NOTICE to Arizona employers:  the Arizona Fair and Legal Employment Act now requires Arizona employers to utilize the E-verify system.  In order to comply immediately and easily, please contact ESR. 

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ESR Form I-9 Services and the newly renamed E-Verify system

In 1996 Congress enacted the Illegal Immigration Reform and Immigrant Responsibility Act to further deter illegal immigration into the United States. The law created the Basic Pilot Program, a voluntary program that allowed employers in certain states to verify the employment eligibility of prospective employees through the Social Security Administration and Immigration and Naturalization Service. In 2003, it was expanded to employers in all 50 states and the District of Columbia.

In August, 2007, the Basic Pilot Program was renamed "E-Verify," and the federal government has announced that the system will be undergoing enhancements. ESR is qualified to act as an employer's Designated Agent, to perform the verification of employment eligibility checks. Also, new I-9 forms are expected in the future. See: http://www.dhs.gov/ximgtn/programs/gc_1185221678150.shtm

Utilizing databases administered by the Department of Homeland Security and Social Security Administration, employers can utilize ESR to check the information on an I-9 form to determine that individual’s employment eligibility. To participate in the E-Verify (Basic Pilot) Program, an employer must first provide ESR with information so that ESR can register an employer. As part of the registration process, an employer must execute a Memorandum of Understanding (MOU) that sets forth the responsibilities of the Social Security Administration, the U.S. Citizenship and Immigration Services Bureau, and the employer.

Although the program is voluntary, many employers find that utilizing ESR as their agent to participate in the program has numerous advantageous. Because many employers do not have the time or resources to personally verify the employment eligibility and other critical information of all potential employees, ESR can provide this valuable serve. Most critically, if an employee is not verified, ESR can help walk an employer through the necessary steps.

The I-9 service occurs within the first 72 hours of employment. To begin this service, an employer simply provides ESR with the sign-up form below so that ESR can set-up an account for the employer. Then simply advise ESR each time you hire a new employee, and provide the means of verification used. In the event that a worker is NOT authorized, then ESR will assist you through the steps that must be taken.

Utilizing the E-Verify (Basic Pilot) Program through ESR gives employers peace of mind and a trusted resource!

The U.S. Citizenship and Immigration Services (USCIS) has just released  a new version of the I-9 for use by employers in November, 2007.

The new form can be located at: http://www.uscis.gov/files/form/I-9.pdf

The USCIS   also issued a 47 page handbook on I-9 compliance.  See:  http://www.uscis.gov/files/nativedocuments/m-274.pdf

The USCIS has reminded employers that they must transition other new form by December 26, 2007 See>>> 

Employers who participate in the E-Verify Program complete the Employment Eligibility Verification Form (Form I-9) for each newly hired employee as is required of all employers in the United States. E-Verify employers may accept any document or combination of documents acceptable on the Form I-9, but if the employee chooses to present a List B and C combination, the List B (identity only) document must have a photograph. 

After completing the Form I-9 for a new employee, E-Verify employers must submit an electronic query that includes information from Sections 1 and 2 of the Form I-9. After submitting the query, the employer will receive an automated response from the E-Verify system regarding the employment eligibility of the individual. In some cases, E-Verify will provide a response indicating a tentative nonconfirmation of the employee’s employment eligibility. This does not mean that the employee is necessarily unauthorized to work in the United States. Rather, it means that the system is unable to instantaneously confirm that employee’s eligibility to work. In the case of a tentative nonconfirmation, the employer and employee must both take steps specified by E-Verify in an effort to resolve the status of the query.

As a Designated Agent, ESR can access the E-Verify system on an employer's behalf.   

 For more information, see: Form I-9 In a Nutshell">>>> 

ESR01-I9-Client_Sign-up_Form.pdf

For more information, contact ESR