From the U.S. Department of Justice (DOJ), comes a new published Guidance relating to the use of E-Verify. The recent, though short-lived excitement over the use of E-Verify for employment verification has now quieted down. Private-sector employees are back to the voluntary use of the system as a method for confirming that newly hired employees are authorized to work in the country.
One of the concerns that was raised with the E-Verify program was its potential effect on discrimination in the workplace. If, as a result of using E-Verify, an employer receives a no-match letter or a “tentative” no-match letter, he cannot terminate the employee without first trying to resolve the mismatch. Failure to work with the employee to determine the cause of the mismatch could result in a claim for national-origin discrimination.
Anticipating the likelihood that employers would not want to engage in the additional steps of “working with the employee,” the DOJ issued guidelines outlining the step that an employer must take upon receiving information about a potential mismatch. (See Antidiscrimination Guidance Concerning the DHS No-Match Rule).
See also: E-Verify Employer Dos & Don’ts