Questions and Answers

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.

When completing Section 2 of Form I-9, staffing agencies may choose to use either the date a new employee is assigned to their first job or the date a new employee accepts an offer and is entered into the assignment pool as the first day of employment, this will also be the date used when creating the case in E-Verify. Staffing agencies should not leave the certification date or the Employee’s First Day of Employment field blank. Staffing agencies should remain consistent with regard to the date they choose to use as the first day of employment when completing Forms I-9 and E-Verify cases.

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 will take appropriate administrative measures to assist participants in coming into compliance with E-Verify policies and procedures. E-Verify does not fine employers. However, in certain cases of suspected misuse, abuse, discrimination, and/or fraud, as stated in the Memorandum of Understanding (MOU), E-Verify can terminate an employer or entity’s participation in E-Verify at any time, with or without notice, if deemed necessary because of the requirements of law or policy. E-Verify may recommend that a participant be referred to agencies that investigate illegal employer activities.

E-Verify posters can be displayed by enrolled employers only. E-Verify requires its participants to display the E-Verify Participation and Right to Work Notices in prominent locations clearly visible to prospective employees and new hires, including those hired to work in a remote setting. This can include displaying the posters digitally, online, in hard copy at physical locations, and providing a copy of the posters with job application materials.  

Electronically linking official (non-sample) E-Verify posters to external web sites is not permitted. Employers who wish to post E-Verify logos as permitted by their Guidelines and Licensing Agreement.

Visit the Trademark and Logo Usage Guidelines page for more information on the E-Verify digitized logo.

Yes, E-Verify's Account Compliance analysts will assist E-Verify participants with any questions about following E-Verify policies and procedures. The Account Compliance self-assessment guides provide best practices for direct access users and web services users using E-Verify. E-Verify participants may also call the E-Verify Contact Center at 888-464-4218 from 8 am to 5 pm local time and ask to speak to an Account Compliance analyst who can assist you with any compliance questions you may have.

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. An employee can submit a request for an agency to correct or amend 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.

Yes, you may enroll only the locations that will create E-Verify cases in the E-Verify employer access method. These locations can create cases for one or several hiring sites. During enrollment, your company may indicate the number of hiring sites and the name(s) of the program administrator(s) associated with that verification location. You will need to sign only one MOU.

Under certain circumstances, an E-Verify account may be closed prior to the end of the 30-day period required by the E-Verify MOU. Those circumstances include:

• The company no longer exists
• Closing the account is necessary to protect the account from unauthorized access
• A company has duplicate or unnecessary accounts
• A company needs to reregister in order to change its E-Verify access method or
• E-Verify determines that closing an account before 30 days is necessary based on the requirements of law or policy

To request that your E-Verify account be closed prior to 30 days from your notice of termination based on one of these circumstances, your written request for termination must:

• Request that your E-Verify account be closed prior to 30 days from your notice of termination, as required by the E-Verify MOU
• Explain why your account should be closed prior to 30 days from your notice of termination, referencing and explaining in detail one or more of the circumstances above and
• Specify the date you would like your E-Verify account closed

Closing E-Verify accounts prior to the end of the 30-day period, required by the E-Verify MOU, is at the discretion of E-Verify.