EEVS Employee Electronic Verification System - Got Work? Trojan In Immigration Bill

Summary of Senate Immigration Compromise
By Greg Siskind ([email protected])

[link to www.visalaw.com]

Title III – Worksite Enforcement
Current I-9 system to be replaced by employee electronic verification system (EEVS)
with significant penalty increases for employer violators.

Employers in national-security related industries, “critical infrastructure employers” and
federal contractors must immediately start using the electronic verification system upon
enactment of the law. Everyone else will join them in verifying new hires within eighteen
months or the date DHS says the system is operational. All current employees must be
verified under the new system within three years of enactment.
Employers will transmit data to the EEVS between the date of hire and the end of the first
date of employment. If the EEVS is unable to determine worker status it will issue an
“inclusive nonconfirmation” an employee can continue working, but must seek to resolve
the status with the appropriate agency. If an employer receives a “final nonconfirmation”,
the employer must terminate the employee unless the employee files an appeal within 15
days of getting a final nonconfirmation.
The Social Security Administration must share information with DHS so it can verify
status for the EEVS.
Within six months, SSA must start issuing tamper-resistant social security cards.
Calls for employer audits to ensure compliance.