{"id":6639,"date":"2022-07-14T20:54:13","date_gmt":"2022-07-14T18:54:13","guid":{"rendered":"https:\/\/blinkx.com\/?p=6639"},"modified":"2022-07-14T20:54:13","modified_gmt":"2022-07-14T18:54:13","slug":"california-e-verify","status":"publish","type":"post","link":"https:\/\/businessfinancenews.com\/background\/california-e-verify\/","title":{"rendered":"california e verify"},"content":{"rendered":"
The new law (Cal. Labor Code \u00a7 2814) will make it unlawful for an employer to use the federal electronic-employment verification system known as E-Verify to check the employment authorization status of an existing employee or an applicant who has not been offered employment at a time or in a manner that (a) is not required by federal law or (b) is not authorized under any federal agency memorandum of understanding governing the use of the E-Verify system.<\/span><\/p>\n <\/p>\n According to the legislation, employers are permitted to use the E-Verify system only:<\/p>\n The law also places certain requirements on employers when a tentative non-confirmation is issued by the Social Security Administration or the United States Department of Homeland Security indicating that the information entered in E-Verify did not match federal records. In these cases, employers must comply with the required employee notification procedures under any memorandum of understanding governing the use of the E-Verify system. Employers must also furnish the employee any notification issued by the agencies containing information specific to the E-Verify case or any tentative non-confirmation notice, as soon as practicable.<\/p>\n Penalties for violations of the law are significant. An employer could be assessed civil penalties up to $10,000 for each violation. Each unlawful use of the E-Verify system on an employee or applicant constitutes a separate violation.<\/p>\n California Assembly Bill 622 is available here for review:\u00a0http:\/\/www.leginfo.ca.gov\/pub\/15-16\/bill\/asm\/ab_0601-0650\/ab_622_bill_20150909_enrolled.pdf<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":" The new law (Cal. Labor Code \u00a7 2814) will make it unlawful for an employer to use the federal electronic-employment verification system known as E-Verify to check the employment authorization status of an existing employee or an applicant who has not been offered employment at a time or in a manner that (a) is not<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_kad_blocks_custom_css":"","_kad_blocks_head_custom_js":"","_kad_blocks_body_custom_js":"","_kad_blocks_footer_custom_js":"","_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"footnotes":""},"categories":[75],"tags":[],"yoast_head":"\n\n
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