Know You're Compliant

Do I Have to E-Verify?

With the possibility that you as the employer can be held responsible if an employee misrepresents his identity, why risk it? Our optional E-Verify add-on ensures you always know who you’re hiring. It compares the data submitted by new employees to the federal database (based on information such as Social Security number, date of birth, and even photo-matching) and provides instant identity confirmation.

Our system can also help you correct errors and manage employee challenges, so you can keep your team productive and working while employment verification issues are resolved.

Choose your state:

  • Alabama
    • Law

      HB 56

      Key Provisions

      1. Every business entity or employer must verify employment eligibility using E-Verify.

      Effective Date: 4/1/2012

       

  • Arizona
    • Law

      HB 2779

      Key Provisions

      1. All employers must verify new hire using Everify;
      2. Everify creates a rebuttable presumption that employer did NOT knowingly or intentionally employ an unauthorized alien;
      3. First-Time violators are subject to 3-5 year probation and business license suspended up to 10 days;  and
      4. Subsequent violations may lead to permanent revocation of business license.

      Effective Date: 1/1/2008

  • Colorado
    • Law

      HB 1017 

      Key Provisions 

      1. All employers must attest that documents confirming employment eligibility were examined and the employer has not knowingly hired an unauthorized worker within 20 days of hire;
      2. Employers must retain a photocopy of the documents presented by the employee. 

      Effective Date: 1/1/2007

       

  • Georgia
    • Law

      HB 87

      Key Provisions

      • Private employer with more than 10 employees must E-verify
        1. 500+ employees           January 1, 2012
        2. 100-499 employees     July 1, 2012
        3. 11-99 employees            July 1, 2013 

      Effective Date: Cascading from 1/1/2012

       

  • Idaho
    • Law 

      EO 2006-40 

      Key Provisions 

      1. Calls for State Agencies and State Contracts (even where services performed outside of the state boundaries) to create procedures “to verify and ensure” only workers authorized under state and federal law are employed by the State and its contractors. 

      Effective Date: 12/31/2006

       

  • Illinois
    • Law

      HB 1744; Public Act 095-0138

      Key Provisions

      1. As of March 12, 2009, the Federal District Court for the Central District of Illinois has granted the United States’ Motion for Summary Judgment against the State of Illinois.  Illinois Public Act 95-138 was declared invalid under the Supremacy Clause.  Illinois Public Act 95-138 (1/1/08) prohibited the use of Everify. 

      Effective Date: INVALIDATED

  • Indiana
    • Law

      SB 590

      Key Provisions

      1. Disallowing state income tax credits/deductions for unauthorized workers, unless the employer participated in the E-Verify program;
      2. Requires state agencies, political subdivisions, contractors with public contracts, and certain business entities to use E-Verify;
      3. Prohibiting individuals from commencing day labor without completing an attestation required under federal law.

      Effective Date: 7/1/2011

  • Iowa
    • Law

      SF 562

      Key Provisions

      1. Businesses receiving Economic Assistance are subject to contract provisions requiring jobs to be filled by authorized workers;
      2. periodic assurances shall be required.

      Effective Date: 7/1/2007

       

  • Louisiana
    • Law

      SB 753

      Key Provisions

      1. Cease and Desist Order may be issued if State Agency determines that Louisiana business or enterprise knowingly employs an undocumented worker;
      2. Failure to comply with order within 10 days may result in writ of injunction filed in District Court;
      3. Penalties may include $10,000 fine and suspension or revocation of business license.

      Effective Date: 6/23/2006

  • Massachusetts
    • Law

      EO 481

      Key Provisions

      1. Prohibits the use of undocumented workers in the performance of state contracts;
      2. Contractors must verify that they shall not use undocumented workers and will verify status in compliance with federal law;
      3. Failure to comply is a material breach of the contract and may subject Contractor to sanctions including monetary fines, withholding of payments, contract suspension or termination.

      Effective Date: 2/23/2007

  • Minnesota
    • Law

      AB 11-3590

      Key Provisions

      1. All employers who perform state contracts for services must verify new employee’s work authorization for all state contracts that are worth more than $50,000, and they must use federal government’s E-Verify program to ensure the employment eligibility of new employees. 

      Effective Date: 7/21/2011

  • Mississippi
    • Law

      SB 2988

      Key Provisions

      1. Everify new hires;
      2. Compliance dates stair-stepped by size and status: State Contractors, everify by 07/01/2008; Employers with 250+ employees, everify by 07/01/2008; 100 – 249 employees, everify by 07/01/2009; 30 to 99 employees, everify by 07/01/2010; Less than 30 employees, everify by 07/01/2011

      Effective Date: varies by size

  • Missouri
    • Law

      HB 1549T

      Key Provisions

      1. Public employers required to everify;
      2. Private employers may everify. Those who do receive an affirmative defense against violation of law;
      3. State contractors/grantors with contracts/grants valued at $5000 or more or recipient of tax abatement or credit shall affirm enrollment in everify by sworn affidavit.

