Yes, any employer who wishes to employ a student with a 24-month STEM OPT extension must develop a formal training plan that clearly identifies the STEM OPT student’s learning objectives and the employer’s commitment to help the student achieve those goals. The student and his or her prospective employer must work together to complete this form. Please visit the Training Plan section at the STEM OPT Hub on DHS’ Study in the States website for an overview of this requirement for employers and STEM OPT students.
No. When creating an E-Verify user account, the first name and last name of the person who will use that account must be entered in the First Name and Last Name entry fields. A company may not enter a physical location or generic terms in those entry fields.
Employer agents who have executed and maintain an active MOU with the client may act as the client’s authorized representative and request termination of accounts on behalf of their client. A client may also terminate or maintain its own E-Verify account, even when it retains an Employer Agent.
Staffing agencies may choose to use either the date an employee is assigned to their first job or the date the new employee is entered into the assignment pool as the first day of employment. Those who consider the date the employee entered into the assignment pool as the first day of employment should create a case in E-Verify once the Form I-9 is completed.
E-Verify requires Program Administrators to be located in the United States, which includes the 50 states, the District of Columbia, Puerto Rico, the U.S. Virgin Islands, Guam, and the Commonwealth of the Northern Mariana Islands. Employers who are abroad can designate an existing employee who is in the United States as the Program Administrator or may work with an E-Verify Employer Agent (EEA) who can create and manage their E-Verify cases.
All aliens must have a currently valid Employment Authorization Document (EAD) to work in the CNMI. Parole gives someone legal status to stay in the CNMI but does not by itself provide employment authorization. A parolee may apply for a discretionary grant of a USCIS Employment Authorization Document (EAD) by filing USCIS Form I-765. E-Verify can confirm the employment authorization of any employee who presents a valid EAD for Form I-9.
E-Verify posters can be downloaded, printed and displayed by enrolled employers only. Electronically linking official (non-sample) E-Verify posters to external web sites is not permitted. Alternately, employers who wish to post E-Verify materials to their website may scan/upload printed E-Verify posters or use digital logos as permitted by their Guidelines and Licensing Agreement.
Visit the Trademark and Logo Usage Guidelines page for more information on digitized logo.
No, E-Verify is an Internet-based system that compares the information a participating employer enters from an employee’s Form I-9 with SSA and DHS records to electronically verify the newly hired employee’s employment eligibility. E-Verify does not share an employee’s immigration status with an employer: Employers will only see the employee’s employment eligibility status.
E-Verify compares information from an employee’s Form I-9, Employment Eligibility Verification, to data found in U.S. Department of Homeland Security (DHS) and Social Security Administration (SSA) databases. E-Verify cannot delete records from these databases. An employee can submit a request for an agency to correct, amend, or delete his or her records. The process for correcting immigration records can be found on the How to Correct Your Immigration Records page. To correct SSA records, the employee should contact SSA or visit their website at www.ssa.gov.
E-Verify will take appropriate administrative measures to assist participants to comply with E-Verify policies and procedures. M&C does not fine employers. However, in certain cases of suspected misuse, abuse, and/or fraud, M&C can recommend that an E-Verify participant be referred to agencies that investigate illegal employer activities