By Jason Fry
Employees will have the standard eight day timeframe to begin resolving an SSA mismatch
At the onset of the COVID-19 Pandemic in March 2020, the Social Security Administration (SSA) closed its offices and E‑Verify extended the timeframe for an employee to take action to resolve an SSA Tentative Nonconfirmation (TNC) due to a mismatch of information. The SSA is opening offices back up and employees can now schedule time to clear nonconfirmations.
Starting July 15, 2022, employees whose cases are referred to SSA on or after July 15, 2022, will have the normal eight federal working days to to contact the SSA to begin resolving a mismatch. Cases referred to the SSA due to a mismatch between March 2, 2020 and July 14, 2022 will continue to have an extended timeframe for resolution.
Read more to learn about E-Verify basics and addressing TNCs.
E-Verify is a web-based tool that compares information from an employee’s Form I-9 to Social Security Administration (SSA) and Department of Homeland Security (DHS) records. Employers create a case, then typically receive a response rather quickly. If the SSA and DHS records match the information on the Form I-9, the employee's E-Verify case generally produces an Employment Authorized result. The Employment Authorized result confirms the employee’s work eligibility. If the information does not match, a Tentative Nonconfirmation result is produced. A TNC indicates that the employee may need to take further action to complete the case to verify employment eligibility.
In the event of a TNC result, the employer must notify the employee and provide the employee a chance to take action to resolve the mismatched result. Employers need to take action on TNCs within ten federal working days and should follow procedures involving fair treatment for all workers. Refer to the E-Verify manual for more information about TNCs.
For some employers, E-Verify is mandatory under certain state laws and for contractors in certain situations. For other employers, E-Verify is voluntary, and if you fall into that category you might be wondering, why E-Verify? E-Verify helps to ensure that employers are hiring a legal workforce by adding an extra layer of verification to the employment eligibility process. This not only helps to secure U.S. jobs, but can also help to ensure your company is hiring a more compliant workforce.
Employers can enroll and access E-Verify directly from the DHS’s Web-based E-Verify system. However, there are many benefits to using an integrated Form I-9 and E-Verify service. I-9 Management from Equifax Workforce Solutions can help employers to save time by automating the Form I-9 workflow to help capture required E-Verify information, including SSN and photo requirements, then directly submitting information from the Form I-9 to the E-Verify system. I-9 Management monitors open E-Verify cases and notifications help alert employers to take action. Sign-up for a demo and learn more about how I-9 Management can help to make Form I-9 and E-Verify easier.
Check out our 2-part series of The Workforce Wise™ Podcast, E-Verify and I-9 News: Straight from the Top with our special guest, Tammy Meckley, the Associate Director, US Citizenship and Immigration Services, Immigration Records and Identity Services Directorate with the Department of Homeland Security. She shares about the benefits of the E-Verify program, covers how the program has grown, and the impressive employment authorization rates employers are getting when using the system. Plus she covers tips for employees to use tools from E-Verify to proactively review and confirm their data.
And subscribe to our the Workforce Wise™ blog for more information about Form I-9 and E-Verify
The information provided is intended as general guidance and is not intended to convey any tax, benefits, or legal advice. For information pertaining to your company and its specific facts and needs, please consult your own tax advisor or legal counsel. Links to sources may be to third party sites. We have no control over and assume no responsibility for the content, privacy policies or practices of any third party sites or services.