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eVerify:  Good News and Bad News
Jan 28, 2019

eVerify:  Good News and Bad News

Topics: Immigration

There is good news and bad news regarding eVerify. 

Good News:

The President’s signature on the continuing resolution reopening the government over the weekend brought eVerify back to life.  eVerify is now back up and running and accepting employee information. 

Bad News:

eVerify employers now have three days to enter the employee information for every person they hired in the last thirty-five days.  Employers should expect slow/sluggish performance from the eVerify system and longer than normal response times when contacting eVerify for assistance while the backlog of data and requests for service are processed.

What it Means for Employers:

The partial government shutdown did not affect an Employer’s obligation to create an I-9 Employment Eligibility form.  All employers (eVerify and non) are required by law to create an I-9 form after employment is offered and no later than the employee’s third day on the job.  Employers should store I-9 forms in a filing system separate from other personnel records.

For further information on the restart of eVerify after the shutdown, click HERE

About CDF

For over 25 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

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About the Editor

Robin Largent has a regular presence in California state and federal courts and has been lead defense counsel and appellate counsel for large and small California employers in litigation (and arbitration) ranging from individual discrimination and harassment claims to complex wage and hour representative and class actions. She also leads the firm’s appellate practice, having substantial experience and success handling appeals, writ petitions, and amicus briefs in both state and federal court on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.
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