result. Closing cases is very important because it helps
E-Verify maintain statistics on program usage and outcomes. E-Verify will ask if the employee
is still working for the employer and will then instruct the employer to choose the reason why
the case is being closed. Once the case is closed, the employer must either record the case
verification number on the employee's Form I-9 or print the case details and keep it on file
with the employee's Form I-9.
|
|
