Human Resource & Labor News
www.agc.orgMarch 21, 2012 / Issue No. 2-12
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On the Inside
Labor Relations
First Court to Rule on NLRB Notice Posting Regulation Upholds Posting Requirement
Construction Industry Experiences Slight Increase in Union Representation in 2011
CDW and Chamber Join Lawsuit Challenging NLRB Recess Appointments
Contractor Must Give Work to Plasterers Even Though Carpenters Won Representation Election
Federal Contracting
AGC Urges OFCCP to Exempt Construction Industry from Section 503 Disabilities Regulations
Recruiting & Hiring
EEOC Clarifies Hiring Guidance on High School Diploma Requirements, Disabled Veterans
IRS Issues Guidance for Employers on Tax Credit for Hiring Veterans
Leave & Benefits
Affordable Care Act Questions Answered
Labor Department Updates FMLA E-Laws Advisor
Immigration
Justice Department Issues Guidance for Employers on I-9 Audits
DOL Issues Final Rule on Temporary Foreign Workers
E-Verify “Self-Check” Available Nationwide
E-Verify “Self-Check” Available Nationwide
 

On Feb. 17, 2012, the U.S. Citizenship and Immigration Services (USCIS) announced that “Self Check,” a free online service of E-Verify that allows individuals to check their own employment eligibility status, is now available nationwide. This announcement expands on the initial launch of Self Check in March 2011, and an expansion to 16 additional states in September of the same year.  

E-Verify Self Check was developed to address employer concerns regarding the inaccuracy of information in the E-Verify system that led to an increased number of tentative nonconfirmations.  As explained in a Feb. 16 Federal Register notice, E-Verify Self Check enables individuals to check their work authorization status prior to employment and facilitate correction of potential errors in federal databases that provide input into the E-Verify process.  If the information provided by the individual matches the information contained in federal databases, a result of “work authorization confirmed” is displayed to the individual.  If the information is a mismatch, E-Verify Self Check will provide the individual a result of “Possible mismatch with SSA” or “Possible mismatch with immigration information.”  It also provides instructions on how to request correction of these potential errors in records contained in these federal databases should the individual choose to do so before any formal, employer run E-Verify query process.

While E-Verify Self Check has the potential to reduce the number of tentative nonconfirmations, employers are reminded and cautioned not to require applicants to self-check prior to applying for a job, as such a practice could violate the anti-discrimination provisions of E-Verify.  It is also important for employers to remember that the E-Verify system itself may be used only for new hires (or certain existing employees pursuant to the Federal Acquisition Regulation rule covering federal contractors) once an offer has been extended and accepted, and an I-9 form has been completed.

For an interactive self-guided tour of the E-Verify Self Check system, click here.  Individuals can use a live version of E-Verify Self Check now in English by clicking here or in Spanish by clicking here.
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