--- title: E-Verify Information description: Get comprehensive insights into E-Verify on Staffing For Texans. Learn how to navigate E-Verify requirements with confidence and compliance. image: https://www.staffingfortexans.com/hubfs/Staffing_For_Texans_August2021/images/shutterstock_1319191970.jpeg --- Employee Management Systems # E-Verify Information Get comprehensive insights into E-Verify on Staffing For Texans. Learn how to navigate E-Verify requirements with confidence and compliance. [ Admin ](https://www.staffingfortexans.com/resources/documents/author/admin) Jul 1, 2024 [mailto:?subject=Check%20out%20https://www.staffingfortexans.com/resources/documents/e-verify-information&utm_medium=social&utm_source=email%20&body=Check%20out%20https://www.staffingfortexans.com/resources/documents/e-verify-information&utm_medium=social&utm_source=email](mailto:?subject=Check%20out%20https://www.staffingfortexans.com/resources/documents/e-verify-information&utm_medium=social&utm_source=email%20&body=Check%20out%20https://www.staffingfortexans.com/resources/documents/e-verify-information&utm_medium=social&utm_source=email) --- ## Employers who participate in E-Verify MUST: - Follow E-Verify procedures for each newly hired employee while enrolled and participating in E-Verify. - Notify each job applicant of E-Verify participation. - Clearly display the ‘Notice of E-Verify Participation’ and the ‘Right to Work’ posters in English and Spanish and may also display the posters in other languages provided by DHS. - Complete Form I-9 for each newly hired employee before creating a case in E-Verify. - Obtain a Social Security number (SSN) from each newly hired employee on Form I-9. - Ensure that Form I-9 ‘List B’ identity documents have a photo (Section 2.1). - Create a case for each newly hired employee no later than the third business day after he or she starts work for pay. - Provide each employee with notice of and the opportunity to contest a Tentative Non-confirmation (TNC). - Ensure that all personally identifiable information is safeguarded. ## Employers participating in E-Verify MUST NOT: - Use E-Verify to pre-screen an applicant for employment. - Create an E-Verify case for an employee who was hired before the employer signed the E-Verify MOU. - Take adverse action against an employee based on a case result unless E-Verify issues a Final No confirmation. - Terminate an employee during the E-Verify verification process, because he or she receives a TNC. - Specify or request which Form I-9 documentation a newly hired employee must use. - Use E-Verify to discriminate against ANY job applicant or new hire on the basis of his or her national origin, citizenship or immigration status. - Selectively verify the employment eligibility of a newly hired employee. - Share any user ID and/or password. ## Key Points: - While E-Verify is generally voluntary, some states require employers to use E-Verify, and it is mandatory for some federal government contracts - E-Verify could become mandatory nationwide. Adopting it earlier affords employers more time to become familiar with it and adapt. - Can you imagine what you happen to production if that happened? Employers should get in front of this push - An Internet-based system that compares information from an employee’s Form I-9, Employment Eligibility Verification, to data from U.S. Department of Homeland Security and Social Security Administration records to confirm employment eligibility. - E-Verify helps companies avoid hiring and training a person who turns out to be ineligible to work [Employee Management Systems](https://www.staffingfortexans.com/resources/documents/tag/employee-management-systems) [Tools](https://www.staffingfortexans.com/resources/documents/tag/tools) ## Similar posts Employment Eligibility Verification ### [Labor Cost Calculator](https://www.staffingfortexans.com/resources/documents/labor-cost-calculator) Estimate labor costs accurately with a labor cost calculator. 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