|The White House
President George W. Bush
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For Immediate Release
Office of the Press Secretary
May 30, 2007
Fact Sheet: Holding Employers Accountable for the Workers They Hire
In Focus: Immigration
Bipartisan Immigration Reform Bill Has Strong New Safeguards Against Hiring Illegal Workers
Three Key Points On The Bipartisan Immigration Reform Bill's Worksite Enforcement Provisions
EEVS Will Help Honest Employers Follow The Law And Hold Employers Who Hire Illegal Workers Accountable
Under The Bipartisan Immigration Reform Bill, A Reliable Employment Eligibility Verification System (EEVS) Must Be Established And In Use Before Any Temporary Worker Or Z Visas Are Issued.
EEVS Will Build Upon The Current Basic Pilot Model
Under The Bipartisan Immigration Reform Bill, All U.S. Employers Will Be Required To Use EEVS To Verify Their Employees' Work Eligibility. Under the current system, only a small percentage of U.S. employers participate in Basic Pilot, the voluntary program established to help employers determine the legal status of new hires. Under the bill, all U.S. employers will be required to check new hires using EEVS after an initial 18-month phase-in. Within three years, employers must use EEVS to verify the work eligibility of all employees not previously verified through the system.
EEVS Will Require Workers To Present A Limited Range Of Secure Government-Issued Or Government-Authorized IDs, Which Will Be Checked Electronically Against Federal And State Databases. EEVS allows for only a limited range of stronger and more readily verifiable identification documents including:
EEVS Will Allow Employers To Access Identification Photographs In Government Databases To Verify The Authenticity Of Workers' Documents. In addition to the checks against Social Security Administration (SSA) and Department of Homeland Security (DHS) databases now performed under Basic Pilot, EEVS will link to the U.S. Department of State and Departments of Motor Vehicles in individuals States to confirm issuance of identity documents and provide employers with the digital photograph associated with these documents.
EEVS Will Also Have Audit Features To Flag Multiple Uses Of The Same Names And Social Security Numbers As Well As Potential Misuse By Employers.
The Bill Will Increase Penalties For Employers Who Hire Illegal Workers
Employers Who Hire Illegal Workers Will Face Stiff New Criminal And Civil Penalties.
The Bill Will Help The Government And Business Community Work Together To Uphold The Law
The Bill Will Provide Employers With The Tools They Need To Verify The Status Of The Workers They Hire. The bill does not put the sole responsibility for legal hiring practices on the private sector; rather, the bill facilitates cooperation between employers and government officials so honest employers can more easily follow the law and violators can be held accountable for hiring illegal workers.
EEVS Will Function Quickly, Reliably, And Accurately. Under the current Basic Pilot system, over 92 percent of workers checked by employers are verified as eligible for employment within three seconds. Almost all others are not eligible for work. DHS is working with SSA to increase the percentage of employees quickly verified as eligible for employment by incorporating additional data sources on immigrants and nonimmigrants into the program and implementing a new capability to query by DHS card number. This will reduce the number of DHS and SSA mismatches.
DHS Is Upgrading Basic Pilot System Capacity To Handle Use By All Employers And Streamlining The Enrollment Process For Employers By Making It Completely Electronic.
For Employees Not Immediately Confirmed Through EEVS, The Bill Provides A Streamlined Process To Resolve The Situation. Employees must contest the nonconfirmation within 10 business days, or it is considered final and the employee must be terminated. Employees who contest the nonconfirmation will work with the appropriate Federal or State agency to resolve the discrepancy in the records. The bill anticipates discrepancies should be resolved no more than 10 business days after the employee contests the nonconfirmation, but this time is extended by the Secretary of Homeland Security if the employee is taking all actions required to resolve the problem.
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