      Effective Date: 1/1/2009

  • Nebraska
    • Law

      LB 403

      Key Provisions

      1. Public employers and public contractors required to enroll and participate in E-verify for employees physically performing work in Nebraska.

      Effective Date: 10/1/2009

  • Nevada
    • Law

      AB 383

      Key Provisions

      1. If the US Attorney General determines a person holding a Nevada business license has engaged in unlawful hiring/employment under 8 USC 1324(a)(e), the Nevada Tax Commission shall hold a hearing to determine whether to take further action against the person;
      2. Attempts to verify the Social Security number within 6 months of hire may be prima facie evidence that the violation was not willful, flagrant, or egregious;
      3. Administrative fines may be imposed by the state if person found to be a willful, flagrant or egregious violator.

      Effective Date: 10/1/2007

  • North Carolina
    • Law

      HB 36

      Key Provisions

      1. All cities, counties, and businesses employing 25 workers or more must use E-Verify by the applicable dates: Oct. 1, 2012 (500 or more employees); Jan. 1, 2013 (100 or more but less than 500 employees; Jul. 1, 2013 (25 or more but less than 100 employees).
      2.  Anyone may file an anonymous complaint with the North Carolina Commissioner of Labor if they have a “good faith belief” that a business is employing an unauthorized worker.
      3. Violations include: Civil penalty of $10,000 (1st violation); Civil penalty of $1,000 regardless of number of required employee verifications employer failed to make (2nd violation); Civil penalty of $2,000 for each required employee verification that employer failed to make (3rd or subsequent violation).

      Effective Date: 10/1/2011

  • Oklahoma
    • Law

      HB 1804

      Key Provisions

      1. Public employers must Everify new hires;
      2. State Contractors physically performing service in the state, to be eligible for contract after 07/01/08, must Everify new hires;
      3. Discrimination to discharge legal worker while employer knowingly or reasonably should have known employer was employing an unauthorized alien hired after 07/01/08;
      4. Everify participation from 07/01/08 exempts employer from liability and investigation or suit arising from any action under this section, Section 7. As of May 2009, The U.S. Court of Appeals for the 10th Circuit is reviewing challenges to the legality of certain provisions of HB 1804.

      Effective Date: 11/1/2007

  • Pennsylvania
    • Law

      SB 637

      Key Provisions

      1. All public work contractors and subcontractors involved in projects of more than $25,000 with the Commonwealth of Pennsylvania must enroll and use E-Verify for each new employee after enrollment beginning January 1, 2013.
      2. Providing false certification: Civil fine ranging from $250 to $1,000; 1st Offense: Warning to violator and posting on PA’s website, 2nd Offense: 3-day debarment from state public works contracts, 3rd Offense: 180 days or up to one year debarment from state public contracts.
      3. Willful violators may be debarred for up to 3 years

      Effective Date: 1/01/2013

  • Rhode Island
    • Law

      Executive Order 08-01

      Key Provisions

                 

        1. RI Department of Administration shall participate in E-Verify;
        2. Contractors, vendors, etc., doing business with the State must E-Verify.

      Effective Date: 3/27/2008

  • South Carolina
    • Law

      SB 20

      Key Provisions

      1. Employers may no longer confirm new employees’ employment authorization with a driver’s license or state I.D. card.  All employers must register and participate in the U.S. Department of Homeland Security’s E-Verify system beginning January 1, 2012, and all employers must verify the legal status of all new employees through E-Verify within 3 business days of hiring.  Failure to enroll and use E-Verify to verify new hires will result in probation for the employer or suspension/revocation of the employer’s business licenses. 

      Effective Date: 1/1/2012

  • Tennessee
    • Law

      HB 1378

      Key Provisions

      Employers must:

      1. either request and maintain a copy of one of certain identification documents, such as a driver’s license, or, alternatively, to enroll in the E-Verify program for employees;
      2.  request and maintain a copy of one of certain identification documents for independent contractors to show lawful presence in the U.S. There is safe harbor for employers who use the E-Verify program to verify the status of an employee if the employee is later found to be in the country illegally. If an employer does not have Internet access, the Office of Employment Verification Assistance, at no charge to the employer, will enroll the employer in the E-Verify program or conduct work authorization status checks of the employees; however, the employer must attest, under penalty of perjury, that it lacks Internet access. Employers who fail to follow H.B. 1378 will be subject to harsh penalties.

