How to build a company for inclusion in E-Verify

If your company is considering using E-Verify, here are some important considerations you need to be able to enroll in E-Verify, during and after the enrollment process that must be completed for participation in E-Verify. In addition to the pre and post enrollment instructions in this article, we recommend that you read the full 18-page USCIS brochure, the E-Verify Registration Shortcut Before You Begin

Pre-enrollment Considerations:

It's important to pre-prepare yourself for E-Verify. The enrollment preparation time varies depending on the size of the company. We recommend that you consider the following before E-Verify:

  1. Read the E-Verify Memorandum of Understanding (MOU), E-Verify Manual, and E-Verify Registration Access Guide to familiarize yourself with the enrollment process and the company is responsible for using E-Verify. (all available on the federal government uscis website)
  2. Decide who will sign the MOU and who will be the company's principal E-Verify program director (the signer and the admin may be different people). Note: The E-Verify Program Administrator must complete an online E-Verify Tutorial and mastery test to complete the enrollment process, which typically takes 1-2 hours to complete.
  3. Determine which company's rental locations are participating in E-Verify. Typically, rental locations are where your employees rented and fill in I-9. Form. When you decide that a rental site is participating in E-Verify, it means that you use E-Verify for newly-employed employees on that site. Keep in mind that you must elect the approximate number of states participating in each E-Verify when enrolling. When identifying which rentalers may appear in E-Verify, local and state laws and regulations should be taken into account. For example, Utah and Arizona require that all companies use the E-Verify service on all sites. Other states, such as South Carolina and Mississippi, require E-Verify to participate if the company exceeds a certain number of employees working in that state.
  4. Determine whether E-Verify attendance necessitates any changes to of the company's processes or procedures, such as how to engage recruitment managers who transact I-9 on E-Verify . You may want to receive additional training for managers who will detail their role, impact on I-9s, and the company's E-Verify Responsibilities, detailing in section "Employer Responsibility" in Working Document C (3- The list summarizes the responsibilities contained in the Supplementary Memorandum:

    C.1 – C.1 – On-the-spot E-proof Advertising obligation: After enrollment, employers must clearly show both the English and Spanish "E-Verify Participation Notice" and the "Right to Work Poster" E-Check. Tracker Corp helps you get your ads. If notifications can not be displayed, they are printed and distributed to all job seekers.

    C.5 – I-9 Formal exceptions: is a photo. All I-551 or I-766 must be filled in as I-9. Fill out Form 2 of Form.

    C.7 – Newly hired workers must complete the I-9. form 1. I-9. Forms of social security number (SSN) are usually voluntary; However, SSN is required by employers using E-Verify. Therefore, every newly recruited employee, including seasonal, temporary and newcomers, must have SSN. The case can not be created without E-Verify SSN. If the newly employed employee does not have SSN available, he / she must obtain the Social Security Directorate (SSA). Due to this delay, you may miss the three-day deadline for E-Verify. Employers should take note of the reasons for this delay for the employee I-9. Form and create a case in E-Verify as soon as the employee received SSN from the SSA. This means that executives must first fill in I-9 and then enter the SSN into the system at a later time

    C.9 – Attempted Non-Confirmation (TNC) Requirements: Employees must be notified of the TNC as soon as possible. Employers can not doubt employees who dispute the TNC. Disadvantageous actions may include but are not limited to: abolishing, denying, reducing or prolonging working time, delaying or preventing training or requiring the employee to work in worse circumstances. Some companies update HR / I- 9 Political and Procedures Manuals for MOU Section 3 as a whole and then ask the leaders to sign an internal document certifying that they have read the MOU and understood the E-Verify responsibility. Other companies provide district-level trainers on-site training. Of course, the scope and detail of the additional training is a business decision. Leaders must at least be aware that they are involved in collecting the government database.

    E-Verify, you must provide E-Verify with some basic information about the company and agree to the E-Verify Program Rules. Before you can start E-Verify online registration, you will receive the following information in the next step:

    • Company Legal Name
    • DUNS number
    • Parent Organization (same as the company's legal name)
    • Primary Program Administrator Name
    • The physical address of the site from which the business gets access to E Verify (including the county)
    • Company postal address
    • Employer Identification Number (also known as Federal Tax Identification Number)
    • Total number of employees located in all businesses in E Verify.
    • Approximate number of rental locations in E-Verify in some countries
    • The first three digits of the company's primary North American industrial classification system (NAICS)
    • Contact your company's E-Verify Memorandum (MOU) (name, phone number, fax number and email address)
    • Online enrollment process:

      The following is a summary of the basic enrollment steps of the USCIS Enrollment Quick Reference Guide, with the following instructions:

      • Visit the USCIS enrollment site and the Acceptance Terms. You can access E-Verify enrollment through the enrollment site. Read and accept these terms before continuing
      • Specify your access mode. The access method provides companies with different features within E-Verify.
      • Select the Organization Name. Select the best-matching markup of the organization. Select "No such category can be used" unless your organization is a federal contractor, a Federal Acquisition Regulation (FAR) E-Verify Clause or a federal, state or local government organization. Depending on your selection, you may be able to ask more questions related to that category.
      • Overview and Consent With the Memorandum of Understanding (MOU). Review the company's obligations as described in the MOU and indicate whether you agree to the terms. You will be able to download a copy of the electronically signed MOU at the end of the enrollment process.
      • Enter the MOU signatory information. Enter the contact details of the person with the MOU electronic signature on the previous page. You also have the option to designate this person as E-Verify Program Administrator.
      • Enter your company information (see Pre-enrollment Company Details above)
      • Register E-Verify Program Administrators. You can register as many program administrators as you like, but at least one must register. If you have previously indicated that the MOU signer should be a program supervisor, that person is listed, but you can add more. Once enrolled, the program administrator (s) can register general users and additional program administrators.
      • Printed signed Memorandum of Understanding. The enrollment confirmation page shows that E-Verify has received your enrollment details. Be sure to print a copy of the Memorandum of Understanding on electronic signature. We recommend sharing it with your Human Resource Manager, Legal Adviser, and other relevant staff. After you have successfully enrolled the company, all program administrators will receive a confirmation email containing their user ID and their temporary passphrase.
      • . Each program administrator must log in to E-Verify, create a personalized password and security questions, complete the E-Verify tutorial and pass the master test. About 3 months ago, E-Verify sends a reminder email to

        Source by Brian Fancher

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