E-Verify

E-Verify Verification Service for Employers

With EDIFY's E-Verify Verification Service, you'll add a robust layer of employment eligibility verification that complements and strengthens your existing onboarding and I-9 processes. E-Verify is a web-based system operated by the U.S. Citizenship and Immigration Services (USCIS) that allows enrolled employers to electronically verify the identity and work-authorization of new hires.

Our service helps you enroll in E-Verify (if needed), integrate the verification step into your digital onboarding workflow, and maintain a compliant audit trail. Whether you are a federal contractor, a fast-growing business hiring remotely, or simply seeking to reduce risk, EDIFY simplifies your eligibility verification and helps keep you aligned with regulatory expectations.

From real-time checks to ongoing monitoring, our E-Verify Verification Service is designed to make employment eligibility verification efficient, automated, and audit-ready.

How It Works

  • Start with enrollment (corporate site + hiring locations) in E-Verify through USCIS. :contentReference[oaicite:3]
  • After hire and completion of Form I‑9, submit the employee's info through E-Verify for eligibility check. :contentReference[oaicite:5]
  • Receive results in real time: "Employment Authorized", "Tentative Nonconfirmation", or "Initial Verification in Process".
  • If needed, guide the employee and employer through resolution of Tentative Nonconfirmation (TNC) per USCIS guidelines. :contentReference[oaicite:6]
  • Maintain secure records of the verification case, results, and audit-trail access for regulatory review. :contentReference[oaicite:7]

When to Use It

  • If you are a federal contractor or subcontractor with FAR E-Verify clause.
  • When hiring new employees across multiple states (some of which mandate E-Verify). :contentReference[oaicite:8]
  • During onboarding of remote or mobile hires needing rapid verification.
  • When enhancing your existing I-9 process with a second-layer check of work authorization.
  • When preparing for audits by the Department of Homeland Security or state workforce agencies.

TAT & Fees

  • Most E-Verify cases finalize within minutes; many are instant "Employment Authorized". :contentReference[oaicite:9]
  • EDIFY offers scalable pricing — simple per-case rate for standard use; custom enterprise pricing for high-volume or federal-contract obligations.
  • No long delays in normal cases; only in TNC resolution might additional time be required.

Why It Matters

Using E-Verify isn't just a nice-to-have. It connects your hiring process with U.S. government records to confirm work authorization. That means fewer risks, stronger compliance, and better hiring integrity. Since most new-hire eligibility forms (Form I-9) remain mandatory for all U.S. employers, layering in E-Verify helps you go beyond document review alone. :contentReference[oaicite:10]

Compliance matters because many states or contract requirements either mandate or strongly encourage E-Verify usage. Employing unauthorized workers can expose you to penalties, reputational risk, or contract termination. Automating the verification step improves efficiency, reduces error, and supports audit-readiness.

Use-Cases:

  • National retailer onboarding seasonal hires across 20 states where some have E-Verify mandates.
  • Remote tech firm hiring globally within the U.S., needing instant verification before issuing equipment.
  • Government contractor needing to demonstrate compliance for every new hire working under a federal contract.

E-Verify FAQs

Q: Is E-Verify mandatory for all employers?
A: No. At the federal level, use of E-Verify is voluntary for most employers, unless you are a federal contractor with the FAR clause or in a state that mandates it.

Q: Does use of E-Verify replace the Form I-9 requirement?
A: No. Even if you use E-Verify, you must still complete and retain Form I-9 for each hire as required by the Immigration Reform and Control Act.

Q: What happens if the system returns a Tentative Nonconfirmation (TNC)?
A: You must follow the E-Verify guidance for TNC resolution, allow the employee to contest the mismatch, and document the outcome.

Q: Can I use E-Verify for existing employees?
A: Generally, you may only use E-Verify for new hires. Using it for existing employees can raise legal risk unless required by contract or state law.

Compliance Tips

  • Enroll each hiring site (location) and sign the Memorandum of Understanding (MOU) required by E-Verify. :contentReference[oaicite:15]
  • Train HR staff on how to create E-Verify cases post-I-9 and how to handle TNCs appropriately.
  • Keep detailed records of case creation, results, and any documentation used for resolution to stay audit-ready.
  • Stay current on state laws. Even if federal use is voluntary, certain states may mandate E-Verify use for some employers."

Authoritative Source

For official guidance and the most up-to-date details visit:

Disclaimer

The resources provided here are for educational purposes only and do not constitute legal advice. We advise you to consult your own counsel if you have legal questions related to your specific practices and compliance with applicable laws.

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