North Carolina employers seeking to communicate to employees that the employer uses E-Verify and what the potential ramifications are if employment eligibility cannot be verified should consider including this model policy statement in their handbook.
Mississippi employers seeking to inform employees that they use the Electronic Verification System (E-Verify) and what the potential ramifications are if employment eligibility cannot be verified should consider including this model policy statement in their handbook.
Georgia employers with more than 10 employees that are seeking to inform employees that they use the Electronic Verification System (E-Verify) and what the potential ramifications are if employment eligibility cannot be verified should consider including this model policy statement in their handbook.
Arizona employers are required to use the Electronic Verification System (E-Verify) to confirm that an employee is authorized to work in the United States. Such employers should consider including this statement in their handbook to communicate to employees, including supervisors, that they use E-Verify and what the potential ramifications are if employment eligibility cannot be verified, and to show their compliance with the Legal Arizona Workers Act (LAWA).