E-Verify Compliance Blog

Written by: Jeff Kawamoto

Are your employees legally permitted to work in the United States?  Well, if you are performing work on Federal Contracts knowing your employees’ work eligibility could mean the difference between failure and success.

E-Verify compliance has become an extremely important issue over the past year to contractors performing federal work.  A presidential executive order along with a subsequent Federal Acquisition Regulation (FAR) rule now require contractors performing federal work to use E-Verify.  As of September 8, 2009, employers with federal contracts or subcontracts with the FAR E-Verify clause are required to determine the employment eligibility of:

  1. Employees performing direct, substantial work under those federal contracts.
  2. All new hires organization wide- regardless of whether or not they are working on a federal contract.

Contractors who fail to get onboard with the requirements of E-Verify or fail to properly comply with these new requirements maybe subject to criminal, civil and administrative proceedings. If this leads to a conviction, penalties may be imposed on the contractor such as, monetary penalty, imprisonment, civil fines and suspension or debarment proceedings.

(Please refer to the full article for more detailed information on the new regulations required to be in compliance with E-Verify).

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