According to JDSupra, USCIS has released an E-Verify Quick Reference Guide For Airport Operators.

Under the Federal Aviation Administration Extension, Safety and Security Act of 2016, Pub. L. No. 114-190, airport operators can now apply to have direct access to use E-Verify to determine the employment authorization for individuals seeking unescorted access to an airport’s Security Identification Display Area (SIDA) as a component of their badging application process.

JDSupra writes that “USCIS guidance around E-Verify use for airport operators is still developing. E-Verify use has historically been limited to employers confirming identity and employment authorization for new hires as part of the Form I-9 process (and, with some limited exceptions for federal contractors, current employees).”

JDSupra also notes that this could be the beginning of a significant expansion of E-Verify through laws permitting E-Verify use where there is a perceived security benefit to confirming employment authorization.

You can download and print a copy of the manual here: E-Verify Quick Reference Guide For Airport Operators.

According to USCIS, “driver’s licenses and ID cards account for nearly 80 percent of the documents used as proof of identity by employees for E-Verify. The Records and Information from DMVs for E-Verify (RIDE) initiative is an enhancement to the E-Verify program that verifies the validity of driver’s license and ID card information by matching the data entered by employers against participating state motor vehicle department records. RIDE enables two-part verification by validating the information on select identity documents in addition to the existing employment authorization check.”

Arizona, Maryland and Wyoming join Wisconsin, North Dakota, Mississippi, Florida, Idaho, Iowa and Nebraska in this initiative.

Read the fact sheets for all states here: Driver’s License Verification RIDE | USCIS, and the fact sheets for those new states at these links:

• Arizona RIDE Fact Sheet .pdf
• Maryland RIDE Fact Sheet .pdf
• Wyoming RIDE Fact Sheet .pdf

According to a news release from USCIS , a revised form I-9 will be published on July 17.

From the USCIS website:

“USCIS will release a revised version of Form I-9, Employment Eligibility Verification, on July 17. Employers will be able to use this revised version or continue using Form I-9 with a revision date of 11/14/16 N through Sept. 17. On Sept. 18, employers must use the revised form with a revision date of 07/17/17 N. Employers must continue following existing storage and retention rules for any previously completed Form I-9.”

These are the changes and revisions:

Revisions to the Form I-9 instructions:

• We will change the name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices to its new name, Immigrant and Employee Rights Section.
• We will remove “the end of” from the phrase “the first day of employment.”

Revisions related to the List of Acceptable Documents on Form I-9:

• We will add the Consular Report of Birth Abroad (Form FS-240) to List C. Employers completing Form I-9 on a computer will be able to select Form FS-240 from the drop-down menus available in List C of Section 2 and Section 3. E-Verify users will also be able to select Form FS-240 when creating a case for an employee who has presented this document for Form I-9.
• We will combine all the certifications of report of birth issued by the Department of State (Form FS-545, Form DS-1350 and Form FS-240) into selection C#2 in List C.
• We will renumber all List C documents except the Social Security card. For example, the employment authorization document issued by the Department of Homeland Security on List C will change from List C #8 to List C #7.

And USCIS states that those changes will be include in a revised Handbook for Employers: Guidance for Completing Form I-9 (M-274), which also will be easier for users to navigate.

According to a news release from USCIS, a revised Form I-9 is now available.

From the USCIS website:

USCIS released a revised version of Form I-9, Employment Eligibility Verification, on July 17. Download instructions are available on the Form I-9 page. Employers can use this revised version or continue using Form I-9 with a revision date of 11/14/16 N through Sept. 17.

On Sept. 18, employers must use the revised form with a revision date of 07/17/17 N. Employers must continue following existing storage and retention rules for any previously completed Form I-9.

Changes and Revisions:

Revisions to the Form I-9 instructions:

• We changed the name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices to its new name, Immigrant and Employee Rights Section.
• We removed “the end of” from the phrase “the first day of employment.”

Revisions related to the List of Acceptable Documents on Form I-9:

• We added the Consular Report of Birth Abroad (Form FS-240) to List C. Employers completing Form I-9 on a computer will be able to select Form FS-240 from the drop-down menus available in List C of Section 2 and Section 3. E-Verify users will also be able to select Form FS-240 when creating a case for an employee who has presented this document for Form I-9.
• We combined all the certifications of report of birth issued by the Department of State (Form FS-545, Form DS-1350 and Form FS-240) into selection C#2 in List C.
• We renumbered all List C documents except the Social Security card. For example, the employment authorization document issued by the Department of Homeland Security on List C will change from List C #8 to List C #7.

