Understanding E-Verify Informational Webinar Brought to You By

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Explanation of E-Verify Mandated by Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (IIRIRA). Exists to determine the employment eligibility of new hires. Web-based system that electronically verifies the employment eligibility of newly hired employees(not his or her immigration status). Automated link to federal databases to electronically compare employee I-9 information against records in the Social Security Administration’s (SSA) database and in DHS immigration databases. Takes the subjectivity out of verifying employment eligibility.

Explanation of E-Verify Designed to protect jobs (not lose jobs) for authorized U.S. workers and to ensure a legal workforce in the U.S. 182,000 employers are enrolled and 1,000 new employers are being added each week. Handled 8.7 million queries in fiscal 2009, and is currently capable of handling up to 25 million inquiries per year. Successfully matched 96.1 percent of new hires to DHS and SSA database information in fiscal 2009.

Who Is Impacted By E-Verify? Any employer involved with any new federal contract which commenced after September 8, Federal contractors, regardless of size, holding a contract with a period of performance longer than 120 days and a value above $100,000. Subcontractors that contain the Federal Acquisition Regulation (FAR) E-Verify clause, are also required to participate in E-Verify if they provide services or construction with a value of more than $3,000. Contractors who receive American Recovery and Reinvestment Act funds. PLUS… a large number of state, county and private employers.

Why Use E-Verify? Assures compliance with state and federal laws Improves wage and tax reporting accuracy Helps maintain a legal workforce Assists in prevention of fraud and identity theft To Avoid Fines plus Administrative & Criminal Arrests from the DHS and ICE: ◦ In 2008 Immigration Reform & Control Act fines increased by 25% (administered by the Department of Justice) ◦ There were 5,100 Immigration & Customs Enforcement (ICE) “administrative arrests” ◦ There were more than 1,100 “criminal arrests” which included owners, officers, supervisors, managers, and human resource personnel

Specific E-Verify Challenges Query must be initiated by third business day of actual start date Tentative Non-Confirmation (“yellow light”) process is long and difficult to manage False positives No adverse action while employee is contesting tentative non- confirmation Employees must be terminated if not authorized

Tips to Avoid Fines & Penalties Form I-9 must be correctly completed, without any unlawful employer action related to documents presented by the employee or the manner in which the employer reviews the documents presented.without any unlawful employer action Form I-9 must be re-verified when employment authorization expires. The re-verification MUST be done on or before the expiration date.re-verified Employer must properly retain its Form I-9 for three years after the date of hire or one year after the date employment ends.retain Form I-9 must be available for Immigration and Custom Enforcement (ICE) audits or investigation and Department of Labor (DOL) wage and hour audits or investigations. Many states have their own analogues to the I-9 and E-Verify laws that add requirements to the process, further complicating the employer I-9 compliance circumstance

How CARCO and myStaffingPro Automate Your Process Recruit and process applicant pool Select applicant for hire Invite applicant to complete the I9 Manager will review and complete I9 Data is transferred to CARCO for E-Verify processing E-Verify is processed and applicant is cleared for hire

How CARCO and myStaffingPro Automate Your Process Leverages Onboarding technology Codifies the arduous tentative non-confirmation process in electronic workflow, eliminating your administrative burden Data flows through from previous steps in the process, eliminating duplicate data-entry Real-time submission to DHS upon employer e-signing I-9 Tightly coupled with the electronic I-9 notifications for both I-9 and E-Verify system turns our solution into an “Active” system (as opposed to a passive one) Escalation notices via if due dates approach and/or elapse

A Unified I-9/E-Verify solution Flexibility - Sophisticated design allows for changes to be made quickly and easily, so as laws change, we can react swiftly Management Reporting, rolled up or detailed by division, region, recruiter/HR generalist: ◦ I-9 time service by region, recruiter/HR generalist measures:  Business days from start date for new hire to complete I-9  Business days from new hire completion and start date to HR completion  Aging reports of current I-9 inventory in business days ◦ I-9 exception reporting measures:  The number of “late” I-9s  Average time service (or age for current snapshot) in business days of exceptions

A Unified I-9/E-Verify solution Management Reporting, rolled up or detailed by division, region, recruiter/HR generalist: (continued) ◦ E-Verify tentative non-confirmation status report measures:  Current inventory and age of tentative non-confirmations broken down into process steps: ◦ E-Verify statistics measures (broken down by SSA vs. DHS):  Number/Percentage of tentative non-confirmations  Number/Percentage of “no contests”  Number/Percentage of “not authorized”  Average time service in business days for above Completed Notice Signed Notice, SSA Referral Letter Client Completed Notice Client Signed Notice, SSA Referral Letter DHS steps

Applicant Tracking with myStaffingPro Recruit Post openings to your search screen Utilize job boards, social networks, , and notifications to attract applicants Qualify Prescreen applicants based on minimum qualifications Rank applicants based on their responses Track Process applicants through a streamlined workflow Record all applicant activity and communication Hire Process E-Verify to CARCO and track its progress Transfer new hire data to your HRIS

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