E-Verify+ Revolutionizes Employment Eligibility Verification: What HR Professionals Need to Know

USCIS has released its E-Verify+ platform to most US employers, after a trial to limited employers over the summer of 2024. The E-Verify+ platform builds on the existing E-Verify tool to combine the I-9 and E-Verify process into one tool and step. E-Verify+ is currently not available for E-Verify employer agents, web services or federal contractors with the federal acquisitions regulation E-Verify clause.

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Every employer is required to complete Form I-9 when hiring any employee in the United States, regardless of immigration status. E-Verify is an additional tool that reviews identification documents for authenticity. Some employers are required to use E-Verify, but not all are. Please see our collateral (E-Verify Overview - MeltzerHellrung) on which companies may be required to participate in E-Verify.

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USCIS has provided a helpful two minute video with an overview of the new E-Verify+ portal.

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The biggest changes from this tool include:

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Employee access: Employees will be able to enter their own data and upload documents directly into the E-Verify+ platform. Employee profiles that are validated may also move from employer to employer. This means that individuals who have successfully been verified already may be able to transfer eligibility to new employers where applicable.

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Automatic I-9 generation: This data entered by an employee will be transferred into an I-9 that is automatically generated. This means employers will not have to complete an I-9 and then subsequently enter that data manually into the E-Verify tool. This will also reduce employer liability for any data entry errors.

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E-Verify+ continues to be rolled out and is easy to operate.  It is incredibly beneficial to US employers, especially those that already use E-Verify. The tool reduces the administrative burden of recording work authorization for both employers and employees. The tool also reduces the chances of incurring liability for I-9 data entry errors. 

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Financial benefits: The tool may also allow employers to end relationships with third party I-9 software platforms and reduce their expenses in this area. With a totally integrated online platform that already connects to individual employee profiles, and abandons paper I-9’s, employers may be able to terminate contracts with software platforms that charge for I-9 maintenance.

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Trump administration benefits: As the Trump administration focuses on immigrants without lawful status and work authorization, employers that employ such individuals may be targeted with worksite raids. Participating in the E-Verify program demonstrates to ICE that the employer is likely to comply with immigration and work authorization laws. This minimizes the chance of expensive audits and resulting penalties and the possibility of worksite enforcement actions.

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Impact on HR Practices

For HR professionals, the introduction of E-Verify+ represents a significant shift in employment eligibility verification processes. Here are some key considerations for HR practitioners:

1. Training and Adaptation: HR teams will need to familiarize themselves with the new platform and develop training programs for both HR staff and employees. This may involve creating new onboarding materials and updating existing procedures.
2. Policy Updates: Companies participating in E-Verify+ will need to review and update their hiring policies and procedures to reflect the new system's requirements and capabilities.
3. Data Management: With employee-driven data entry, HR professionals will need to focus more on data verification and quality control rather than initial input. This shift may require adjusting internal workflows and responsibilities.
4. Privacy and Security: HR departments must ensure compliance with data protection regulations and implement measures to safeguard employee information within the E-Verify+ system.
5. Integration with HRIS: HR professionals should explore options for integrating E-Verify+ with existing Human Resource Information Systems (HRIS) to maximize efficiency and data consistency.
6. Compliance Monitoring: While E-Verify+ may reduce some compliance risks, HR teams will still need to maintain vigilance in monitoring and ensuring ongoing compliance with employment eligibility requirements.
7. Employee Support: HR practitioners should be prepared to provide guidance and support to employees navigating the new system, particularly those who may face challenges with technology or language barriers.
8. Cost-Benefit Analysis: HR departments should conduct a thorough assessment of the potential cost savings and efficiency gains from implementing E-Verify+, considering factors such as reduced administrative time, decreased liability, and potential elimination of third-party I-9 software expenses.
9. Change Management: Implementing E-Verify+ will require effective change management strategies to ensure smooth adoption across the organization. HR professionals will play a crucial role in communicating the benefits and addressing concerns from both management and employees.
10. Continuous Improvement: As E-Verify+ evolves, HR practitioners should actively participate in providing feedback to USCIS and stay informed about updates and enhancements to the system.

By proactively addressing these considerations, HR professionals can position their organizations to fully leverage the benefits of E-Verify+ while minimizing potential challenges during the transition and implementation phases.

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Do you want to learn more or partner with the team at Meltzer Hellrung for your immigration needs? Contact them here.

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