The Dos and Don’ts of the E-Verify Program

All businesses must complete the Form I-9 as a mandatory part of their hiring process. However, only some businesses take advantage of the E-Verify program that serves to further verify information on the I-9. Though it’s an optional process in many states, E-Verify helps businesses verify employees’ eligibility more efficiently and reliably. As with all parts of the hiring process, it’s important to use the E-Verify program correctly to avoid negligent hiring, discrimination, or other costly circumstances and lawsuits. You can improve your company’s hiring process by learning the dos and don’ts of the E-Verify program and how to implement it properly in your business.

Do Know the Importance of E-Verify

While the I-9 verifies that employees are eligible to work in the United States, E-Verify takes that process a step further by matching employee information with records from the Social Security Administration and the Department of Homeland Security. Knowingly or unknowingly hiring ineligible workers can result in expensive fines and other consequences, but the E-Verify process provides an extra layer of security by preventing you from making such hiring mistakes.

Don’t Allow Discriminatory Practices

Companies may only use the E-Verify program to determine the employment eligibility of new hires, and you must treat every new hire equally. Never use the program selectively to determine eligibility for specific workers. When beginning to use the E-Verify program, you should not process any I-9 forms of existing employees, unless requested to do so by a federal contract, and you should screen all new hires moving forward. Instead, make sure you use the E-Verify program in a non-discriminatory manner that treats all new employees fairly, regardless of race or national origin.

Do Comply With a Third-Party Service

While the E-Verify process isn’t overly long or complicated, companies must still take it seriously. Mishandling or abusing the program can result in accusations of discrimination or negligent hiring, which can deal a serious blow to your company’s budget, reputation, and culture. Even minor typos can result in large fees during an ICE Audit. Understanding the dos and don’ts of the E-Verify program is a huge part of establishing a fair, unbiased hiring process in your company. PSI Background Screening wants to help you do just that. We’ll work with you to make sure your company knows and practices E-Verify compliance with every new employee you hire.