All GSA/FSS Contracts Mass Modified to Include E-Verify

By Thomas Ahearn, ESR News Staff Writer

On June 24, 2010, a mandatory mass modification — or “Mass Mod” — was issued requiring all U.S. General Services Administration/Federal Supply Services (GSA/FSS) contracts to include the most recent standard contract clauses, capture exceptions, and incorporate E-Verify into all contracts, according to the GSA.gov website.

E-Verify — a free, web-based Electronic Employment Eligibility Verification system — requires federal contractors to electronically verify the employment eligibility of employees working on federal contracts in the United States by comparing information from paper Employment Eligibility Verification (I-9) Forms to data in Department of Homeland Security (DHS) and Social Security Administration (SSA) databases.

E-Verify implements Executive Order 12989, and subsequent Federal Acquisition Regulation (FAR) rule, to require federal contractors to electronically verify the employment eligibility of employees working on federal contracts in the United States. The E-Verify modification incorporates FAR clause 52.222-54, Employment Eligibility Verification (January 2009), into all FSS contracts unless certain exceptions apply.

According to GSA.gov, so-called Mass Mods are initiated by the government when uniform changes to large numbers of GSA/FSS contracts are required, and are generally identical for all recipients unless there are contract-specific changes. Examples of Mass Mods include solicitation refreshes and the addition of contract requirements.

Contractors with a GSA/FSS contract are affected by this Mass Mod and must now verify the employment authorization of new employees and certain categories of existing employees with E-Verify. However, issues regarding compliance with E-Verify may be complicated and the consequences for violations of E-Verify can be severe, including the loss of federal contracts, civil penalties, and suspension from government contracting.

Some employers needing to comply with  E-Verify may use a designated third party agent to assist them with E-Verify compliance. One such authorized E-Verify Designated Agent –leading national background check provider Employment Screening Resources (ESR) — can help employers virtually eliminate errors, improve the accuracy of their reporting, protect jobs for authorized workers, and help maintain a legal workforce.

With over 200,000 employers currently using E-Verify and many believing that E-Verify should be mandatory, E-Verify Designated Agents ESR are helping businesses with the E-Verify process. For more information about the E-Verify Electronic Employment Eligibility Verification system, visit http://www.esrcheck.com/formi9.php.

Source: https://vsc.gsa.gov/eVerify_baseline_mod.pdf