The Mailman Cometh: E-Verify, No-Match, and Other Immigration Developments Short of Legislation
The e-Verify program enables employers to check the work status of their employees online. The-Verify system compares information taken from the I-9 work eligibility verification form and matches it against the Social Security Administration’s database and the DHS immigration databases. The Social Security No-Match rule instructs an employer how to respond to a no-match letter from the Social Security Administration regarding an employee whose name and SSN do not match government records. A mismatch can imply wrongdoing on the part of either the employee or the employer. The new rule is intended to reduce fraudulent use of Social Security numbers for the purposes of gaining or providing jobs to illegal immigrants.Â
An Administration Fact Sheet on this development is available here.Â
The business community gave very tepid support to the Administration's comprehensive immigration reform efforts when they were not flat out opposing it. The enforcement of "E-Verify" is among the more invasive measures in the announcement. This is the most recent incarnation of the Basic Pilot and the Employment Eligibility Verification System (EEVS). E-Verify affects employers significantly by placing the burden on them to know whether they are in violation of the law and to take measures that either confirm an employee's legal status (via the SSN) or unemploy those who are not legal or unable to prove their status. Â
The E-Verify system will be a portal through which employers may submit an employee's SSN and other identifiers (name, etc) to match against the Social Security Administration's records. If the SSA returns a "No-Match" letter, employers are required to cease employment within 90 days or face fines 25% higher than previously. The E-Verify system is said to be challenged by an error rate ranging from 4%-11%. The Administration's plan calls for E-Verify to begin with all 200,000 federal contractors before expanding to states. Even with this initial tier, the error rate risks significant false positives leading to inefficiencies for employers, unnecessary hardship for workers wrongly identified as unemployable, and the risk of legal challenges. The immigration reform bill included a redress or repeal process, but it is unclear how E-Verify is prepared in this regard.Â
The following table was created by Maggio Kattar, a law firm usually hired by the private sector to help them navigate immigration restrictions. The table illustrates the no-match procedures and prescribed timeframes:
|
Action |
Final Rule |
|
Employer receives letter from SSA or DHS indicating mismatch of employees name and social security number. |
Day 1 |
|
Employer checks own records, makes any necessary corrections of errors and verifies corrections with SSA or DHS. |
1-30 Days |
|
If necessary, employer notifies employee and asks employee to assist in correction. |
1-90 Days |
|
If necessary, employer corrects own records and verifies correction with SSA or DHS. |
1-90 Days |
|
If necessary, employer performs special I-9 procedure. |
91-93 Days |
According to this framework, affected employees may continue to be employed. However, once an employer discovers that an employee is unemployable under the no-match procedure, the employer must terminate employment or face fines.Â