      Effective Date: 1/1/2012

  • Texas
    • Law

      HB 1196

      Key Provisions

      1. Requires businesses seeking subsidies or tax abatements to certify that business does not and will not employ unauthorized aliens;
      2. If business is subsequently convicted of IRCA violation, business must repay benefit with interest

      Effective Date: 9/1/2007

  • Utah
    • Law

      SB 39

      Key Provisions

      1. Requires all employers with 15+ employees to use E-verify.

      Effective Date: 7/1/2010

  • West Virginia
    • Law

      SB 70

      Key Provisions

      1. Prohibits employment of unauthorized workers;
      2. Knowing employment of unauthorized workers is a Misdemeanor subject to fines and jail time;
      3. Business license may be suspended or permanently revoked on third offense or offense of falsifying records;
      4. Wages over $600.00 paid to an unauthorized worker may not be deducted as a business expense.

      Effective Date: 7/1/2007

Choose your state:

Alaska Hawaii Oregon Washington Idaho California Nevada Utah Arizona Montana Wyoming Colorado Texas New Mexico Oklahoma Kansas Nebraska South Dakota North Dakota Minnesota Iowa Missouri Arkansas Louisiana Wisconsin Illinois Michigan Mississippi Tennesee Kentucky Indiana Ohio Alabama New York Pennsylvania Virginia North Carolina South Carolina Georgia Florida West Virginia Vermont Maine New Hampshire Connecticut Massachusetts Rhode Island New Jersey Delaware Maryland
  • Key:
  • E-Verify Required, All Employers
  • E-Verify Required, Public Employers
  • Other Legislation
  • No Action
Click a state to see its information.

Alaska

Hawaii

Oregon

Washington

Idaho

Law 

EO 2006-40 

Key Provisions 

  1. Calls for State Agencies and State Contracts (even where services performed outside of the state boundaries) to create procedures “to verify and ensure” only workers authorized under state and federal law are employed by the State and its contractors. 

Effective Date: 12/31/2006

 

California

Law

AB 1236

Key Provisions

  1. Not mandatory for private companies to use the federal employment verification system, or E-Verify.  The bill applies to all public and private employers in the state and prevents any counties and local municipalities from passing legislation to implement E-Verify. 

Effective Date: 1/1/2012

Nevada

Law

AB 383

Key Provisions

  1. If the US Attorney General determines a person holding a Nevada business license has engaged in unlawful hiring/employment under 8 USC 1324(a)(e), the Nevada Tax Commission shall hold a hearing to determine whether to take further action against the person;
  2. Attempts to verify the Social Security number within 6 months of hire may be prima facie evidence that the violation was not willful, flagrant, or egregious;
  3. Administrative fines may be imposed by the state if person found to be a willful, flagrant or egregious violator.

Effective Date: 10/1/2007

Utah

Law

SB 39

Key Provisions

  1. Requires all employers with 15+ employees to use E-verify.

Effective Date: 7/1/2010

Arizona

Law

HB 2779

Key Provisions

  1. All employers must verify new hire using Everify;
  2. Everify creates a rebuttable presumption that employer did NOT knowingly or intentionally employ an unauthorized alien;
  3. First-Time violators are subject to 3-5 year probation and business license suspended up to 10 days;  and
  4. Subsequent violations may lead to permanent revocation of business license.

Effective Date: 1/1/2008

Montana

Wyoming

Colorado

Law

HB 1017 

Key Provisions 

  1. All employers must attest that documents confirming employment eligibility were examined and the employer has not knowingly hired an unauthorized worker within 20 days of hire;
  2. Employers must retain a photocopy of the documents presented by the employee. 

Effective Date: 1/1/2007

 

Texas

Law

HB 1196

Key Provisions

  1. Requires businesses seeking subsidies or tax abatements to certify that business does not and will not employ unauthorized aliens;
  2. If business is subsequently convicted of IRCA violation, business must repay benefit with interest

Effective Date: 9/1/2007

New Mexico

Oklahoma

Law

HB 1804

Key Provisions

  1. Public employers must Everify new hires;
  2. State Contractors physically performing service in the state, to be eligible for contract after 07/01/08, must Everify new hires;
  3. Discrimination to discharge legal worker while employer knowingly or reasonably should have known employer was employing an unauthorized alien hired after 07/01/08;
  4. Everify participation from 07/01/08 exempts employer from liability and investigation or suit arising from any action under this section, Section 7. As of May 2009, The U.S. Court of Appeals for the 10th Circuit is reviewing challenges to the legality of certain provisions of HB 1804.

