Romney Proposes Making E-Verify Permanent

 

Roy Maurer By Roy Maurer July 2, 2019
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​Sen. Mitt Romney, R-Utah, recently introduced legislation that would make the E-Verify employment eligibility verification system permanent. The E-Verify program has been extended repeatedly and will expire on Sept. 30.

E-Verify is an online system that compares information from I-9 forms to U.S. Department of Homeland Security and Social Security Administration records to verify that people are authorized to work in the United States.

We've rounded up resources and articles from SHRM Online and other trusted outlets on the news.

No More Extensions

Romney's bill would remove a provision from the law that requires Congress to repeatedly extend E-Verify and could be the first step in making the system mandatory nationwide.

It is currently required for all federal employees and some government contractors.

About half of states, including Utah, require certain employers to use E-Verify. As of May 2019, about 14 percent of U.S. employers were using the system. Congress originally created E-Verify in 1996 and has continually extended it since, often one year at a time.

(Deseret News)

Republicans Propose Mandatory E-Verify

Congressional Republicans have repeatedly introduced legislation that would require employers to use the E-Verify program.

(SHRM Online)

E-Verify Pros and Cons

Whether registering for E-Verify is right for your company will depend upon a number of factors.

(SHRM Online)

Complying with I-9 and E-Verify Requirements

This SHRM members-only article outlines compliance with the legal requirement to verify eligibility of employees to work in the United States using Form I-9 and E-Verify.

(SHRM Online)

E-Verify Laws by State

Several states have passed mandatory E-Verify laws that require businesses to confirm the work eligibility of all new hires using the electronic system. Some states have mandatory laws that apply to private employers as well as state contractors and subcontractors. Some states' laws apply to all employers. Meanwhile, other states have narrower measures. This SHRM members-only article explains the differences.

(SHRM Online)

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