IUSCIS has included these changes in a revised Handbook for Employers: Guidance for Completing Form I-9 (M-274), which is also easier for users to navigate.

According to Allen Smith, J.D., writing for The Society for Human Resource Management (SHRM), the world’s largest HR professional society, employers should become familiar with E-Verify for filing Form I-9’s because use of the UCIS’s E-Verify system is likely to become mandatory for all employers in the coming months.

While E-verify is mandatory for federal contractors, as well as contractors and employers in certain state, he quotes Lynn Shotwell, executive director of the Council for Global Immigration (CFGI), who said that “well under 10 percent of employers are currently enrolled in the system.”

That leaves as much as 90% of US employers not enrolled. So the E-Verify learning curve could become very steep – and quickly – for that 90%.

Why?

Because President Trump has proposed that $15 million of the Department of Homeland Security 2018 budget be used to begin implementation of mandatory E-Verify. That’s a bold step, and only Congress can make it so, as they must approve the funding, something Trump can’t do by executive order. Read the text of the bill: S.179 – 115th Congress (2017-2018): Accountability Through Electronic Verification Act | Congress.gov | Library of Congress.

And there are bugs and issues with E-verify, Smith writes, that need to be addressed before millions more employers start using it, namely security against identity theft, liability for hiring mistakes, use of biometrics for identity verification, and more. And no one knows how those issues will be solved, if they are, before any roll out of the mandated use of E-verify.

The big question is if this happens at all. And, if so: how fast could it be rolled out? Would Congress allow one year for roll out? Or two or three?

Read the full article at Mandatory E-Verify Likely, but There Are Bugs to Work Out – SHRM.org

Of course, adopting an automated I-9 and E-Verify solution, such as Tracker’s I-9 Complete is the best way right now to eliminate compliance risks with I-9 Forms and fees. You can get a demo here.

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Tracker is the most trusted partner for I-9 and E-Verify compliance, with thousands of customers including the top U.S. employers. We are the only I-9 software company with a perfect 13-year record with federal agencies and systems.

According to USCIS, there was a glitch when the revised Form I-9 was first published on Nov. 14, 2016.

Numbers entered in the Social Security number field were transposed when employees completed and printed Section 1 using a computer. For example, the number 123-45-6789 entered in the Social Security number field would appear as 123-34-6789 once the form printed.

 
If you do see the error:

Employers who notice their employees’ Social Security numbers are not written correctly should have their employees draw a line through the transposed Social Security number in Section 1, enter the correct Social Security number, and then initial and date the change. Employers should include a written explanation with Form I-9 about why the correction was made in the event of an audit.

Be sure you have the updated forms, downloaded from Employment Eligibility Verification | USCIS. And read the full alert here.

Adopting an automated I-9 and E-Verify solution, such as Tracker’s I-9 Complete is the best way to eliminate compliance risks with I-9 Forms and fees. Our powerful compliance logic makes it virtually impossible to process an I-9 that contains errors. Get a demo here.

_________________________________________________________________________

Tracker is the most trusted partner for I-9 and E-Verify compliance, with thousands of customers including the top U.S. employers. We are the only I-9 software company with a perfect 13-year record with federal agencies and systems.

Two bills with a potentially significant impact on employers’ obligations are pending in the North Carolina House of Representatives, and each regards the possible mandated use of the federal E-verify program within the state by all state contractors and subcontractors, and/or all employers with five or more employees.

North Carolina currently only requires employers with twenty-five or more employees to use E-verify; and individuals employed for less than nine months are not considered employees that require use of E-verify. (See NC Department of Labor – E-Verify Frequently Asked Questions. )

Accpording to JDSupra,

The first bill, HB35, would require that all employers with five or more employees use the federal E-verify program, a much lower threshold than the current twenty-five-worker trigger. This means that many businesses that have been blissfully unaware of E-verify will now have to familiarize themselves with the program. The bill also eliminates an exception for temporary employees, but explicitly creates an exception for independent contractors and farm workers.

The second bill, HB306, would require that all State government contractors and subcontractors E-verify their workers’ authorization to work.

