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E-verify
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We have several sites and have recently started using e-verify. Before e-verify, we had a regional manager who was entrusted with employment verification at the remote sites and looked over documents,
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E-verify
posted at 6/23/2009 1:16 PM EDT
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Posts: 94
First: 2/7/2008 Last: 3/21/2011 |
We have several sites and have recently started using e-verify. Before e-verify, we had a regional manager who was entrusted with employment verification at the remote sites and looked over documents, signed the I-9 then sent it to our headquarters to be filed. Now that we are hiring at a site where he is no longer located, we have no General User for e-verify to submit a verification query. I can't determine from reading the manual or MOU
1.) if it is ok to have a designated employee at the remote location (after reading over the I-9 handbook) review the documents, sign the I-9 and fax it to me at headquarters to begin the verification query or if the same person who reviews the documents must be the one who does the e-verify,especially if photo-screening comes into play. 2.) are B/W photocopies acceptable for copying a PRC or EAC document? 3.) This is a hypothetical question...If there is a tentative nonconfirmation and the EE is employed for a week or two, but then it is determined s/he was not eligible to work, should we pay the wages for that time or since the EE was not eligible, are we not required or even supposed to pay wages? This could be a problem for weekly pay periods if it goes into continuance. That's it. Any help would be appreciated. |
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E-verify
posted at 6/23/2009 3:41 PM EDT
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Posts: 94
First: 2/7/2008 Last: 3/21/2011 |
That is true. However, it isn't clear if the person who signs the I-9 must be the one who does the query on e-verify. We have it set up to have different sites so I was thinking that the I-9 could be signed after our representative reviews the documents and then could be sent to our headquarters for the e-verify process. |
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E-verify
posted at 6/23/2009 6:26 PM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
The DOL/FLSA is separate from DHS/ICE/SS/E-verify...which means if the person did work but later you must term due to failure to verify work documents, the company is still required to pay them for that work time.
As for your other question, I don't have an answer if the same person has to do the I-9 authorization and the E-Verify. I would suspect not, but have never researched it. |
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