Sen. Charles Grassley, R-Iowa, has reintroduced legislation that would require employers to use the federal government's E-Verify program to determine if workers are authorized to work in the United States.
We've rounded up SHRM Online resources and articles from other trusted outlets on the news.
Current Workforce Checks Included
Grassley's Accountability Through Electronic Verification Act would permanently authorize E-Verify, first established in 1996 as a pilot program and reauthorized several times since then.
Within three years of enactment, the bill also would require employers to check the status of all current employees and terminate the employment of any unauthorized employees found due to the electronic checks. The bill has several Republican co-sponsors. Rep. Mo Brooks, R-Ala., introduced companion legislation in the House of Representatives.
(U.S. Senate news release)
Trump Businesses Adopt E-Verify
The Trump Organization announced in January that it was implementing E-Verify at its properties. The move followed reports in the media that the president's company was employing undocumented workers at its golf clubs and resorts.
(The New York Times)
E-Verify Opposition
The common arguments against E-Verify use are its potential for fraud and inaccuracies, the significant projected damage to industries like agriculture that rely on undocumented labor, and the low rates of compliance and enforcement in the states that do mandate it.
(Cato)
E-Verify Redux
Grassley and House Republicans last introduced legislation requiring employers across the country to use E-Verify in 2017.
(SHRM Online)
Trump Budget Calls for Mandatory E-Verify
President Donald Trump included the mandatory E-Verify requirement in his administration's fiscal year (FY) 2019 budget.
(SHRM Online)
Should Employers Wait for a Mandate?
Some believe that employers shouldn't necessarily wait for a government mandate to implement E-Verify. HR consultant David Creelman, the CEO of Creelman Research in Toronto, said that "E-Verify is a sensible system that is neither difficult nor expensive. It will benefit you in the long run to make E-Verify a standard part of your recruiting and onboarding process—so why not get started now?"
Creelman recommended that organizations check with the HR technology vendors they use to see if vendors have E-Verify compliance built in.
(SHRM Online)