Effective Date: 11/1/2007

Kansas

Nebraska

Law

LB 403

Key Provisions

  1. Public employers and public contractors required to enroll and participate in E-verify for employees physically performing work in Nebraska.

Effective Date: 10/1/2009

South Dakota

North Dakota

Minnesota

Law

AB 11-3590

Key Provisions

  1. All employers who perform state contracts for services must verify new employee’s work authorization for all state contracts that are worth more than $50,000, and they must use federal government’s E-Verify program to ensure the employment eligibility of new employees. 

Effective Date: 7/21/2011

Iowa

Law

SF 562

Key Provisions

  1. Businesses receiving Economic Assistance are subject to contract provisions requiring jobs to be filled by authorized workers;
  2. periodic assurances shall be required.

Effective Date: 7/1/2007

 

Missouri

Law

HB 1549T

Key Provisions

  1. Public employers required to everify;
  2. Private employers may everify. Those who do receive an affirmative defense against violation of law;
  3. State contractors/grantors with contracts/grants valued at $5000 or more or recipient of tax abatement or credit shall affirm enrollment in everify by sworn affidavit.

Effective Date: 1/1/2009

Arkansas

Louisiana

Law

SB 753

Key Provisions

  1. Cease and Desist Order may be issued if State Agency determines that Louisiana business or enterprise knowingly employs an undocumented worker;
  2. Failure to comply with order within 10 days may result in writ of injunction filed in District Court;
  3. Penalties may include $10,000 fine and suspension or revocation of business license.

Effective Date: 6/23/2006

Wisconsin

Illinois

Law

HB 1744; Public Act 095-0138

Key Provisions

  1. As of March 12, 2009, the Federal District Court for the Central District of Illinois has granted the United States’ Motion for Summary Judgment against the State of Illinois.  Illinois Public Act 95-138 was declared invalid under the Supremacy Clause.  Illinois Public Act 95-138 (1/1/08) prohibited the use of Everify. 

Effective Date: INVALIDATED

Michigan

Mississippi

Law

SB 2988

Key Provisions

  1. Everify new hires;
  2. Compliance dates stair-stepped by size and status: State Contractors, everify by 07/01/2008; Employers with 250+ employees, everify by 07/01/2008; 100 – 249 employees, everify by 07/01/2009; 30 to 99 employees, everify by 07/01/2010; Less than 30 employees, everify by 07/01/2011

Effective Date: varies by size

Tennessee

Law

HB 1378

Key Provisions

Employers must:

  1. either request and maintain a copy of one of certain identification documents, such as a driver’s license, or, alternatively, to enroll in the E-Verify program for employees;
  2.  request and maintain a copy of one of certain identification documents for independent contractors to show lawful presence in the U.S. There is safe harbor for employers who use the E-Verify program to verify the status of an employee if the employee is later found to be in the country illegally. If an employer does not have Internet access, the Office of Employment Verification Assistance, at no charge to the employer, will enroll the employer in the E-Verify program or conduct work authorization status checks of the employees; however, the employer must attest, under penalty of perjury, that it lacks Internet access. Employers who fail to follow H.B. 1378 will be subject to harsh penalties.

Effective Date: 1/1/2012

Kentucky

Indiana

Law

SB 590

Key Provisions

  1. Disallowing state income tax credits/deductions for unauthorized workers, unless the employer participated in the E-Verify program;
  2. Requires state agencies, political subdivisions, contractors with public contracts, and certain business entities to use E-Verify;
  3. Prohibiting individuals from commencing day labor without completing an attestation required under federal law.

Effective Date: 7/1/2011

Ohio

Alabama

Law

HB 56

Key Provisions

  1. Every business entity or employer must verify employment eligibility using E-Verify.

Effective Date: 4/1/2012

 

New York

Pennsylvania

Law

SB 637

Key Provisions

  1. All public work contractors and subcontractors involved in projects of more than $25,000 with the Commonwealth of Pennsylvania must enroll and use E-Verify for each new employee after enrollment beginning January 1, 2013.
  2. Providing false certification: Civil fine ranging from $250 to $1,000; 1st Offense: Warning to violator and posting on PA’s website, 2nd Offense: 3-day debarment from state public works contracts, 3rd Offense: 180 days or up to one year debarment from state public contracts.
  3. Willful violators may be debarred for up to 3 years

Effective Date: 1/01/2013

Virginia

Law

HB 737

Key Provisions

  1. Requires state agencies to use E-Verify.

Effective Date: 12/1/2012

North Carolina

Law

HB 36

Key Provisions

  1. All cities, counties, and businesses employing 25 workers or more must use E-Verify by the applicable dates: Oct. 1, 2012 (500 or more employees); Jan. 1, 2013 (100 or more but less than 500 employees; Jul. 1, 2013 (25 or more but less than 100 employees).
  2.  Anyone may file an anonymous complaint with the North Carolina Commissioner of Labor if they have a “good faith belief” that a business is employing an unauthorized worker.
  3. Violations include: Civil penalty of $10,000 (1st violation); Civil penalty of $1,000 regardless of number of required employee verifications employer failed to make (2nd violation); Civil penalty of $2,000 for each required employee verification that employer failed to make (3rd or subsequent violation).