 
To further complicate the matter, HB35 eliminates an exception for temporary employees, but explicitly creates an exception for independent contractors and farm workers.

Of course, many NC employers want to avoid the complications of training someone to use E-verify, deal with the issues of properly informing employees of their application status and updates, and being liable for fines when inspectors with the USCIS find mistakes, and being liable for illegal hires.

One solution is to use an automated I-9 and E-Verify solution, such as Tracker’s I-9 Complete, one of the best ways to eliminate compliance risks with I-9 Forms and fees. Our powerful compliance logic makes it virtually impossible to process an I-9 that contains errors. So if you’re an employer in North Carolina, get a demo today.

_________________________________________________________________________

Tracker is the most trusted partner for I-9 and E-Verify compliance, with thousands of customers including the top U.S. employers. We are the only I-9 software company with a perfect 13-year record with federal agencies and systems.

Important updates from the USCIS (U.S. Citizenship and Immigration Services): On Dec. 23, 2016, the USCIS published updated versions of forms – such as the Form I-9 – and a new fee schedule took effect. All new forms have an edition date of 12/23/16. Read the USCIS press release here.

And, starting Feb. 21, 2017, the USCIS will no longer accept previous editions of these forms. And you must include the new fee or USCIS will reject and return your filing.

Using an automated I-9 and E-Verify solution, such as Tracker’s I-9 Compleete is the best way to eliminate compliance risks with I-9 Forms and fees.

_________________________________________________________________________

Tracker is the most trusted partner for I-9 and E-Verify compliance, with thousands of customers including the top U.S. employers. We are the only I-9 software company with a perfect 13-year record with federal agencies and systems.

The Tracker’s product that went mobile, I-9 Complete®, is an employment eligibility verification solution that is used for hundreds of thousands of hires annually by some of the largest retailers, restaurant chains and many other employers in the country to file the federally required I-9 Forms. Form I-9 is used for verification by the federal government of the identity and employment authorization of individuals hired in the US. All employers must ensure accurate completion of Form I-9 for every hire.

But most employers use the paper Form I-9, which can be error prone and is very labor intensive. Tracker’s I-9 Complete® is an electronic I-9 solution that reduces the resources an organization has to devote to I-9 & E-Verify compliance and delivers full compliance and complete visibility for HR from any desktop computer with no need for paper copies of I-9’s, scanning, printing or copying.

And now, with the ability of employers to go mobile with I-9 verification by using Tracker’s new mobile version of I-9 Complete®, working with Form I-9 is even easier. Employers can now complete new hires from anywhere on their mobile devices, and employers can capture signatures, driver’s license information and social security numbers, all securely.

PowWow Mobile built the mobile app to meet all technical and Federal security requirements without any changes to Tracker’s existing applications. And there is no storage of personal information or images on the mobile device used to file the I-9.

“With PowWow Mobile’s SmartUX Platform, we were able to modernize and extend one of our core product’s out to thousands of users on mobile devices quickly, with no disruptions to our business. This allowed us a faster time to market and provided a significant competitive advantage. We could have never achieved this level of speed and economy building this ourselves.”

– Brian Fancher, Vice President of I-9 Product Management & Chief Compliance Officer, Tracker Corporation.

 
Read more at the PowWow Mobile blog Case Study: Increased Efficiency and Competitive Advantage with Enterprise Application Mobility.

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Tracker is the most trusted partner for I-9 and E-Verify compliance, with thousands of customers including the top U.S. employers. We are the only I-9 software company with a perfect 13-year record with federal agencies and systems.

Prior versions of the form will no longer be valid for use. Employers who fail to use Form I-9 11/14/2016 N on or after Jan. 22, 2017 may be subject to all applicable penalties under section 274A of the Immigration and Nationality Act, 8 U.S.C. 1324a, as enforced by U.S. Immigration and Customs Enforcement (ICE).

We covered the changes in the new Form I-9 in our post USCIS Releases NEW Form I-9.

And another reminder: adopting an automated I-9 and E-Verify solution, such as Tracker’s I-9 Complete is the best way to eliminate compliance risks with I-9 Forms and fees. Our powerful compliance logic makes it virtually impossible to process an I-9 that contains errors.

_________________________________________________________________________

Tracker is the most trusted partner for I-9 and E-Verify compliance, with thousands of customers including the top U.S. employers. We are the only I-9 software company with a perfect 13-year record with federal agencies and systems.