Social Security Verification Vs E
There is some confusion as to the difference between verifying a social security number, and authorizing ones eligibility to work in the United States . Due to the increased number of e-raids that the Department of Homeland Security is conducting on businesses, organizations must ensure that theyre employing applicants who are authorized to work in the United States, which can be achieved in two ways:
The first method is to verify through a Social Security Administration database that the social security number, name of employee, and date of birth all match. The second, and more reliable method, is to validate employment eligibility by enrolling in the E-Verify program, a government database which authorizes eligibility for employment. Once enrolled in E-Verify, employers may check that the I-9 documents provided by the employee are authentic, and provide authorization for the employee to work in the United States.
Research Your New Hires!
Do You Really Need To See The Card
Employers often ask to see an employees Social Security card. The Internal Revenue ServicesPublication 15 , Employers Tax Guide, states, You should ask your employee toshow you his or her social security card. The employee may show the card if it is available. But,do you really need to see the card? While not required, SSA provides a service for employers to verify aname and SSN for wage reporting purposes when you want additional assurance of an employees correctname and SSN.
Since 1936, Social Security has issued over 30 different versions of the Social Security number cardwhich makes it difficult to recognize a valid card. Sometimes when you ask an employee to show you theircard the card is not available. In either case, you dont have to send them to a local Social Securityoffice. Consider using the free Social Security Number Verification Service which allows registeredemployers to quickly verify whether a persons name and SSN match Social Securitys records. Itsaves you and the employee time.
Why Use Self Lock
Employment-related identity fraud could mean that someone else is working under your identity and using your SSN. If this happens, someone elses wages could be reported in your name to the Internal Revenue Service, the Social Security Administration, and other authorities. By using Self Lock, you can block someone from committing this fraud if they start working for an E-Verify employer. Even if you are not currently working, you may want to protect your SSN and identity with Self Lock.
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Employersyou Can Only Accept Unrestricted Social Security Cards
On Sept. 17, E-Verify deployed the following enhancements to reinforce requirements for Form I-9 and E-Verify:
- New helper text: E-Verify added new helper text to the Unrestricted Social Security Number field to describe which Social Security Card is acceptable for E-Verify use.
As a reminder, only unrestricted Social Security Cards are acceptable for Form I-9 and E-Verify. If the card has one of the following restrictions, you should ask the employee to provide a different document showing work authorization:
- NOT VALID FOR EMPLOYMENT
- VALID FOR WORK ONLY WITH INS AUTHORIZATION
- VALID FOR WORK ONLY WITH DHS AUTHORIZATION
Please do not reply to this message.
Connect with us on Twitter @EVerify, LinkedIn @E-Verify Program and on Facebook @USCIS. Dont forget to text EVERIFY UPDATES to 468311 to get the latest E-Verify news.
Why Should I Verify Names And Ssns Online
- Correct names and SSNs on W-2 wage reports are the keys to the successful processing of your annual wage report submission.
- It’s faster and easier to use than submitting your requests paper listings or using Social Security’s telephone verification option.
- Results in more accurate wage reports.
- Saves processing costs and reduces the number of W-2c’s.
- Allows Social Security to give the proper credit to your employees’ earnings record, which will be important information in determining their Social Security benefits in the future.
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When You May Be Contacted
The Atlas Service Center will only contact you and the employee or student worker for the following:
- Missing Social Security numbers
- Expired documents
- Different work authorization documents from what is requested by the system
If additional information is necessary, employees and student workers should provide it to the Atlas Service Center.
In rare circumstances, E-Verify may result in the receipt of a Tentative Non-Compliance report. We will provide information on what that means and what to do in that instance in the future.
Employees Without Social Security Numbers
Although almost all employers can go years without seeing this situation, and most employers never encounter it at all, every once in a while, an employer might run across an applicant or a new hire who claims not to have a social security number, or else refuses to disclose it. Now, the situation could be as simple as that of a person who is newly arrived in this country and does not yet have a social security number, in which case the employer can give the applicant, if hired, or the new hire the basic information on how to apply to the Social Security Administration for a number , and proceed with the I-9 process as usual . However, the situation is more complex if the applicant / new hire claims not to have a social security number, or refuses to disclose it, because of a religious or other form of conscientious objection.
Many employment-related laws call for new hires and other employees to furnish a social security number to the employer, and SSNs are often requested in a number of other situations that affect the workplace – following is a list of the most common situations in which SSNs will be requested:
- Job applications
- Background check consent forms
- New hire report
- Professional and other occupational license applications and renewals
- Permits needed by the employee or the company for the job
- Driver’s license application
- Some benefit applications and sign-up forms
Source: M-274, I-9 Handbook for Employers )
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Self Lock Helps Protect You From Employment
Self Lock is the unique feature that lets you protect your identity in E-Verify and Self Check by placing a “lock” in E-Verify on your Social Security number . This helps prevent anyone else from using your SSN for an E-Verify case. If an employer enters your locked SSN in E-Verify to confirm employment authorization, it will result in an E-Verify Tentative Nonconfirmation . With Self Lock, you are always in control – you can unlock your SSN any time a new employer needs to confirm your employment authorization in E-Verify. Your Self Lock remains active as long as your account remains valid, and you have not unlocked your SSN. The Self Lock feature is only available to myE-Verify account holders.
How To Use Self Lock
To access Self Lock, you must be logged in to your myE-Verify account.
To lock your SSN, you must select and answer three challenge questions. Select questions you can easily answer, because you will need to answer them again to verify your identity if you receive an E-Verify Tentative Nonconfirmation due to Self Lock.
If you are about to start a new job with anE-Verifyemployer, you should log into your account and unlock your SSN.
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As Potential Change Looms Employers Should Be Mindful Of Current I
Do Not Re-Verify Existing Employees Who Have Presented Unexpired DocumentsWhile employers should verify that all newly hired employees have the right to work, they should not seek to re-verify the identity or right to work of existing employees absent some tangible evidence suggesting that the documentation provided at the time of hire is invalid. Requiring existing employees to re-confirm their identity and right to work in the United States in the absence of specific information calling into question the validity of the documents utilized at the time of hire could be construed as discriminatory and should be avoided. Employers should not arbitrarily re-check I-9 documents for existing employees. Be Alert to Future DevelopmentsThe topic of undocumented workers is sure to remain a subject of national debate for months to come, and further legal developments are likely. Employers should remain alert to new developments while complying with currently applicable law. If you have any questions about I-9 compliance, undocumented workers, or any other issue related to employment law, please contact one of our attorneys.
E-Verify requires that information from an employee’s or student worker’s I-9 form be compared on-line with data from the U.S. Department of Homeland Security and Social Security Administration records to confirm employment eligibility. The E-Verify process must be completed within 30 business days of the date an employee or student worker is assigned to the contract.
The Atlas Service Center will monitor employees and student workers assigned to both newly established contracts and existing contracts which include FAR 52.222-54 and 22.1803 clauses. We will work to complete the E-Verify process based on available information. If there is an I-9 form on file in the HR/Payroll document imaging system with current, unexpired work authorizations we will use these documents to E-Verify the person.
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