Effective Date: 10/1/2011

South Carolina

Law

SB 20

Key Provisions

  1. Employers may no longer confirm new employees’ employment authorization with a driver’s license or state I.D. card.  All employers must register and participate in the U.S. Department of Homeland Security’s E-Verify system beginning January 1, 2012, and all employers must verify the legal status of all new employees through E-Verify within 3 business days of hiring.  Failure to enroll and use E-Verify to verify new hires will result in probation for the employer or suspension/revocation of the employer’s business licenses. 

Effective Date: 1/1/2012

Georgia

Law

HB 87

Key Provisions

  • Private employer with more than 10 employees must E-verify
    1. 500+ employees           January 1, 2012
    2. 100-499 employees     July 1, 2012
    3. 11-99 employees            July 1, 2013 

Effective Date: Cascading from 1/1/2012

 

Florida

West Virginia

Law

SB 70

Key Provisions

  1. Prohibits employment of unauthorized workers;
  2. Knowing employment of unauthorized workers is a Misdemeanor subject to fines and jail time;
  3. Business license may be suspended or permanently revoked on third offense or offense of falsifying records;
  4. Wages over $600.00 paid to an unauthorized worker may not be deducted as a business expense.

Effective Date: 7/1/2007

Vermont

Maine

New Hampshire

Connecticut

Massachusetts

Law

EO 481

Key Provisions

  1. Prohibits the use of undocumented workers in the performance of state contracts;
  2. Contractors must verify that they shall not use undocumented workers and will verify status in compliance with federal law;
  3. Failure to comply is a material breach of the contract and may subject Contractor to sanctions including monetary fines, withholding of payments, contract suspension or termination.

Effective Date: 2/23/2007

Maryland

Rhode Island

Law

Executive Order 08-01

Key Provisions

             

    1. RI Department of Administration shall participate in E-Verify;
    2. Contractors, vendors, etc., doing business with the State must E-Verify.

Effective Date: 3/27/2008

New Jersey

Law

EO 08-01

Key Provisions

  1. RI Department of Administration shall participate in Everify;
  2. Contractors, vendors, etc., doing business with the State must Everify.

Effective Date: 3/27/2008

Delaware

  • LOCAL ORDINANCES LIST
    • California- City of Lancaster
      ORD. 934
      Every employer with one or more employees transacting business in the City of Lancaster must use E-Verify.California- City of Temecula
      ORD. 10
      All businesses licensed by the city are required to E-verify.

      Florida – City of Bonita Springs
      ORD. 9-04
      Vendors and Contractors, as a condition of the contract with the city, must E-Verify employees.

      Michigan (Oakland County Only)
      MR 09116
      Requiring County Contractors to Participate in E-verify.

      New York- Putnam County Only
      L.L. No. 4-2009
      Putnam County: licensed contractors required to sign affidavit “only employ legal workers.” Also requires the County to use everify for public employees.

      Utah – Washington County
      ORD No. 2011-1014
      Requires businesses, within the unincorporated areas of the county, to use E-Verify before they can obtain Washington County business licenses: 1) each place of business covered by the ordinance to verify the employment eligibility of all new hires by using the federal government’s E-Verify system; 2) failure to comply then the business shall be ordered to comply and its business license shall be suspended for up to 10 days for the first instance, 10-20 days for the second instance, and 30 days to permanent suspension for a third instance.

      Washington-Clark County
      County Code
      Contractors on contracts worth more than $1million to register and use E-Verify.

      Washington – Cowlitz County
      County Resolution
      Requires current contractors and employers with county contracts to use E-Verify to ensure that they and their employees working on the projects are “in compliance with federal employment laws.”

      Washington-Pierce County
      ORD No. 2009-74s
      County agencies and County contractors with contracts valued at $25,000* or more are required to E-Verify. (*$100,000 for road and public works contracts.)

      Washington-City of Lakewood
      ORD No. 00492
      City of Lakewood, WA requires Everify participation by contractors for city and city government.

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